Hire and Pay Harrison Barnes and the Team from BCG Attorney Search to Help Your Attorneys Find Jobs
Are you a law firm looking for outplacement support for your attorneys? Look no further than BCG Attorney Search's Outplacement Services. For the past 25 years, Harrison Barnes and his team have helped tens of thousands of attorneys find jobs, making them the go-to experts in the legal industry.
With Outplacement Services, law firms can hire BCG Attorney Search and Harrison Barnes to help their attorneys find new job opportunities. Unlike traditional recruiting services where attorneys pay legal recruiters, with Outplacement Services, the law firm pays for the service. This unique approach allows us to assist all attorneys, including those who do not meet strict hiring criteria that law firms require when working with recruiters.
Our Outplacement Services is designed specifically for law firms who prefer guidance in the outplacement process but do not want to do the work themselves. We understand the challenges that come with searching for a new opportunity and have developed a system that puts your law firm in control.
By hiring BCG Attorney Search and Harrison Barnes, you will gain access to over 25 years of research, over $250,000,000 invested in research, and more. Our team will actively search for opportunities that match your attorney's criteria and provide contacts to apply for jobs on their behalf.
Investing in our Outplacement Services can save your law firm months or even years of learning about job hunting. Instead, you can rely on our expertise to position your attorney’s for success.
Don't let your attorneys struggle with finding new job opportunities. Contact us today to learn more about our Outplacement Services and how we can help your firm's outplacement needs.
Option 1Standard Monthly Coaching and Mastermind with Harrison Barnes
Each week at a time convenient for our group, we hold a private Zoom session open only to members. Here, we hear from all group members, and they offer each other their advice and input. We each bring different perspectives, search methods, problems, prejudices, and more. Everyone can learn from each other. We cover a different topic on these calls each week.
In these meetings, we discuss career and job search strategies.
The strategy is confidential, and our members must agree not to share information with others. In each meeting, we cover career topics, and members share their experiences. The size of the group allows sharing, and your confidentiality is protected.
We cover interview strategies; salary negotiations; how to apply to jobs; discuss when to stay and leave; the benefits and drawbacks of different practice settings; self-improvement; choosing a practice area; timing of applications; how to answer various interview questions; content recommendations; homework, and more.
We hear from all members during each meeting who offer their experience and ideas.
These groups are limited in size, so everyone gets individual attention. We never mix people from the same employer or with overlapping employment experiences.
New and existing members receive 1x/quarter (if requested) typically at the end of calls (so other members do not have to watch if they do not want):
A live review of your resume and cover letter by Harrison Barnes on a weekly mastermind scheduled within thirty days of signing up.
If you prefer to have your resume and cover letter reviewed, prerecorded and sent to you, this can be done for an additional $750; or a live, private session (recorded for your later use) can be done for $1000. Live recordings and/or appointments will be scheduled within five business days.
Option 2Outplacement Service (Ongoing)
1. All Active Job Openings
The first type of openings we send you are job openings from the BCG Attorney Search database. BCG Attorney Search has a staff of over 200 people and a massive data center and data set well over two decades in the making that monitors every law firm we can find for openings.
We get job openings in the following ways:
Advantages of Applying to Job Openings. When your employees apply to job openings, they apply to the law firm's open jobs. Because this is an active job opening, the odds are excellent that the law firm will hire someone in response to this opening. Most employers hire from the first crop of applicants because they want to fill the position immediately. If your employees are among the best candidates from the first pool of applicants, their odds of getting hired are outstanding.
When an employer has openings, they have an identified "business need" they are trying to fill. They have actual work to do. When an employer has an identified business need, your employees are going into a situation where your skills are needed.
Disadvantages of Applying to Job Openings. When applying to job openings, you will compete with everyone else applying to the same openings. If you are not the strongest candidate, your odds of getting hired are slim. Depending on how well-marketed the law firm's opening is, you may be among one of a few applicants or countless other applicants. While there are many job openings in the market, many remain open long after the employer has extended an offer to another candidate. Most employers post a job; they start interviewing and making offers from the first pool of applicants. While conducting interviews, waiting for offers to be accepted, and ensuring conflicts are clear after the offer, the job may remain open.
