The Timing of Transition

I speak with countless attorneys who tell me they would like to switch practice areas, some very early in their career, and some many years beyond law school. Those who are more than 1-2 years out of school will invariably say they are “willing to start over as a first year,” or “take a big salary cut” to get into the practice area they want, and believe that firms will jump at the opportunity to get a “discount” on an experienced (in another practice area) attorney for a first-year salary.

Plainly and simply, jumping to a new practice area is a very difficult, and often entirely unrealistic move to make. The following are just a few reasons why:


-Structuring and client optics. I have written more extensively about this before, but at the bottom line, most law firms do not want to hire more senior attorneys at a “discount.” Maybe one or two years adjusted from an attorney’s graduating class year, especially if that attorney has been in house, which most law firms do not view as the equivalent in work experience or training relative to years spent at a large law firm. But by and large and medium size firms tend to be fairly rigid in their class year composition (smaller and boutique firms less so). Reasons include wanting to structure their practice groups and overall attorney staffing to ensure a consistent flow of promotion and advancement at the appropriate class and skill level; not being able to justify higher billing rates on their client matters by staffing more senior attorneys (and on the flip side wanting to avoid the optics of a client wondering why a Class of 2002 attorney is being billed out at a first-year rate and the perception of that attorney not being “good”); and wanting to avoid turnover when a more senior and skilled attorney gets bored doing lower-level work and sees another lateral opportunity on the market when the economy improves.

-Training. It costs a lot for a firm to hire and train an attorney, and even if you are one of the best mid-level litigators the 21^st Century has ever seen, a firm with a dire need for a mid-level transactional associate because of a large client matter is not going to want to spend the time or effort required to re-train that attorney into an entirely different practice group. They also cannot justify billing out that attorney at their appropriate class year if the attorney does not have comparable skills, in which case you are talking about a class year discount, which gets into the issues in the section above.

-Perception. If you are 4-5 years out of law school, and all of a sudden want to switch practice groups entirely and “start over” from the bottom, just imagine for a second how that is going to look to a prospective employer. Will they be overjoyed they get a more senior attorney at a discount, or will they be wary that this candidate did not demonstrate the foresight to pick the right practice area to begin with, or have the fortitude and commitment to stick it out and be successful in their current practice area? Most job seekers tend to employ at least a little bit of wishful and creative thinking, which is great when you are trying to market yourself to a particular position where your skill set might not be an exact fit, but this can be a liability if it leads to being completely unrealistic in terms of your lateral job search.

All of this is to say that if you are going to transition to an entirely new practice area, say from litigation to transactions, it can be done (and I have placed a number of candidates in this manner), but it must be done within your first two or so years of practice. Any later than that, and you begin to run into the huge wall of issues above.

On the other hand, if you are wanting to transition into a practice area that is at least moderately related to work you were doing before, say going from commercial litigation to labor and employment litigation, or going from corporate transactional work to technology transactions, there is a lot more potential to have this be a viable option even 3-5 years out in your career. Any more senior than that, and it becomes an extremely difficult proposition if you are targeting medium to large size law firms.

The broader lesson is to really think hard about what type of practice you want to have before leaving law school, and try as hard as you can to get into that practice area, or at least a closely related practice area, because there is a fairly small window of a couple of years to make a large change once you have started your career.

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.