The “Secret Sauce” of BCG Attorney Search and Understanding the Types of Jobs and Opportunities BCG Puts in Your Account
I’ve outlined below the six ways BCG Attorney Search tries like hell to get you a position—five of which no one (you, other recruiters, and more) will ever do. These five methods are “BCG’s Secret Sauce,” but arguably, even all six are.
Do you buy into how we set out to find you a new and better position? Does it always work? Of course not. We try our most challenging for you but cannot always control the market (your practice area, your preferred and secondary locations of interest, your experience, and the focus of your resume—highly focused is better). However, if we represent you, we spend the money, time, and effort because we believe you are marketable.
My company and I profoundly care about being the best in this business and your legal career. We will not send you a few jobs and give up if you do not get interviews—we keep trying. We will not attempt to convince you to accept jobs you do not like or pressure you in any way (we do not care because we have countless opportunities for you). We have a “religious-like” pursuit to find a firm that values you and where you can succeed.
I’ve built BCG the way below because I’ve worked, ate, and slept thinking about how to get attorneys’ jobs for over two decades.
I’ve put my life, heart, and soul into this because I believe in attorneys and the tremendous rejection, hard work, and uncertainty of being an attorney.
I, too, have felt alone, rejected, disrespected, and hurt by the law firm market. Being an attorney is not easy, and it does not matter how good your resume is. Everyone experiences rejection and profound levels of stress, and it is awful and demoralizing.
You deserve someone in your corner.
You should not give up on your legal career or try to find a place where you can succeed and be happy.
Most attorneys do give up. They quit law firms and enter non-law firm settings (in-house, government, public interest, academic, and more), or enter fields or take positions that have nothing to do with practicing law.
I was an attorney in two law firms and gave up. I do not want you to give up like I did because I know you do ne
After I gave up on my legal career, I started BCG. Very quickly, when I saw people giving up as I did, I realized that I was the only person in the world willing to do whatever it took to help the candidates I represented and committed my life to it.
When I made a spirit change, I came to believe that with my undying support, most of my candidates would get multiple interviews, find fulfilling jobs, and get the best position possible by being exposed to every existing job and potential opportunity in the law firm market.
I worked 15+ hours a day for decades, exhausted every cent that came into our company (improving our database, gathering intelligence of firms, spending time with my candidates, writing long articles and several books, doing webinars, and more).
The perception of my skewed priorities arguably caused two divorces by me prioritizing getting attorney jobs over my spouse, providing financial stability, and being emotionally and physically present only when I was not working in my marriage (I lost two incredible women incompatible by the stress caused by my priorities).
The stress of what I have tried to do for my candidates in the past devastated my mind, spirit, and body. Only in the past five years have I overcome all sorts of personal demons (different ways of treating my mind and body that I am not proud of).
I have been attacked by competitors and misunderstood, and I have kept fighting through my candidates. However, I have all I need from what I have done: I’ve gotten tens of thousands of attorneys’ jobs through BCG alone, changed thousands of lives of attorneys (and their families), and more. This is the first time anyone else is doing it like I do. Most recruiters are interested in money, a lifestyle where they do not have to work as hard as they did as attorneys (if they even were attorneys), and most just kinds of dabble in recruiting (doing it for a few years, or “off and on” depending on the economic climate).
I’ve done everything I have to be the best in the world for you. You can see this in my content on BCG, my number of jobs on the site, your internal candidate dashboard, and how hard I am willing to work for you.
I’m not aware of any person or company willing to step up and work so hard for you. That may not matter to you. I do not know, and it may not matter. If it does matter to you, please read on.
For these positions, we also may send you positions requiring more or less experience depending on (1) how many applicants have shown interest in the job (our company may send a BCG candidate with two years of experience may be sent positions requiring four or more years of experience, a candidate with ten or more may even be sent a junior associate role under the belief the firm may be desperate for people in that practice area), and (2) your rarity in the market you are applying to (based on your practice area, the geographic location of the job, how long the job has been open and the percentage of candidates and hires the firm has made for similar positions in the past). We do this because we understand the market—not because we do not know what we are doing.
Most recruiters do not get exclusive job openings because they do not have 25+ years in this business or 200+ people contacting and speaking with firms to get them. BCG has thousands of “exclusive positions” because we have a considerable market presence. Law firms of all sizes (and practice areas and locations) know we have candidates and can help them: We send them matching candidates every time they have job openings, and we are most often the first people they think of because they see us everywhere. They contact us for exclusive positions because they know what we can do (we are the largest company in the world that does only permanent law firm placements).
2. THE SECOND TYPE OF OPPORTUNITY WE SEND YOU IS OPEN POSITIONS WHERE WE MAY OR NOT BE THE EXCLUSIVE RECRUITER. These positions have active openings that we have recently verified with the firm; however, the firm has not proactively told us that they are the exclusive recruiter (but we may be—we do not know). Because we have the most prominent national platform for law firms and are highly effective, you stand an excellent chance of getting these positions because we only send our best candidates to them.
For these positions, we also may send you (1) positions requiring more or less experience depending on (a) how many applicants have shown interest in the job (our company may send a candidate with two years of experience may be sent positions requiring four or more years of experience, a candidate with ten or more may even be sent a junior associate role under the belief the firm may be desperate for people in that practice area), and (b) your rarity in the market you are applying to (based on your practice area, the geographic location of the job, how long the job has been open and the percentage of candidates and hires the firm has made for similar positions in the past. If there are very few applicants, or you look very rare, we may also send you positions you could be a better practice area match for but which we believe are good fits for you.
Most recruiters and recruiting firms subscribe to one of two services that send them jobs from AmLaw 100 to AmLaw 200 law firms. These services spider primarily the websites of AmLaw firms for jobs. In contrast, BCG spiders with a large team and over 50 dedicated servers cost us tens of thousands of dollars, monthly over 25,000 law firm sites, and hundreds of job sites, association sites, and more for jobs). We email over 100,000 law firms monthly for jobs as well.
Generally, other recruiters send you jobs in one or just a few geographic areas. They do this because they are subscription services. Additionally, each additional geographic location these recruiters want to monitor requires a costly new subscription.
Most recruiters slowly “drip feed” jobs to you because it is all they have. They are often extremely protective of the public information other recruiters have as well (and which you could quickly learn about on your own). If they do not have any openings from their subscriptions, they do not send jobs to you. Because of the limits of only knowing jobs at 1% of the law firms BCG monitors, most recruiters are in the dark about most of the market.
Additionally, most recruiters are afraid to upset law firms and do not understand the market (see below). Sometimes, these recruiters work with smaller firms and have jobs from them—but it is rare.
Our company founded LawCrossing in addition to BCG. At the cost of over $100,000,000, we have been gathering jobs manually, spidering firms, and monitoring every association, law firm, job board, and other site we find for law firm jobs. Mostly, however, we solicit openings from law firms by constantly contacting them and have been doing this for over two decades. We gather and have more law firm jobs than any source worldwide. No one in the market even comes close to what we do—never has been and never will be.
BCG’S “SECRET SAUCE” THAT NO ONE ELSE IN THE MARKET IS CAPABLE OF DOING (OR WILL DO FOR YOU)
AND HOW OVER 85% OF OUR CANDIDATES ARE PLACED (IT’S NOT WHAT YOU THINK)