When you conduct your search by only applying to active jobs, your employees search may take longer because the first openings they apply to may be technically "open." Still, the employer is not interviewing people because they have already started the process with others. Your employees often need to wait for "new" openings and begin competing for those before their search gets real momentum.
Many job sites also leave up positions long after the employer may have filled them. For example, some job sites will leave a job that an employer posted 90 days ago. When BCG Attorney Search gathers these positions, we often need to determine how old the position is. In addition, some law firms will leave openings on their website indefinitely, justifying that they may need people like your employees in the future, or their human resources department may forget to take the job description down. Other job sites may never take openings down because they believe these jobs will assist them in attracting extra traffic from job seekers.
Your Employees Will Have the Best Chance of Getting Hired for Active Job Openings, and they will be most likely to be hired for active job openings when:
1. All Active Job Openings.
2. 25 Firms for Approval from Our Proprietary Internal Lists. (If you have added and paid for additional areas, 25 firms will be added to your list from each area). Depending on what we believe is the best strategy, a mix of the following:
An inactive job opening is an opening that we had in the past that is no longer active either because it has been filled or expired. Inactive job openings are helpful because they show law firms with a business need for people like your employees. They went to the market to fill an opening in the past (by contacting us, posting jobs on their website, or posting positions on online job boards) and hired a candidate like them.
BCG Attorney Search started operation in the late 1990s and has saved every job it ever had. Because of this, we have a vast database of information we can draw on to develop the insights and distinctions (among many) for the expired jobs law firms have posted in the past:
We make hundreds of placements each year, placing people with law firms that had openings in the past and matching attorneys to these. For example:
The Advantages of Applying to Inactive Job Openings. When your employees apply to inactive job openings, you are applying to law firms where the law firm has gone out to the open market to find someone like your employees many times. There is a good chance history may repeat itself if they are a good fit for what the law firm seeks.
When Your Employees Have the Best Chance of Getting Hired for Inactive Job Openings, they will be most likely to be hired for inactive job openings when:
However, the most significant advantage of applying to inactive job openings is that your employees are not competing with others for an active job when they do so. They may be the only applicant the firm receives when your employees are not competing with others. They are much more likely to be hired if the law firm has a need. Law firms with a need would much rather hire without sorting through scores of resumes, interviewing multiple people, and making offers that may be rejected than hiring one highly-qualified person who applies to the firm. The firm also knows that if they are applying to them without a job opening, your employees are different from an applicant to a job posting. They are more likely to be interested in a specific law firm.
Over 85% of our placements at BCG Attorney Search are with firms with no active openings. Their odds of getting a position with firms that do not have openings are often much better than with firms with openings because (1) there is no competition for the job, and (2) if the firm has a business need, the firm may hire your employees.
Applications that come in when there are no job openings stand out. Here, your employees are saying: "I want to work for you. We are a good fit for each other. What do you say?" Unsolicited applications get more attention than applications in response to advertised job openings: "I'm one of many who would like to speak with you."
Another advantage of applying to law firms without openings is that even though they may not have a need now, they may shortly. They will hold on to your employees application, may think about it, and when they do have a need, will call them. We have candidates who get interviews with firms they applied to weeks or months ago that did not have openings but decided to interview them later when needed.
The Disadvantages of Applying to Inactive Jobs. When your employees apply to inactive jobs, recall that the employer may not need a business to hire your employees; they may need more work and money to pay them. The employer has no reason to interview them without the work or money to pay your employees. If the law firm has a need, they may respond to their application and ignore it. When they apply to inactive jobs, you hope to catch the employer's attention. This is the risk, but the potential reward more than justifies it.
