To begin, an overview of the candidate's background is always helpful. This particular candidate went to an okay law school in California (not even ranked in the Top 100), and did not do particularly well there. She was, however, on her law school's Law Review. She graduated in 2009, so she is quite a senior attorney, with around ten years of post-law school experience. For her undergraduate studies, this candidate attended a top UC school, although she was once again not in the top of her class there. I'd say that this candidate's strongest selling points are that: 1) she has only been at one firm since her graduation from law school, a multi-office, mid-sized firm of 140 attorneys and 2) she has nine years of substantive Labor & Employment / Employment Litigation experience. The real hold-up with this candidate, however (besides the fact that she is senior and does not have top academic credentials), is that for the past year, she has been doing little to no Labor & Employment work. Her firm has been moving away from this sort of work, and so she has been doing mainly general liability and insurance coverage work. While at first blush this doesn't seem to be a big issue - she has nine years of relevant experience! - firms are very black and white and cookie-cutter in the sorts of candidates that they seriously consider, and they usually want to fit a round peg into a round hole. Especially for senior attorneys, they want to see that the candidate's recent experience is in the practice area of the job for which he or she is applying. This is not the case for this candidate.
I worked with this candidate for a little less than a year (a year!), and I was only able to secure three interviews for her. In her first and second interviews, this candidate focused on her recent litigation successes - winning an MSJ, etc. While it is great to have specific examples of cases and achievements to talk about in-depth in an interview, the problem was that this candidate's recent examples and litigation successes were in the areas of insurance coverage and general liability. The candidate wanted to talk about her recent experience because it was fresh in her mind and because, of course, it was her most substantive and impressive experience, but for a Labor & Employment interview, a Labor & Employment practice group or firm is going to want to hear about the candidate's Labor & Employment experience, even if more distant in time. I only realized that the candidate was committing this faux pas after her second interview. I really do think that this was a large part of the reason that she was passed over by the first two firms (and by the countless other firms at which she interviewed on her own).
Finally, her third interview (third time's the charm!) was with a firm that had actually interviewed her a year ago, but at that time they were looking for a lot of wage & hour class action experience, which this candidate doesn't have. The firm reached out to me saying that they had a dire need for several Labor & Employment attorneys, specifically with wage & hour class action experience. I hesitated in submitting this candidate again, as she had interviewed with them and was rejected the year before, but something told me to submit her and let the Recruiting Manager know that she had interviewed in the past. Low and behold, the firm did want to consider her again!
This time, she really focused on her Labor & Employment experience and successes – she prepared a couple of L&E cases in advance that she felt comfortable talking about in-depth, in terms of facts, issues, the progression of the case and her role on the case. She also explained that her firm had recently moved away from the L&E work, but that this was her real passion and that she wanted to return to this sort of practice. This kind of argument doesn't always work - usually, if the candidate isn't currently practicing in the relevant practice area, they are automatically passed upon - but in her case it did!
Another thing that this candidate did right was to write a long and persuasive thank you note to all of her interviewers (edited by me), in which she laid out the reasons for which she was so excited to join the firm and for which she'd be a great fit for the firm. When she drafted and sent this email, we actually hadn't heard back from the firm post-interview for two weeks (quite a long time). The Recruiting Manager claimed that it was because of the Managing Partner's / Head of the Practice Group's trial schedule, but to this day I'm still not so sure. I know that they were hesitating on her class year and how senior she was, and I think that her email, which was thoughtful and persuasive and genuine, probably tilted the scale in her favor.
This candidate currently makes a base of $150K, and the firm offered her $220K base! This is a HUGE pay bump for the candidate. She was, of course, absolutely delighted to receive her offer, and even started crying when she found out that they were finally extending it. She accepted on the spot! While it seemed for awhile that the firm was going to bring her on as a fourth or fifth year associate, rather than as a tenth year, her offer letter made no mention of the class year, and because her base offer is so high, I think that they are actually crediting her for her actual class year! This candidate is absolutely ecstatic to be joining such a great firm and to be returning to a Labor & Employment practice area focus. I am also absolutely thrilled for her, and I know that she will excel at her new firm home!
About Harrison Barnes
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.
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.
