What do legal recruiters do?
Legal recruiters (aka "headhunters") receive job orders from law firms. They then solicit attorneys who meet the applicable description. The candidate (e.g., the attorney who will be applying for the position) tenders a resume and transcript to the recruiter, who then forwards it to the designated law firms. If the firm requests to interview the candidate, and ultimately extends an offer which is accepted, the headhunter receives a commission from the law firm. In California, virtually all of the major firms and many companies utilize legal recruiters. They look to recruiters to distill down the volume of resumes which they might otherwise receive.
What is the relationship between an attorney and headhunter?
The legal nature of this relationship is one of principal/agent. The attorney is the principal, and the headhunter is their agent. This means that everything the recruiter does should be pursuant to the candidate's authority.
Is there any charge for your services?
No. My efforts on your behalf are completely gratuitous.
7 ways a legal recruiter will help you get the job you want.
A good recruiter will:
1. Review your resume to make certain that it gives you the best possible chance of "getting in the door."
2. Help identify your objectives and the best means of accomplishing them.
3. Advise you about firms or corporations looking for someone with your background. If your resume is submitted when a potential employer isn't hiring, then you're inputted into their computer as a "pass." If three months later they're looking and your resume is again received, they'll assume that they had already reviewed and rejected your application. (Of course, they actually hadn't; they just didn't have an opening at that time).
4. Draft an effective cover letter. This is your chance to rebut any concerns which a potential employer might have based upon the resume.
5. Prepare you for interviews. Interviews count! Recruitment coordinators advise us that "anyone who gets in the door has as good a chance as anyone else."
6. Assist you in salary negotiations. By advising a potential employer of your other options, they can occasionally be persuaded to enhance their original offer.
7. If necessary, ascertain why an offer wasn't made. You don't need to make the same mistake twice.
6 crucial questions to ask when choosing a headhunter:
- Does the recruiter specialize in associate placements? (You don't want someone who will be more concerned about placing a partner.)
- How long has the recruiter been doing headhunting? (Although “rookies” can perform well, some attorneys prefer a time-proven product.)
- Will they advise you only about firms that are presently "looking"? As already discussed, sending a resume to an employer which isn't looking has negative consequences.
- How many associates did the recruiter personally place last year?
- Was the recruiter ever an attorney? (Some attorneys believe they are better represented by someone who knows exactly what they are going to through.)
- What can I expect from you? (A good recruiter will review your resume, offer to meet you, prepare a cover letter, and prepare you for interviews.)
When can I realistically think about changing employers?
The California market is a fluid one. Recruitment coordinators at the major firms have told me that a well-credentialed attorney five (5) years out of law school is typically at his or her third firm. The easiest time to move is during the first three years. It's certainly not impossible to lateral after that; but there are simply fewer options. For example, we usually have about 100 job openings for 1-3 year litigators in California, but only about 30-35 positions in the 4-6 year range. Of course, firms are often willing to "stretch" their parameters for a highly credentialed attorney.
Junior associates possess several advantages. The new firm can bill them at a lower rate. There are fewer morale problems (e.g., the more junior attorneys don't feel that their partnership prospects are diminished). Finally, it's easier to retrain young attorneys in the new employer's style.
You should consider a lateral move anytime your long-term prospects are no longer served by remaining at your current firm.
Let's talk about Your Future.
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Brian Siegel, c/o BCG Search
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