BCG Attorney Search will also recommend firms to your employees. We recommend firms to them for many reasons (this is a whole science). However, this is also among our most effective tools for tracking down good places to work. Attorneys who received recommended firms are either very appreciative of sending these or nervous about our motivation for sending them. They may believe that we submit them blindly to firms to "see what sticks" and not perform our jobs in organized or well-thought-out ways. This could not be further from the truth; we typically recommend firms to them under one or more of the following conditions:
We track all of the above information from law firms and recommend law firms to your employees based on these criteria. Much thought goes into providing your employees with firm options, but the firms we recommend are often your best option, given your specific background. Because certain law firms have specific standards, recommending firms allows us to track down firms likely to be the best fit for your employees.
The Benefits of Applying to Recommended Firms. Using recommended law firms enables us to target the firms most likely interested in your employees due to various factors involving the firm's strengths and our past interactions with them. Using highly proprietary artificial intelligence, machine learning, and research, we can suggest a small set of firms from a massive data sample of thousands of firms that would otherwise be a waste of your employees time applying. Because recommended firms are a good fit for someone with their background, firms are often delighted to see someone like your employees when they approve those firms.
To emphasize the power of recommended firms, over 85% of our placements at BCG Attorney Search are with firms without current openings. If your employees approve recommended firms (firms without a specific opening), they are more likely to get interviews (and jobs) than just applying to job openings. Stated another way: FOR EVERY 100 PLACEMENTS WE MAKE, 85 OF THEM ARE WITH FIRMS WITH NO OPENINGS (RECOMMENDED FIRMS), AND ONLY 15 ARE WITH FIRMS WITH JOB OPENINGS.
YOUR EMPLOYEES ARE ALMOST 6.5 TIMES MORE LIKELY TO GET A JOB WITH US BY APPROVING RECOMMENDED FIRMS THAN APPROVING JOB OPENINGS!
The Disadvantages of Applying to Recommended Law Firms. While there are significant advantages to applying to recommended firms, there are some potential disadvantages:
In many markets, there are thousands of law firms. We may only have three job openings and as few as twenty recommended firms out of these thousands of law firms. Much extra work is required to find places for your employees to work.
There are so many law firms that they require tens of thousands of dollars in computer bandwidth in our data center to keep up with their constant name changes, the additions of attorneys, and more. We locate firms on state bar lists, legal periodicals, Best Lawyer lists, and others to build a massive, proprietary internal database that classifies law firms based on their types of clients and practice areas and ranks them. Also, we maintain a 100+ person research team that adds firms to our database from various online and other public directories of law firms.
When your law firm approach us, if you are interested in doing a proactive job search, we will search our database and add these law firms to your employees account. They will not be law firms that are necessarily "recommended" because of our past interaction with them or their recognized strength in your employees practice area. However, these law firms will likely be good fits for your employees because of the type of work. Because of the strength of these firms, it would be a mistake for us not to search out firms doing this sort of work for your employees.
In each of these eleven examples, depending on the size of the market, it may be difficult to find these firms interested in your employees without us going outside of (1) current and expired job listings or (2) recommended firms (from lists or our previous clients). Instead, we need to research our database to find these firms. This research is powerful. It works, and it is something that gets our candidates interviewed daily.
When we research these firms for you in our database, we typically do the following:
The Advantages of Applying to Internally Researched Firms. Internally researched firms are likely to match your employees background and experience. Because these firms have not come to our attention due to (1) current or past openings, (2) market recognition on various rankings and lists, or (3) our past interviews and other interactions with them, these law firms are often highly excited to see someone with your employees background. Because they do not receive many applications and may not even know how to recruit, these law firms are "ripe," and they do not compete with others when they apply.
Many of these law firms are overly enthusiastic when they see your employees resume and hire them quickly without the sort of screening and review processes a more visible firm would likely have.
As stated previously: Over 85% of our placements at BCG Attorney Search are with firms that have current openings. If your employees approve internally researched firms, they are more likely to get interviews (and jobs) than if they apply to jobs. Stated another way: FOR EVERY 100 PLACEMENTS WE MAKE, 85 OF THEM ARE WITH FIRMS WITH NO OPENINGS, AND ONLY 15 ARE WITH FIRMS WITH JOB OPENINGS.
