Transforming Your Legal Hiring: The Five Most Important Questions to Ask

 
To guide this process, five key questions can provide valuable insights about a candidate’s potential fit and future with the firm. These questions, which form the cornerstone of any successful legal hiring process, delve into a candidate’s ability, manageability, longevity, motivation, and cultural fit. They are: “Can you do the job?”, “Can you be managed?”, “Will you do the job long term?”, “Do you want the job?” and “Do we like you?” 
 
Together, these questions offer a holistic approach to the hiring process, addressing not only the candidate’s technical skills but also their behavioral tendencies, motivational drivers, and potential contribution to the firm’s culture and environment. With the right application, these inquiries can yield rich dividends, resulting in successful hires that contribute positively to the firm’s growth and reputation in the long run. The following discussion takes a closer look at these critical questions and why they are important.

 

• To see how rapidly the landscape is shifting, check out Law Firm Recruitment Trends in the USA: 2025 Insights for Students, Laterals & Hiring Managers, which highlights key changes in what firms are seeking and how recruitment is adapting in 2025.

 
 

1. Can You Do the Job?

 
Asking whether a candidate can do the job may seem overly simplistic, but it’s an incredibly crucial question. This question helps assess the candidate’s skill set, experience, and ability to fulfill the role’s requirements. But it goes beyond having the necessary technical skills; it delves into the potential hire’s problem-solving abilities, resilience under pressure, communication skills, and ability to work in a team setting. 
 
Law is a demanding profession, and every attorney will inevitably face challenging situations. Therefore, when a law firm asks, “Can you do the job?” they’re not just asking about the candidate’s competence in handling legal work. They want to know if the attorney can handle the long hours, the high-stakes decisions, the constant learning, and the need to continually prove themselves. Can the candidate handle the pressure and stress that comes with the job?  To answer these key hiring questions effectively, law firms should also explore how social media recruitment transforms legal hiring and amplifies brand visibility among top legal professionals.
 
Moreover, the ability to do the job also encompasses an attorney’s readiness to adapt to changes. According to a study by the Center for Creative Leadership, adaptability has been identified as a crucial trait for success in the 21st-century workplace. In a dynamic and evolving legal landscape, the ability to learn new skills and the willingness to unlearn obsolete practices are essential. The ‘job’ is not static; it changes with market trends, client expectations, and the evolving legal landscape. Thus, it’s not just about whether the candidate can do the job today but also if they can adapt to the job as it evolves. 
 

• To understand how attorneys succeed when switching markets or practice areas — which often test adaptability — read the guide to attorney lateral movement across markets and practice areas.

Finally, while it’s important to determine whether a candidate can do the job, it’s equally important to consider the quality of the job they will do. Law firms should assess whether the candidate has the capacity and the inclination to exceed expectations, go above and beyond, and take on challenges proactively. Will they be a source of innovation and drive for the firm, or will they merely get the job done? To ensure long-term growth and success, law firms must prioritize hiring attorneys who don’t just do the job but excel at it. 
  See Related Articles:

• How Law Firms and Other Hiring Organizations Can Determine if an Attorney Will Do the Job Long Term
• How Law Firms Choose to Interview and Hire Attorneys and Law Students: The Only Three Questions Law Firms Evaluate Applicants By

 

2. Can You Be Managed?

 
The second question, “Can you be managed?” is crucial because it probes into the candidate’s attitude towards authority, feedback, and ability to function within the organizational hierarchy. This question isn’t about passivity or meek compliance but about the potential hire’s ability to work with others—particularly those in positions of authority—to achieve the firm’s objectives. 
 
Like any other organization, law firms have a structure and established processes. Attorneys need to be able to work within this framework to ensure smooth operations. The inability to accept direction or the unwillingness to conform to established processes can disrupt the firm’s functioning. New hires must be able to accept constructive criticism, adhere to the firm’s guidelines, and follow directives from their superiors. 
 
In the legal world, the ability to be managed also ties into the value of mentorship. According to a study by NCBI, effective mentorship has been associated with enhanced mentee productivity, career satisfaction, and professional identity. A candidate who is open to management is also more likely to be open to mentorship opportunities, which can benefit their professional growth and the firm.
 

• Given the key challenges facing law firm recruitment today, these five questions become essential tools for making hiring decisions that align with broader hiring difficulties.

 
The “Can you be managed?” question also helps identify how an attorney will react in the face of disagreement or conflict. The ability to handle conflict gracefully, negotiate, compromise, and find solutions without causing friction is an important part of being manageable. This quality is especially important in law firms, where high-stakes decisions often lead to high-pressure situations.
 
Being able to be managed also extends to the attorney’s ability to balance their ambitions with the firm’s goals. An attorney must be driven and ambitious, but it’s equally important for those ambitions to align with the firm’s direction. A law firm functions as a collective, and an attorney who cannot align their personal objectives with the larger objectives of the firm can prove to be more disruptive than beneficial. 
 

• You’ll also want to understand salary realities when laterally hiring attorneys, because without competitive pay structure, even the best questions won’t land you the right candidate.

  See Related Articles:

• How Law Firms and Other Hiring Organizations Can Determine if an Attorney Can Be Managed
• 45 of the Worst Possible Questions Attorneys and Law Students Can Ask in Interviews

 

3. Will You Do the Job Long Term?

 
The third question, “Will you do the job long term?” taps into the potential hire’s commitment level. Employee turnover can be costly for firms, not just financially but also in terms of time and resources spent in recruiting, training, and integrating a new employee. Hence, law firms are vested in understanding whether the potential hire will likely stay with the firm for long.
 
