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The Standard in Attorney Search and Placement
With many major law firms hiring staff attorneys more frequently, this article explores what working as a staff attorney is like and if it is worth it. READ MORE >
Knowing which one of the four types of attorneys you are matters a great deal to the future of your legal career. READ MORE >
Learn how law firms and attorneys maximize their own self-interest in the hiring process and the most important factors that law firms consider when hiring. READ MORE >
Have you passed the bar in one state and want to work in another? Find out what your options are in this article. READ MORE >
Attorneys often gravitate toward large or small firms after law school. Learn how mid-sized firms can remain competitive. READ MORE >
This in-depth guide shows you how to bring new associates into your firm and covers the hiring, training and promotion of these new additions. READ MORE >
Growing concern about associate attrition is an industry-wide phenomenon. Why is associate retention such a big issue, and how can law firms address it? READ MORE >
What are the benefits and drawbacks of creating a non-equity career path? What are successful firms doing to manage non-equity partnership opportunities? READ MORE >
Good compensation systems are a management tool that promotes firm stability and puts the emphasis on merit and performance. Which one is best for partners? READ MORE >
A new generation of lawyers is breaking traditions and redefining the practice of law. Here’s why alternative work arrangements make sense for law firms. READ MORE >
When it comes to the delivery of legal services, most companies that have on site in-house counsel end up saving money, time, and faring better in deals. READ MORE >
Does your firm actively seek out minority applicants for attorney positions? If you are waiting for minority lawyers and law students to contact you, you may be waiting a long time. Given the small number of minorities in the practice and in law school, law firms must be proactive when seeking minorities. Take a close look at your firm's hiring practices. READ MORE >
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Participating in the call-back interview process is different than being an on-campus interviewer. Most firms spend more time training the attorneys who interview on campus than the larger number who participate in the firm's in-house interviews. While on-campus interviews are initial screening interviews, in-house interviews are a mix of initial screening interviews with students who have sent unsolicited resumes to the firm, call-back interviews resulting from on-campus interviews and second visits from students who have received offers and want to visit additional attorneys before making a decision. READ MORE >
Across the business world, recruiting has changed drastically, responding to the styles, preferences, and culture of the Millennial Generation (ages 18-34). No longer are they reading newspapers, they read blogs; no longer are they mailing out résumés, they are posting them on LinkedIn; no longer are they hobnobbing in person, more and more of their social life happens on the internet. Most hiring managers have caught on, and matched their search to work in tandem with the emerging interconnected economy. The legal profession, however, has only slowly changed their hiring to incorporate social media in their legal recruiting. READ MORE >
Seventy-five percent of all placement requests are for associates with two-to-four years of experience, largely because firms want lawyers with few rough edges and no immediate expectation of partnership. But the simple rules of supply and demand dictate that having focus is essential, if you want to improve your firm's chances of success. Another necessity: Spell out all expectations to save yourself the aggravation that comes with having to go back and explain to your hiring partner or committee what went "wrong" with a search. Start by asking partners to thoughtfully consider what they want before they ask you to begin the search for a lateral. To help you get them more attuned to actual needs, below are guidelines detailing minimum level requirements you need from partners before you make the first call to a headhunter: READ MORE >
Few areas have more potential for internal criticism and strife than determining the appropriate compensation level for lateral partners. And even large firms that recruit tremendous numbers of lateral partners can have a hard time figuring out how to attract and compensate these new owners. The difficulties in compensating lateral partners vary depending on the compensation system employed at each firm, so the tried-and-true tactics outlined below should be helpful to law firm leaders who need ideas for recruiting and compensating lateral partners: READ MORE >
In many firms, lateral hiring resembles a revolving door: Lawyers come in, spend three or more years with the firm, and then depart. Indeed, when it comes to integrating laterals, most law firms do a good job of detailing the programs, policies, and paperwork needed to cover the administrative aspects associated with joining a new firm, but they fail to describe the business objectives they have for the lateral. READ MORE >
Most law firms have taken on a lateral who didn't produce as expected because something fell through the cracks during due diligence: READ MORE >
Lateral hires are on the rise, which means law firm leaders must review their due diligence practices, especially when considering prospects who seem too good to be true. There are a number of now crucial areas in which to concentrate your due diligence: READ MORE >
Marketing is now part and parcel of what it means to be successful with lateral recruitment, especially in a marketplace where the most coveted prospects want to know why they should join your law firm and not the one down the street. Consequently, it's up to you to devise ways to communicate your firm's uniqueness. In order to effectively market your firm, you must first develop a plan to: READ MORE >
When can hiring a lateral be detrimental to your law firm? All firms consider the impact the potential lateral hire will have on the firm's professional liability insurance and take the following precautions: READ MORE >
These days most law firms are constantly on the lookout for groups of laterals in key practice areas. While there's no denying that a lateral strategy can work for the bottom line, law firm leaders will attest that it has its pitfalls. READ MORE >
BCG Attorney Search’s research, interviews, and informal conversations with law firm leaders suggest that lateral hires and practice group procurements fail as often as full-scale mergers. The reasons. READ MORE >
For the World’s Largest Collection of Law Firm Interview Resources Click Here
Has your firm been hiring new associates who seem to meet your criteria in the hope that they'll learn and improve and still be with the firm when its time to make partnership decisions? Rather than hoping, now may be the time to identify the competencies your law firm needs. Then you can teach lawyer/interviewers to uncover the desired behaviors that will create a legal workforce that can develop those competencies and is reliable, productive, and stable. READ MORE >
While the desire of your firm to land a promising lateral may be nigh overwhelming, caution is the watchword. Consider this cautionary tale before your firm rushes to retain even its most prized prospect: "Hiring is up, yet my firm seems to be riding into these unions with blinders on," one law firm leader confides, explaining her firm's lateral hiring strategy. "I'll wager that one out of two will end up being a drag on the firm's profits and morale." READ MORE >
"Harrison, thank you! I am grateful for all that you and your team have done for me. While I..." Read moreMichael ThickstenUniversity of Miami School of Law, Class Of 2014Placed at Hawkins & Parnell, LLP .
"My favorite things about working with BCG were promptness, attention to detail, and personal interaction.
I..." Read more
Michael DuffyWashington and Lee University School of Law, Class Of 2009Placed at Partridge Snow & Hahn, L.L.P.
"I am writing to provide my unreserved praise of your recruiter, Nadeen Weybrecht. Nadeen..." Read moreTim SwearingenBaylor University School of Law, Class of 2006
"I liked BCG Attorney Search because it got me a job."Jonathan LawsonUniversity of Notre Dame Law School, Class Of 2006Placed at LaDue Curran & Kuehn
"The recruiter I worked with was responsive. [The first three words that come to mind when I..." Read more
Michael CamporealeHofstra University School of Law, Class Of 2009Placed at Tarter, Krinsky & Drogin, L.L.P.
"A lot of times when you work with others it's just a series of emails back and forth but,..." Read more
Michael KowsariThe Ohio State University Moritz College of Law, Class Of 1996Placed at Frantz Ward LLP.