This candidate reached out to me on LinkedIn about a year ago, last December 2017, wanting to make a lateral move to a larger market, ideally SF or LA, but he was also interested in the OC. He is currently located in a smaller market in California, where his parents live, and when he reached out to me, he had only been at his current firm for a little over a year. He currently works at a small to mid-sized firm in this smaller market, and was already working with another Recruiter. I started submitting him last December, and submitted him to regular batches of firms between last December and this February. This candidate would really only approve Big Law firms and top Labor & Employment firms in California, such as Littler, Jackson Lewis, Fisher Phillips, and Seyfarth Shaw. He did attend a top law school, and received decent grades there. He also was not on law review. He had, however, been at only one firm post-graduation, had gained some strong substantive experience there, and seemed like a smart, driven, nice candidate.
We did get him one phone interview / screener in December, but then nothing else for several, several months. I think that in December, when he applied to work with me, he was just too junior. In my experience, candidates really only start to become marketable once they have been at their first firm for about two years. There are, of course, exceptions to this rule, especially in the case of top candidates at reputable, national, mid-sized to Big Law firms, with decent / good to strong grades at their law school, Law Review, etc. However, for a candidate like this one, who was a good candidate but perhaps not a top, top candidate, I figured that it might take longer to get traction, especially given the caliber of firms that he was approving.
This candidate became less responsive to me between May and about August. I think that he was busy with work, and he was probably also disillusioned. After all, I had only gotten him one interview when we first started working together, back in December, and then nothing for several months. However, rather than giving up on this candidate, I continued to follow-up and reapply him to firms that he had approved between December and May. I would also periodically reach out to him and ask him what he thought of specific opportunities. For example, I have a strong boutique law firm client in LA at which I recently placed a candidate, and whom I knew was looking for a candidate like this one. The boutique firm was, in fact, interested in interviewing him, but he had his heart set on mid-sized to Big Law firms. This is an example of how I try to keep my candidates warm, and try to show them that I am here working for them tirelessly behind the scenes, even when they lose steam or burn out on their search.
I think that this candidate started getting excited about his search again when I got him a great Big Law interview in SF in September, and then another in October. Neither of these interviews worked out - he had initial interviews with both firms, but not callbacks - but still, I think that getting this candidate these great interviews re-instilled his faith in me as a Recruiter.
I actually applied this candidate to the firm that ended up hiring him for the first time in December 2017 (their OC office), and again in July, October, and December (their SF office and their OC office multiple times). I actually placed another strong Labor & Employment candidate at their SF office in August, and this candidate was too junior for their OC opening, which I think called for around four years of experience. When I saw a new opening pop up in his small market where he is currently located this December, I immediately applied him, as he had told me in passing that he had interviewed with another top L&E firm in his current small market very recently. Interestingly enough, up until a month or two ago, I hadn't realized that he was also interested in the smaller market that he is currently located in. I do think that his goal long-term is to move to SF or LA, but I think that his primary goal is to break into a great national firm, regardless of the market.
The firm moved very quickly, because they have had great experiences with candidates that they have hired from my candidate's current firm, and because I think that it is hard to find decent / good candidates in this smaller market. Whereas I'm not sure whether or not my candidate would have been hired by this firm in SF, he was very competitive as a candidate for this smaller market. They reached out to me on a Wednesday, conducted a phone screen on Thursday, had him into the office for a callback on Friday, and gave him an offer the following Wednesday. This is the fast that I've ever seen a firm move, between initial phone screen and offer.
I learned a few lessons from this placement. Firstly, even if a candidate has high expectations and burns out on his or her search, one should always keep working behind the scenes to find great opportunities for one's candidate, and even re-apply one's candidate to firms from which we had never heard back from. Secondly, it's a good idea for us Recruiters to regularly check in with our candidates, either with new lists of firms and job openings to consider, a specific job order or opportunity that we think would be perfect for the candidate, or just to make sure that their geographic preferences haven't changed. If my candidate hadn't mentioned to me that he was also interested in his current smaller market, and was interviewing with another top L&E firm in this smaller market, I would have never thought to apply him to the office of the firm that ended up hiring him. We Recruiters and our candidates need to keep each other up-to-date on the candidate's experience, geographic preferences, and firm search! Everyone wins when the Recruiter and the candidate have all of the information.
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.
