The “Senior Attorney Trap”

Let’s say you own a typical small business.  You have two candidates seeking to fill one position in your company.  In terms of their credentials, the two candidates are virtually identical.  The only material difference between the two is that the second candidate has 10 more years of relevant work experience?  Who do you hire?  If you really are a business owner or manager, your answer would probably be the second candidate.  But would that also your answer be if you were a partner in a law firm? BCGSearch highlights common pitfalls, and our video The Legal Profession Needs Advocates… further illustrates how attorneys can avoid these traps by focusing on meaningful advocacy.

I regularly receive calls from “senior attorneys” seeking help on their job search.  I mean “senior” in a very broad sense, in the way the law firms define it.  At about 1-2 years out of law school, you are a “junior associate.”  At 3-4 years or so, you are a “midlevel associate.”  And at about 5-6 years, you are a “senior associate,” a title that may extent 1-2 years further, depending on the firm.  After 7-8 years, if you have not already made at least the first level of partnership, an issue arises as to what law firms will call you.  Generally, law firms do not have associates past 8^th year, so such firms show typically you the door.  The term I find that best defines the situation is “senior attorney” – meaning too senior to be an associate (or more than 7-8 years out of law school).  Senior attorneys face a difficult dilemma in the market. If you feel plateaued, Transform Your Legal Career: Harnessing Personality and Salesmanship shows how reviving your professional persona can spark fresh business and new roles even after years in practice.  It is a dilemma I call the “senior attorney trap” because it greatly decreases your market value automatically as you accumulate more experience.  In other words, it is a trap that you simply cannot avoid.  Many senior attorneys who are looking are unaware that they are in this trap.  This is especially true of solo practitioners, who have not practiced in a firm for a long time, if at all. To avoid professional stagnation, senior lawyers must stay connected through empathy and attention — lessons captured in The Art of Listening: Why Lawyers Must Listen to Their Clients.


For example, I received a recent call from a “senior attorney” who was about 15 years out from law school.  He also had no significant portable business, which would have made him able to seek a position in a law firm as a partner.  Without such business, I explained, he was in the “senior attorney trap” and thus would find it very difficult to find him work in a law firm.  The candidate pointed out, quite reasonably, that he has a lot more experience than any of the associates in the law firms.  Unfortunately, while this may have weight in the business world (see example at top), it has very little weight in the legal world.  Generally speaking, law firms will not hire lawyers that are more “senior” than the amount of years sought for a particular associate position.  There are, of course, a few exceptions.  For example, a firm seeking an associate with 4-6 years of experience may decide to hire a 7^th year associate who has especially good credentials.  But you won’t normally see “15^th year associates” or someone out of law school for 15 years working as a 5^th year associate in a major law firm.   The one place where an exception is more likely to be found is in a very small firm, as such firms can make their own rules.A major factor in this trap is the slow erosion of focus as attorneys become complacent. Why Lawyers at Every Stage Struggle offers insights for senior attorneys seeking renewed direction. Avoid the senior attorney trap—our video Partner-Level Transitions: What Law Firms Look for and How to Stand Out highlights how to strategically position yourself for partner-level success.

There are also exceptions to the “portable business” rule, although they too are few and limited.  A a general rule, major firms will not hire a senior attorney just because they are a great lawyer and/or have great credentials, like they may do for an associate (provided they have enough work).  Instead, the partner candidate are generally required have substantial portable business, ranging from about $500K for smaller firms to $3M+ for major firms.  In other words, the partner must be able to keep themselves (and preferably others also) busy.  Sometimes, however, law firms will make an associate a partner who lacks sufficient business, but usually only if some other partner is generating enough work to cover him.  The other exception is that on rare occasions major firms will hire senior attorneys who lack sufficient business, usually as “of counsel.”  But again, this is only done if there is enough work from another partner, client or other source that can keep the new partner fully occupied and where there is no one else in the firm who can do the work.  As soon as that big deal or case slows down, a partner or counsel finds themselves with not enough work to be fully busy faces being “downsized” by the firm. To see how to move forward despite this trap, review Job Search Strategies for Senior Attorneys Without a Portable Client Base. Senior attorneys often fall into a cycle of defensiveness and excuse-making that blocks progress. The Most Common Excuses That Attorneys Give for Failing in Their Careers unpacks these self-defeating patterns in detail.Even seasoned attorneys can hit burnout—see our strategies in: How to Not Fail, Die or Go Crazy Practicing Law.


One way to navigate these challenges is outlined in Reentering the Legal Field: Strategies for Senior Attorneys, which highlights actionable reentry tactics. To better understand how evolving hiring trends and demand metrics affect senior attorneys today, review the latest Attorney Marketability Index 2026, which measures market demand across practice areas and experience levels. Many of the challenges senior attorneys face actually originate long before law school, as explained in the video Why Your Family and Social Background Will Determine Your Happiness and Success as an Attorney More than Your Academics or Firm.
 

• For a broader perspective on the hurdles experienced lawyers encounter, see The Challenges Senior Attorneys Face in the Law Firm Job Market. To see why being good enough can sometimes be better than chasing exceptionalism, check out our video Why You Might be Better Off Being an Average Attorney Than Trying to Be an Exceptional One.

About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

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This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.

Proven Success at All Levels

With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

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He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success - The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm's unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison's legal career insights are the most widely followed in the profession.

• His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
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If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

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With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials-he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

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A Legal Recruiter Who Changes Lives

Harrison believes that every attorney-no matter their background, law school, or previous experience-has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

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For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist-often in places they never expected.

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If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison's expertise will help you take control of your future.

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Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.

About BCG Attorney Search

BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.