The candidate that I just placed, however, was a little different. He graduated from a Top 10 law school in 2016, so very recently, only had about a year of plaintiff-side Labor & Employment experience when we started working together and perhaps most importantly, was at one of the few well-known and well-respected national Plaintiff-side Labor & Employment firms (the firm has four offices - in NYC, Chicago, DC and SF). When we had our first call, he told me that he wanted to stay on the plaintiff-side, but it quickly became apparent that he was willing to consider both plaintiff-side and defense-side firms, small, mid-sized and large. What I didn't know at the time was that he was either leaving, being laid off from or being fired from his firm. Perhaps I should have guessed this, as he went from only approving a handful of firms, to approving literally every firm that I sent him. At any rate, I thought that we would have the most success with plaintiff-side firms, as defense-side Labor & Employment firms are usually not willing to consider candidates on the plaintiff-side, despite the work being quite similar on both sides. He was also based in NYC, and I was applying him to firms throughout California but mostly in the Bay Area, where he is originally from and where his family lives. I thought that this added a further wrinkle to his application, as small firms, especially plaintiff-side firms, are usually not willing to wait for a candidate to relocate from across the country, certainly wouldn't pay for a candidate to fly out to interview with them, and as mentioned, there are very few mid-sized and larger plaintiff-side Labor & Employment firms (these types of firms usually represent private employers, not employees).
This candidate was interested in opportunities in both NYC and the Bay Area, but I later found out that he preferred NYC. My East Coast colleague and I submitted him to all sizes of firms in both NYC and throughout CA, and I ended up securing him four interviews at small plaintiff-side Labor & Employment shops in LA and the Bay Area and one interview at a mid-sized Labor & Employment / Education / Public Entity defense firm in SF, and my colleague one interview at a small defenseside Labor & Employment shop in NYC. I was honestly very surprised that he was able to secure two defense-side interviews. I think that this is because he attended a Top 10 law school, and is at a national plaintiff-side Labor & Employment firm. He is also barred in both NY and CA, the two hardest bar exams to pass in the country, so this may hold value to certain firms.
I think that what this candidate did right was allowing my colleague and me to submit him to all sorts of opportunities, at small, mid-sized and larger law firms, and in NYC and throughout CA. This candidate ended up turning down entirely or refusing callback interviews with the four plaintiff-side Labor & Employment shops, but he did interview with my mid-sized defense firm and my colleague's small defense firm in NYC. My defense firm flew him out to SF for his callback, which he liked and appreciated, and which showed to him that they were serious about him. My firm extended an offer the morning after his callback, and gave him a week to accept or decline. My colleague's defense-side firm only popped up asking to interview this candidate three days before he had to accept or decline my offer. This put him in a difficult situation, as he preferred NYC for personal reasons, but he already had a great offer in SF lined up, and at this point had already left his firm. I impressed upon him how difficult it would be to secure another great interview let alone an offer after leaving his firm (potential employers immediately become very suspicious of candidates who are no longer with their firm, and usually won't interview them, as they think that the candidate is a firm hopper, a bad employee and / or can't get along with others). My mid-sized firm conducted his callback interview after he had already left his firm, whereas he was still at his firm for the phone screen with the firm. So, the fact that the firm still decided to extend an offer, even knowing that he had left his firm was, frankly, a miracle.
In the end, the decision wasn't a difficult one for this candidate. The NYC firm told him that they didn't plan on making any decisions anytime soon, and even though the firm seemed sophisticated from their website and had attorneys with impressive credentials and pedigrees, he didn't like the type of work that he would be doing at the firm. This candidate realized that he had better accept the sure-bet offer that he had, rather than waiting and hoping for the NYC firm, or another NYC firm to surface and request an interview. Some candidates who are out of work are unrealistic about their marketability and job search prospects, but this candidate was not!
This candidate secured a significant base bump compared to what he was making at his previous firm, as well as a generous signing bonus, even despite the fact that he was unemployed! I was able to help him with this, as I've placed three other candidates at this same firm, and they were all offered between $5K and $10K signing bonuses. I was able to ask for a $10K signing bonus for this candidate, siting his cross-country move, and they quickly complied.
The lesson I learned with this candidate was that junior Plaintiff-side Labor & Employment candidates can transition to the defense-side, and even at mid-sized and potentially larger firms, especially if they attended a good law school and did relatively well there, as this candidate did. Transitioning to the defense-side is a career changer for this candidate. He is now marketable to all sizes of firms, including Big Law firms, should he choose to make another transition in a year or two. His future in-house prospects are also a lot better, as defense-side employment litigators are always valuable to in-house legal departments, or he could consider a future transition to government as well. If he had stayed on the P-side, he would have likely been stuck working at small P-side Labor & Employment shops for the rest of his career, with their high volume of clients and cases, demanding work and high turnover rates. I am very excited for this candidate and know that he will excel on the defense side!
About Harrison Barnes
Harrison Barnes is a prominent figure in the legal placement industry, known for his expertise in attorney placements and his extensive knowledge of the legal profession.
With over 25 years of experience, he has established himself as a leading voice in the field and has helped thousands of lawyers and law students find their ideal career paths.
Barnes is a former federal law clerk and associate at Quinn Emanuel and a graduate of the University of Chicago College and the University of Virginia Law School. He was a Rhodes Scholar Finalist at the University of Chicago and a member of the University of Virginia Law Review. Early in his legal career, he enrolled in Stanford Business School but dropped out because he missed legal recruiting too much.
Barnes' approach to the legal industry is rooted in his commitment to helping lawyers achieve their full potential. He believes that the key to success in the legal profession is to be proactive, persistent, and disciplined in one's approach to work and life. He encourages lawyers to take ownership of their careers and to focus on developing their skills and expertise in a way that aligns with their passions and interests.
One of how Barnes provides support to lawyers is through his writing. On his blog, HarrisonBarnes.com, and BCGSearch.com, he regularly shares his insights and advice on a range of topics related to the legal profession. Through his writing, he aims to empower lawyers to control their careers and make informed decisions about their professional development.
One of Barnes's fundamental philosophies in his writing is the importance of networking. He believes that networking is a critical component of career success and that it is essential for lawyers to establish relationships with others in their field. He encourages lawyers to attend events, join organizations, and connect with others in the legal community to build their professional networks.
Another central theme in Barnes' writing is the importance of personal and professional development. He believes that lawyers should continuously strive to improve themselves and develop their skills to succeed in their careers. He encourages lawyers to pursue ongoing education and training actively, read widely, and seek new opportunities for growth and development.
In addition to his work in the legal industry, Barnes is also a fitness and lifestyle enthusiast. He sees fitness and wellness as integral to his personal and professional development and encourages others to adopt a similar mindset. He starts his day at 4:00 am and dedicates several daily hours to running, weightlifting, and pursuing spiritual disciplines.
Finally, Barnes is a strong advocate for community service and giving back. He volunteers for the University of Chicago, where he is the former area chair of Los Angeles for the University of Chicago Admissions Office. He also serves as the President of the Young Presidents Organization's Century City Los Angeles Chapter, where he works to support and connect young business leaders.
In conclusion, Harrison Barnes is a visionary legal industry leader committed to helping lawyers achieve their full potential. Through his work at BCG Attorney Search, writing, and community involvement, he empowers lawyers to take control of their careers, develop their skills continuously, and lead fulfilling and successful lives. His philosophy of being proactive, persistent, and disciplined, combined with his focus on personal and professional development, makes him a valuable resource for anyone looking to succeed in the legal profession.
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.
