Building a Profitable Legal Career: The Power of Repeatable Work

The Biggest Mistakes and Best Strategies for Your Legal Career

Today's webinar is extremely important and it talks about some of the biggest mistakes you can make in your career, but also some of the best things you can possibly do in order to succeed. The decisions that people make end up severely limiting their career. The most important thing for an attorney is to be in a position where you're constantly getting work. If you stop getting work, then your career essentially is in danger.

Your career is in danger in the following situations:

• If you go to firms where people don't stick around very long and people get laid off and fired.

• If you choose the wrong practice area that's not stable enough where there's not enough work.

• If you choose to work with the wrong people and a culture that's not good for you.

• If you don't put yourself in a position where you're always getting work to do, all these things put you in a very risky position.

One of the things that I've seen in 30 plus years in the legal profession is that the biggest mistake people make is they don't think long-term in terms of having work to do. Am I always going to be employed? Am I going to be in a position where I'm always liking what I'm doing, getting positive feedback, and able to continue practicing law as long as I choose? People that put themselves in this position actually enjoy practicing law. Most good attorneys that enjoy practicing law don't ever retire. They get clients, get a sense of importance from it, and they continue working.

People get burned out. They go into the wrong types of firms, have bad experiences, and do not think long-term in terms of what to do to stay employed. There are different ways to think about it; sometimes you could work in a large market and think that's the smartest way to stay employed. Other times you could move from a large market or go into a smaller market and stay employed. People that go to work in smaller markets often join firms and stay employed for a long period of time.

The Dangers of Alternative Practice Settings

One reason I talk mainly about working in law firms is because any other practice setting can be extremely dangerous.

• Government attorneys in Washington, DC and all over the country working for the federal government recently lost their jobs.

• Thousands of them lost their jobs and are out of work.

• Their skills in the legal market don't necessarily match the demand because they are litigation attorneys with no business and experience working for the government.

• It happens with people that go in-house all the time because companies go out of business, new CEOs come in and want their own legal department, companies merge, and legal departments are reduced.

People will start in large or mid-level firms, go to work in one of these other practice settings, and stay unemployed. The entire crux of your legal career needs to be putting yourself in a position where your work is going to repeat itself and you're continually staying employed. I've seen it frequently: someone goes to a large law firm, does very well, and is made a non-equity partner, but they're told they need to get a certain amount of business within a couple of years. Making partner can be very dangerous if you don't get the business. I had a guy at one of the 10 most prestigious US law firms; when he lost his job after making partner and not being able to stay partner after two years, he got a job in-house, lost his job there after a few months, and was unemployed for a long time.

Long-Term Stability vs. Short-Term Prestige

You need to think: am I going to be able to stick in this practice area the longest? Am I going to be able to work in this firm for the longest period of time? I've had attorneys at major US law firms, primarily in New York, working major hours, but the majority of people don't succeed and often don't have jobs after a certain length of time. I've seen people go into positions that pay half as much in law firms because they think there's going to be more stability there and they're going to be able to stay employed. Your whole goal as an attorney is never to run out of work because if you run out of work it's like dying.

This is about confusing what looks valuable with what actually builds a legal career over time because most attorneys believe the highest paying jobs and the most prestigious firms are the most important, but in the long run, having a job that gives you repeatable work and building a book of business gives you a much more powerful legal career. I started noticing that a lot of attorneys would come out of law school, join these giant firms, and make huge salaries, but these huge salaries come to an end. When they lose those jobs, they go into positions that don't pay as much, where they don't have business, never learned to do that, don't have people supporting them, and make bad decisions. A lot of times people are front-loading their compensation early in their legal career, when over time if they stick with smaller or mid-market law firms, they're able to have a career that just keeps going.

My goal for you is to understand what you need to do to have a career. If you have a job you can have for 10, 20, or 30 years, that's going to result in a lot more income, happiness, and an overall better life. Most lawyers look for openings they can see online on LinkedIn, Indeed, or LawCrossing, judging the salary, title, and prestige. These things are based on visibility, but what the legal market values is having work that repeats, meaning someone is continually giving you work.
 

Finding Renewable Legal Work and Building Capital

Your goal in a law firm is to eventually get clients that are continually giving you work so you're always busy. Attorneys feel stuck chasing work that could be short-term in nature when the biggest thing you can do to have long-term success—meaning you're less stressed and have work you can continually do—is making long-term decisions about working places where you're continually getting work.

I've seen people drop out of major law firms and start personal injury or family law practices, leaving $400,000 a year jobs because they know they can bring in clients, the work is going to continually repeat, and they have very profitable careers. There are practice areas right now, like trust and estates, where there's going to be a massive wealth transfer over the next 20 years. There's so much work for trust and estates attorneys; that's an example of work that repeats itself, whereas corporate M&A has slowed down tremendously and attorneys are running low on work.