THEY ARE ALMOST 6.5 TIMES MORE LIKELY TO GET A JOB WITH US BY APPROVING INTERNALLY RESEARCHED FIRMS THAN BY APPROVING JOB OPENINGS!
The Disadvantages of Applying to Internally Researched Firms. Most internally researched firms need openings for attorneys like your employees
Externally located law firms are just that: law firms that we find that are not in our database. We discover these firms with obvious tools like Google and non-obvious ones like paid news databases and Standard Industry Classification Codes (SIC Codes). Because of this willingness to lower hiring standards, they're unknown and will often grow dramatically and be happy, impressed, and even grateful you found them. These unknown firms are where the greatest need and opportunities are. In most cases, these are relatively new firms that provide growth opportunities your employees will not find in more established firms.
We typically learn about law firms and put them in our internal database when the following happens:
Keeping up with this information is a huge undertaking and needs improvement.
While many firms list themselves in countless public online directories (FindLaw, Martindale, Attorneys.com, and others), most do not because of the cost. Instead, these law firms are most likely to (1) build a website and (2) let Google find them. The law firm must be proactive enough to contact these publications and list themselves.
Google finds every law firm if they have a website. It sees them if they are mentioned in a news story and do not have a website. Google is much more effective at organizing and tracking down law firms than any directory ever could be. It isn't easy to see how human-curated guides can be nearly as comprehensive as Google. Because Google is so effective, we maintain a team that supplements research for our candidates with firms we find through Google.
Thousands of new law firms are starting up daily. The first thing these law firms do is launch a website. At the same time, thousands of small and large law firms that have existed for a long time without websites, only listing themselves in directories, are setting up websites daily. Google finds these firms too.
Finally, certain attorneys may have unique experiences that traditional research might never find. For example, what about an attorney experienced in a new practice area? The only way to find law firms doing this work would be to search Google for mentions of this practice area.
We also search news stories in services to identify law firms that may not be listed in directories or even have websites (it is more common than you believe).
We can find many more targets for you in large and small markets than we would otherwise find not using external research.
Advantages of Doing External Research. External research is compelling. While most people doing a job search concentrate on the obvious firms, external research allows us to find law firms that are entirely virgin and that no one else in the market may be aware of. These law firms might be perfect fits for you, pay well, and represent a tremendous opportunity for professional growth.
Over 85% of our placements at BCG Attorney Search are with firms without current openings. If your employees approve externally researched firms, you are more likely to get interviews (and jobs) than if you apply for jobs. Stated another way: FOR EVERY 100 PLACEMENTS WE MAKE, 85 OF THEM ARE WITH FIRMS WITH NO OPENINGS, AND ONLY 15 ARE WITH FIRMS WITH JOB OPENINGS.
THEY ARE ALMOST 6.5 TIMES MORE LIKELY TO GET A JOB WITH US BY APPROVING INTERNALLY RESEARCHED FIRMS THAN BY APPROVING JOB OPENINGS!
The Disadvantages of Applying to Externally Researched Firms. Most externally researched firms do not have openings for attorneys like your employees
Option 3Outplacement Services (Complete Application and Resume Services)
Option 4Job Search and Career Coaching
Here, I recommend search strategies to help your employees craft a narrative to explain their background, share research, provide career exercises, discuss career issues, and much more. Law students, associates, and partners all over the country work with me each week. My coaching has led to some incredible career transformations, and many of my clients have become some of the most successful and well-known attorneys in the countries where they practice. I am proud of my client's successes.
While the value of coaching can change the direction of attorneys’ careers and lives, the cost of my time is very high. My time is generally best served dedicated to my hundreds of employees helping thousands of attorneys at one time and running my career companies. These calls are typically done on the weekends due to the demands on my time during the week.
Instead of hiring me for coaching advice, you might first review the public information I have created to help you. I have written thousands of articles and done hundreds of webinars (which are all free). Here is a list of some of these resources:
When you use BCG Attorney Search you will get an unfair advantage because you will use the best legal placement company in the world for finding permanent law firm positions.