Two Essential Elements to Handling A Bad Departure From A Former Firm

One of the most frequent things I see as a recruiter is a set of candidate materials where something questionable stands out, like a very short tenure at one firm on a resume, or the lack of a listed reference from a recent employer of many years, both of which are fairly obvious indicators that something did not work out very well at that particular firm. I, and any hiring partner, are going to notice these things – we see hundreds of resumes a week, an patterns stand out.

In other words, if there is something that represents a potential issue on your resume, you are going to have to deal with it at some point, so it is best to formulate an approach and explanation in advance of your job search.


This article is obviously too short to cover every potential scenario, since every attorney’s individual circumstances will be different, so I will just briefly cover the two absolutely essential elements to dealing with a bad departure from a former firm:

The first, and very most important thing in dealing with any situation is to always tell the truth. If you are a lawyer, you are likely already extremely familiar with the notion of telling the truth versus full and complete voluntary disclosure, but it is absolutely imperative that you do not twist or hide essential and easily-verifiable facts in telling your employment history to a potential new employer. The legal industry is small, and extremely insular at times, and the worst thing you can do is develop a reputation for deception and dishonesty. Any firm’s hiring process is going to involve reference checks, and firms will want to speak directly with a partner at your most recent firm(s). If you are hoping to hide something, such as being let go because you blew an assignment, or termination due to other issues besides a lack of business, you will be out of luck, so you should be prepared to deal honestly with any issue head-on. The best case scenario is when the former partner is willing to be discreet and give only the barest details of your circumstances, which brings me to the second essential element:

Make an effort to get the whole story and know what your potential references are going to say about you. I once dealt with a candidate who had amazing credentials, but was currently unemployed after departing his most recent firm a few months prior. When I asked for an explanation, he had apparently blown a big assignment due to a clinically-diagnosed nervous breakdown, to which a number of outside factors contributed. Things like this happen, so I reassured him we would be okay pressing forward with his search, but the problem came when he could not tell me what his former firm’s version of his story would be. In fact, he had had no contact at all with any former partners or colleagues since leaving his office and heading back home to another city. This unknown x-factor was something I could not work with, since it is my responsibility to provide firms with the full picture of my candidates, so I instructed my candidate that he needed to get in touch with his former firm to discuss the circumstances of his departure and to ask for a discreet recommendation for any future employer. The candidate did not want to do this because it would be both difficult and embarrassing, but any hardship associated with contacting a former employer in these circumstances would be multiplied a hundred-fold if it came late in the interview process when an offer was already on the table. Bottom line, is that you need to know what you are dealing with going into your search, because firms, hiring partners, and recruiters, do not like surprises. Bad information can be dealt with, but you have to know what it is.

Most everything else associated with explaining a bad departure from a former firm is going to be on a case-by-case basis, and you should work with your recruiter to develop a solid explanation and strategy for dealing with this issue upfront. But whether you are dealing with this on your own independent search, or with the assistance of a recruiter, it is essential that you do not twist the truth, and that you do the homework/research on yourself that you know the hiring partners and recruiting coordinators are doing to do on you, and particularly what your references and former employers are going to say in advance of sending out your resume and going on interviews. It is better to be unpleasantly prepared than unpleasantly surprised!

About Harrison Barnes

Harrison Barnes is a prominent figure in the legal placement industry, known for his expertise in attorney placements and his extensive knowledge of the legal profession.

With over 25 years of experience, he has established himself as a leading voice in the field and has helped thousands of lawyers and law students find their ideal career paths.

Barnes is a former federal law clerk and associate at Quinn Emanuel and a graduate of the University of Chicago College and the University of Virginia Law School. He was a Rhodes Scholar Finalist at the University of Chicago and a member of the University of Virginia Law Review. Early in his legal career, he enrolled in Stanford Business School but dropped out because he missed legal recruiting too much.

Barnes' approach to the legal industry is rooted in his commitment to helping lawyers achieve their full potential. He believes that the key to success in the legal profession is to be proactive, persistent, and disciplined in one's approach to work and life. He encourages lawyers to take ownership of their careers and to focus on developing their skills and expertise in a way that aligns with their passions and interests.

One of how Barnes provides support to lawyers is through his writing. On his blog, HarrisonBarnes.com, and BCGSearch.com, he regularly shares his insights and advice on a range of topics related to the legal profession. Through his writing, he aims to empower lawyers to control their careers and make informed decisions about their professional development.

One of Barnes's fundamental philosophies in his writing is the importance of networking. He believes that networking is a critical component of career success and that it is essential for lawyers to establish relationships with others in their field. He encourages lawyers to attend events, join organizations, and connect with others in the legal community to build their professional networks.

Another central theme in Barnes' writing is the importance of personal and professional development. He believes that lawyers should continuously strive to improve themselves and develop their skills to succeed in their careers. He encourages lawyers to pursue ongoing education and training actively, read widely, and seek new opportunities for growth and development.

In addition to his work in the legal industry, Barnes is also a fitness and lifestyle enthusiast. He sees fitness and wellness as integral to his personal and professional development and encourages others to adopt a similar mindset. He starts his day at 4:00 am and dedicates several daily hours to running, weightlifting, and pursuing spiritual disciplines.

Finally, Barnes is a strong advocate for community service and giving back. He volunteers for the University of Chicago, where he is the former area chair of Los Angeles for the University of Chicago Admissions Office. He also serves as the President of the Young Presidents Organization's Century City Los Angeles Chapter, where he works to support and connect young business leaders.

In conclusion, Harrison Barnes is a visionary legal industry leader committed to helping lawyers achieve their full potential. Through his work at BCG Attorney Search, writing, and community involvement, he empowers lawyers to take control of their careers, develop their skills continuously, and lead fulfilling and successful lives. His philosophy of being proactive, persistent, and disciplined, combined with his focus on personal and professional development, makes him a valuable resource for anyone looking to succeed in the legal profession.

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.