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

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.

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

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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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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.

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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.