Asking this question is a way of gauging the candidate’s future with the firm. It provides insight into the attorney’s career goals, their vision for their professional future, and how the firm fits into that vision. An attorney who views the role as a stepping stone to something else, or someone uncertain about their professional direction, might not be as committed to staying with the firm in the long term.
 

• As part of your interview/pre-hiring process, you could consider using a checklist for law firms hiring lateral partners to ensure no important detail is overlooked.

 
The long-term commitment of an attorney also greatly impacts client relationships. A study from the Journal of Marketing found that customer loyalty is a major driver of business profitability, and losing a customer can cost five times more than retaining one. In law firms, attorneys often build close working relationships with clients. If an attorney leaves, it disrupts this relationship, potentially affecting the firm’s standing with the client.
 
However, asking, “Will you do the job long term?” isn’t just about predicting an attorney’s tenure at the firm. It’s also about understanding whether the attorney is committed to the field of law itself. The legal profession demands constant learning, adaptation, and resilience. An attorney who isn’t deeply committed to their field is unlikely to persevere through the inevitable challenges of the profession.
 

• You may also want to review how to identify red flags in employment history, especially when frequent job changes or pivots raise concerns about long-term fit.

  See Related Articles:

• How Law Firms and Other Hiring Organizations Can Determine if an Attorney Will Do the Job Long Ter
• The Five Things Employers Really Want to Know during a Law Firm Interview

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4. Do You Want the Job?
 
The fourth question, “Do you want the job?” is important as it sheds light on the candidate’s motivation and passion for the role. While skills, experience, and qualifications are crucial, a successful attorney also needs to have a genuine interest in their work. This passion often drives them to go the extra mile, to constantly improve, and to contribute positively to the firm’s work environment.
 
When an attorney genuinely wants the job, they will likely be more engaged, productive, and invested in the firm’s success. According to a Gallup report, highly engaged teams show 21% greater profitability and engaged employees are less likely to leave their job. Passion for the job often translates into better performance, increased productivity, and lower turnover rates. 
 

• One useful reference for spotting potential red flags is career mistakes lateral attorneys commonly make, which reveals patterns attorneys often fall into when changing firms.

 
Furthermore, wanting the job often means the attorney is ready to take on the challenges that come with it. They will likely be more resilient, persistent, and willing to invest the time and effort necessary to excel in their role. This readiness to embrace challenges is especially important in the legal field, where the stakes are high, and the pressure is intense.
  See Related Articles:

• How Law Firms and Other Hiring Organizations Determine if a Candidate Wants the Job
• How Not to Get the Job of Your Dreams

 

5. Do We Like You?

 
The final question, “Do we like you?” might seem unimportant compared to questions about skill sets and experience, but it is crucial for the firm’s work environment. It revolves around the potential hire’s fit with the firm’s culture, ability to work collaboratively with others, and potential impact on the workplace environment.
 
Cultural fit has been recognized as an important predictor of employee retention and job performance. According to a study by the Society for Human Resource Management, employees who fit well with their organization, coworkers, and supervisor had greater job satisfaction, were more likely to remain with their organization, and showed superior job performance.
 

• Also, it’s worth considering what kind of candidate you’re hiring. For example, the article on senior associate vs junior partner lateral move illustrates differing expectations depending on stage of career.

 
Furthermore, the legal profession requires a high degree of collaboration. Attorneys often have to work together on cases, share knowledge, and support each other. A candidate who can get along well with others, communicate effectively, and contribute positively to the work environment can enhance the overall productivity and morale of the team.
 
While a candidate’s personality or likability should never overshadow their qualifications or skills, it is important to consider. An attorney can be highly skilled, but if they cannot work harmoniously with others could disrupt the work environment and negatively impact the firm’s performance.

 

• For small and boutique firms facing different resource constraints, this article on recruiting and compensation strategies for small law firms offers practical approaches that align well with asking the right hiring questions.

  See Related Articles:

• The Importance of Attorneys Being Well-Liked in their Jobs: Why Others Must Like You for You to Get Ahead
• The Five Reasons Law Firms and Legal Employers Do Not Hire You After an Interview

 

Conclusions

 
These five questions offer a comprehensive framework for law firms during the hiring process. They address the candidate’s ability to perform the job, their potential for growth, their fit with the firm, and their commitment to their role and the legal profession. These key considerations can aid law firms in making informed, strategic hiring decisions.
 

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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.

A Reach Unlike Any Other Legal Recruiter

Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations-from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:

• Immigration Law
• Workers Compensation
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• Family Law
• Trust and Estate
• Municipal law
• And many more...

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.

Proven Success at All Levels

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

• Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
• Elite boutique firms with specialized practices
• Mid-sized firms looking to expand their practice areas
• Growing firms in small and rural markets

He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

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.
• He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
• His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
• He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

Submit your resume today to start working with him: Submit Resume Here

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.

Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

• Finds and creates job openings that aren't publicly listed, giving attorneys access to exclusive opportunities.
• Works closely with candidates to ensure their resumes and applications stand out.
• Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.

This level of dedicated support is unmatched in the legal recruiting industry.

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.

He has worked with:

• Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
• Senior attorneys who believed they were "too experienced" to make a move and found better roles with firms eager for their expertise.
• Attorneys in small or remote markets who assumed they had no options-only to be placed at strong firms they never knew existed.
• Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.

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.

Submit Your Resume Today - Start Your Career Transformation

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.

Submit Your Resume Here to get started with Harrison Barnes today.

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.