You need to try to figure out where the best jobs are, look where you can find opportunity, and avoid places where there is less long-term opportunity. At BCG, we identify firms that may not necessarily have historic openings, and when people reach out to places that don't have openings or are under-marketing themselves, they often find firms where they get hired. LawCrossing shows at least 75% more jobs than Indeed or LinkedIn because we look at law firm websites instead of just where people pay to advertise.

What happens in every organization is you build political capital. The longer you're there, the more things you do for certain people, the better relationships you have, and the better work you've done, you have political capital with people who think highly of you and protect you. Sometimes people leave firms where they have a lot of that and go to a new firm where they don't, which can be a very bad move. I made this mistake myself leaving Quinn Emanuel where people liked my work, to go to a New York firm paying twice the going rate in Los Angeles. It was a bad fit from day one, I didn't get along with the people, they didn't have enough work, and I ended up quitting.
 

Navigating Interviews and Resumes

When you're interviewing, you are a product you're selling, and you have to decide where you want to sell that product. You have to put it in a market or practice area where you're likely to have more buyers than there are you.

Warning signs to think about with your resume and career:

• People don't like to see a lot of moves.

• Hiring managers don't like people bouncing around in different practice areas; they want an expert in one practice area.

• If your resume has inconsistencies or you've done different practice areas at different firms, the next firm won't trust you enough.

One secret you should write down for interviews: when asked if you have any questions, instead of asking about mentorship policies or how work is distributed, ask questions the way a good business generator would. Ask: "What would make me the best associate or lateral partner? What would I need to do over the first 60 and 90 days to really stand out and do a really good job here?". This puts you in a position of wanting to do something for them, thinking like the person is a client rather than an employer. Asking these questions increases your odds of getting a position from one in five to usually four in five because no one asks them.

Another mistake that limits people is attorney resumes that talk about all sorts of different practice areas, showing no commitment to one thing. Why would a client hire someone who is an expert in three or four things as opposed to one? If you look like you have consistency, people trust you and give you repeat work.

See Related Articles:

• The Importance of Attorneys Being Well-Liked in their Jobs: Why Others Must Like You for You to Get Ahead
• How Attorneys Can Successfully Switch Practice Areas
• The “Senior Attorney Trap”

Questions and Answers

Leaving a Firm for a Competitor

• Question: If you're an associate and you leave a firm to go to another firm in the same field, is there any way to still have a good relationship with a previous firm's owner?

• Answer: Yes, it depends on the type of relationship you had. Attorneys leave firms all the time and are friends with the people they work for. People generally respect those trying to grow, which often means going to another firm offering better culture, work, or money. It is important not to burn bridges, say nice things, and have a good relationship when leaving because people talk.

   

In-Demand Legal Skills

• Question: What legal skills are in demand in today's job market?

• Answer: Trust and estates is extremely marketable due to the massive amount of work. Insurance defense and insurance coverage have a lot of work and demand. Commercial litigation is very busy all over the country. Family law is also very much in demand. The most important thing is to have a niche in one practice area.

   

Getting Legal Experience During Law School

• Question: How can I get legal experience during law school if I keep getting rejected from internships?

• Answer: You don't have to apply for jobs that pay money; getting any job with any law firm, even if unpaid, is the most important thing. The cost of not getting a job during the summer is much greater than the lost wages. Apply to smaller firms and send your resume to people in charge of hiring, offering to work for free to get experience.

   

Equity vs. Non-Equity Partners

• Question: What is the difference between an equity partner and a non-equity partner at a law firm?

• Answer: A non-equity partner is basically an employee who traditionally receives a salary and is not an owner. An equity partner has ownership, usually requires a buy-in payment, and is entitled to a percentage of the firm's profits. Equity partners typically have books of business they bring to the firm.

   

Interviewing Etiquette

• Question: If a company interviews a candidate for an in-house position but the decision-makers are in a different country, what's the best way to reach out?

• Answer: You probably shouldn't reach out to them unless you had contact with them during the interview process.
   

• Question: In a recent interview, the interviewer said he curses a lot. I blank stared. What should I have said?

• Answer: You could smile and say "no problem" or "I've been around people that swear a lot too, it doesn't bother me.". You want to react and show it's okay with you.

   

Hiring Laid-Off Attorneys

• Question: Should our law firm consider hiring attorneys who were laid off during restructuring?

