While I really wanted to help this candidate, it is often incredibly difficult to place first year candidates and I was dubious. I told him as much but he insisted that he needed out and that even if it took a year he wanted to start his search immediately. I can certainly relate to being incredibly unhappy at work and so I told him I would do everything within my power to place him.
Most firms won't hire first year associates because they want to hire associates that have at least two years of experience and as one law firm partner told me recently, "why would I hire a first year? That's what our summer associate program is for." Moreover, firms are skeptical of candidates that are already looking to leave a firm during their first year. Are they problematic people who can't get along with others or who can't "fit-in" culturally? Are they being asked to leave already? Are they incapable of doing the work? The list goes on. In reality, some attorneys know immediately that a certain lifestyle or firm culture is simply not for them. I've always admired these types of people because when I was a practicing attorney, even though I knew that certain jobs or firms weren't for me, I stuck with it. Sometimes it's hard not to think, what if I had left sooner?
Perhaps it's also a generational thing because I have a lot of first year candidates who know they want to make a move and are not willing to stick it out. I think so long as they are realistic that placing them may take a long time, good for them for being pro-active.
This particular candidate was also a hero of mine since he immediately knew that the NYC Big Law firm lifestyle was not for him and he was not seduced by the promise of power and money, as many who live and work in New York are (I am a native Manhattanite so I can say this). He wanted me to look in two very different markets. One market was upstate New York and the other back on the West Coast near where he went to law school.
I submitted this candidate in late June of 2020. I heard back from a few firms saying that he was a great candidate but that he needed more experience for them to consider him. Finally in late August I heard from a firm that the candidate had said would be his ideal firm and in his ideal location in upstate New York where he grew up. We were both giddy that the firm wanted to interview him and set up in-person meetings. Our excitement, however, was premature. Even though the firm had initially expressed interest in late August and he had completed all of his interviews, including with the heads of the firm and his practice group by early October, the firm's internal Human Resources director who I had been communicating with all along, became non-responsive. I followed up a week later and heard back that yes they were very interested but that she would let me know more next week. I followed up the following week and was told the same thing. This back and forth lasted another two months. As one can imagine, my candidate got frustrated, as did I. But one thing I've learned is that persistence pays off. Every two weeks I would check in and she would say "no, please tell him we are still very interested but we are just trying to sort things out." Again, I would have to tell my candidate not to lose hope. In reality, I also was beginning to doubt the sincerity of the firm's intentions.
Finally, in mid-December I received a call from the firm's HR director saying she had offered my candidate a position at the firm as an incoming second year the day before. This was such wonderful news, I was beyond happy for my candidate. After all this had been his ideal firm, doing the work he wanted to be doing and in the exact location he wanted to be in. She then told me that the firm had really wanted this candidate but that their reason for delaying had been because the practice group head had had to get approval from the firm's executive committee to justify his hire. There are many important lessons to be learned by this candidate's experience. First, simply because the interviewing process is accelerated doesn't mean that an offer is going to follow shortly. Second, persistence pays off. Third, there may be many behind the scenes factors that may lead to a delay in the hiring process. And Fourth, just because a firm is slow in making an offer doesn't mean they've lost interest.
In the end my candidate turned down another offer he had received for almost twice the money at a firm in New York City to follow his instincts and go to a firm where he knew he wouldn't just be a another cog in the wheel. A firm that cared about his development as an attorney and who would want to make him partner as soon as possible. A firm where his billables were 1750. A firm where he would be encouraged to develop his own book of business. A firm that afforded him a work life balance. In the end, this candidate realized what many fail to, money isn't everything and isn't worth one's happiness. I was really touched by this candidate and wholeheartedly know he made an excellent career move.
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.
