To begin, an overview of the candidate's background is always helpful. This particular candidate went to an okay law school in California (not even ranked in the Top 100), and did not do particularly well there. She was, however, on her law school's Law Review. She graduated in 2009, so she is quite a senior attorney, with around ten years of post-law school experience. For her undergraduate studies, this candidate attended a top UC school, although she was once again not in the top of her class there. I'd say that this candidate's strongest selling points are that: 1) she has only been at one firm since her graduation from law school, a multi-office, mid-sized firm of 140 attorneys and 2) she has nine years of substantive Labor & Employment / Employment Litigation experience. The real hold-up with this candidate, however (besides the fact that she is senior and does not have top academic credentials), is that for the past year, she has been doing little to no Labor & Employment work. Her firm has been moving away from this sort of work, and so she has been doing mainly general liability and insurance coverage work. While at first blush this doesn't seem to be a big issue - she has nine years of relevant experience! - firms are very black and white and cookie-cutter in the sorts of candidates that they seriously consider, and they usually want to fit a round peg into a round hole. Especially for senior attorneys, they want to see that the candidate's recent experience is in the practice area of the job for which he or she is applying. This is not the case for this candidate.
I worked with this candidate for a little less than a year (a year!), and I was only able to secure three interviews for her. In her first and second interviews, this candidate focused on her recent litigation successes - winning an MSJ, etc. While it is great to have specific examples of cases and achievements to talk about in-depth in an interview, the problem was that this candidate's recent examples and litigation successes were in the areas of insurance coverage and general liability. The candidate wanted to talk about her recent experience because it was fresh in her mind and because, of course, it was her most substantive and impressive experience, but for a Labor & Employment interview, a Labor & Employment practice group or firm is going to want to hear about the candidate's Labor & Employment experience, even if more distant in time. I only realized that the candidate was committing this faux pas after her second interview. I really do think that this was a large part of the reason that she was passed over by the first two firms (and by the countless other firms at which she interviewed on her own).
Finally, her third interview (third time's the charm!) was with a firm that had actually interviewed her a year ago, but at that time they were looking for a lot of wage & hour class action experience, which this candidate doesn't have. The firm reached out to me saying that they had a dire need for several Labor & Employment attorneys, specifically with wage & hour class action experience. I hesitated in submitting this candidate again, as she had interviewed with them and was rejected the year before, but something told me to submit her and let the Recruiting Manager know that she had interviewed in the past. Low and behold, the firm did want to consider her again!
This time, she really focused on her Labor & Employment experience and successes – she prepared a couple of L&E cases in advance that she felt comfortable talking about in-depth, in terms of facts, issues, the progression of the case and her role on the case. She also explained that her firm had recently moved away from the L&E work, but that this was her real passion and that she wanted to return to this sort of practice. This kind of argument doesn't always work - usually, if the candidate isn't currently practicing in the relevant practice area, they are automatically passed upon - but in her case it did!
Another thing that this candidate did right was to write a long and persuasive thank you note to all of her interviewers (edited by me), in which she laid out the reasons for which she was so excited to join the firm and for which she'd be a great fit for the firm. When she drafted and sent this email, we actually hadn't heard back from the firm post-interview for two weeks (quite a long time). The Recruiting Manager claimed that it was because of the Managing Partner's / Head of the Practice Group's trial schedule, but to this day I'm still not so sure. I know that they were hesitating on her class year and how senior she was, and I think that her email, which was thoughtful and persuasive and genuine, probably tilted the scale in her favor.
This candidate currently makes a base of $150K, and the firm offered her $220K base! This is a HUGE pay bump for the candidate. She was, of course, absolutely delighted to receive her offer, and even started crying when she found out that they were finally extending it. She accepted on the spot! While it seemed for awhile that the firm was going to bring her on as a fourth or fifth year associate, rather than as a tenth year, her offer letter made no mention of the class year, and because her base offer is so high, I think that they are actually crediting her for her actual class year! This candidate is absolutely ecstatic to be joining such a great firm and to be returning to a Labor & Employment practice area focus. I am also absolutely thrilled for her, and I know that she will excel at her new firm home!
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.