• Answer: Many firms hesitate because employment implies good work, while being laid off might indicate issues, as firms rarely lay everyone off. However, laid-off attorneys often work harder to avoid future mistakes. To mitigate risk, ask for references from their former firm, as unemployed candidates have no reason to withhold them.

   

Valuable Legal Work (Repeated and Scaled)

• Question: What types of legal work are the most valuable because they can be repeated and scaled?

• Answer: Large law firms scale through major institutional clients that continually provide work and pay higher rates. Practice areas like trust and estates, commercial litigation, criminal law, personal injury, and family law can be scaled because the work goes on for years or there is a continuous need.

   

Best Practice Areas in Florida

• Question: What are the best practice areas in Florida?

• Answer: Real estate, corporate, and trust and estates are very strong due to wealth and business moving into the state, particularly in South Florida/Miami. Insurance defense is also very good.

   

Career Changes and Non-Traditional Paths

• Question: Will a former career as a paralegal affect my path?

• Answer: No, it can benefit you because you've seen what people do to succeed or fail. Having paralegal experience before law school makes you more employable than someone similarly situated.
   

• Question: I am making a career change with experience in compliance/regulatory but can't get a first-year associate job for ERISA/employment. What do I do?

• Answer: First-year associate jobs usually go to recent graduates. To overcome this, focus your resume strictly on the desired practice area and deemphasize the rest. Send unsolicited applications directly to the principals of smaller firms doing that specific work in various cities.

   

Regional Firms vs. Big Law Mobility

• Question: Is it better to go with a regional firm with long-term prospects, or stay at a large firm, knowing the downside of getting stuck in a smaller region?

• Answer: It's ideal to stay in a large law firm for about five years to get trained at a high standard with large clients. After gaining experience, moving to a smaller firm or region can provide long-term stability and business development opportunities, even if the work becomes less sophisticated.
   

Transitioning Times

• Question: What's a reasonable amount of time to say you can begin an in-house role if you want to transition work?

• Answer: Giving two to three weeks' notice is standard and looks good, but you don't necessarily owe the firm anything. You can request extra time for personal matters, but let the new employer know you are ready to start soon.

   

Life Science Patent Attorneys

• Question: What is the legal market for life science patent attorneys in New Jersey and New York, and can newbies get trained?

• Answer: It's ideal to have a PhD or master's degree, and there are fewer openings in NJ/NY compared to Boston. Getting trained without experience is difficult; try finding a small law firm or solo practitioner willing to train you first.

   

Comparing Job Offers

• Question: How can attorneys compare two legal job offers to choose the one for the best long-term growth?

• Answer: Base the decision on the practice area, the firm's history of advancing people, your comfort with the team, and whether you genuinely like the work and clients.

The Architect of the Hidden Legal Job Market

For most lawyers, an attorney job search begins with public job postings, law firm websites, and job boards. Harrison Barnes knows that the best opportunities are often found elsewhere—in the hidden legal job market, where confidential firm needs, quiet practice expansions, and customized roles are never publicly advertised.

As the Founder and CEO of BCG Attorney Search, Harrison has spent more than 25 years helping attorneys access opportunities before they reach the public market. He understands that law firms often hire strategically and confidentially, especially when seeking highly marketable lateral talent, replacing underperformers, or expanding key practice areas.

Harrison’s insight into law firm recruiting comes from firsthand legal experience. He is a graduate of the University of Virginia School of Law, a former federal law clerk, and a former associate at Quinn Emanuel. Early in his career, he saw that traditional legal recruiting was often reactive and overly dependent on posted openings.

To change that, Harrison built BCG Attorney Search into one of the most comprehensive legal recruiting platforms in the country. Over the past two and a half decades, he has invested heavily in proprietary law firm intelligence, attorney market data, and a nationwide recruiting team. This infrastructure helps identify legal career opportunities before they become visible to most candidates.

Harrison and his team do more than match resumes to job descriptions. They help attorneys understand their legal career options, improve their marketability, and position themselves as solutions to a law firm’s specific needs. Whether advising a junior associate, a senior associate, counsel, or a partner, Harrison focuses on aligning each attorney’s strengths with the right firm, platform, and long-term career path.

Through this approach, Harrison has helped place attorneys in thousands of law firms nationwide, from Am Law 100 firms to specialized boutiques and growing regional practices. His work has helped attorneys make career moves that many believed were impossible.

Today, Harrison Barnes is recognized as one of the legal industry’s leading recruiters and career strategists. His legal career advice, articles, webinars, podcasts, and resources such as The Legal Career Insider Substack are followed by attorneys across the country.

Harrison believes the best legal careers are built by finding doors others cannot see. Through BCG Attorney Search, he gives attorneys access to the hidden market—and helps them move toward the career they truly want.

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.