How to Start Working with Legal Search Firms

For a desirable candidate in the legal industry (yes, that’s you!), the chances are a recruiter will eventually approach you. With their vast databases of lawyers, they’re already likely to be aware of your potential. While it’s entirely possible to make a lateral move without a recruiter, working with one can make the process smoother and more successful. From salary negotiation to interview prep and even navigating firm dynamics, recruiters bring valuable expertise.

That said, finding the right recruiter and ensuring they are working in your best interests takes strategy. Here’s how to get started:

Finding Each Other

Although recruiters often make the first move, you might want to proactively reach out if you have specific career goals, such as working in a particular practice area, business sector, or geographic location. A good recruiter can help you navigate these areas with ease. Here’s how to use them effectively:

• Clarify Your Career Goals: Use your recruiter as a sounding board to explore your options and understand what’s out there.
• Leverage Their Expertise: Whether it’s understanding industry trends or interview prep, a recruiter can help you make informed decisions.
• Assess Your Readiness: A good recruiter will help you evaluate whether it’s truly the right time to make a move. Their role isn’t just to place you in a role but to ensure it aligns with your career trajectory.

Are They an Expert in the Markets You Care About?

When choosing a recruiter, it’s essential to ensure they’re experts in the markets and firms that matter to you. Here’s what to look for:

• Market Knowledge: A recruiter’s fluency in your industry is non-negotiable. They should understand the firms you’re targeting, the roles you’re considering, and the broader market trends.
• Specialization: Broad expertise can be valuable in some fields, but when it comes to recruiters, specialization is key. A recruiter who’s laser-focused on your practice area or location will bring far more value.
• Track Record: Look into their history of placements. Do they have a strong reputation in the industry? Have they successfully placed candidates in roles similar to the one you’re seeking? Will they offer former clients as references?

For instance, if you’re planning to move from New York to the Californian legal market, you’ll want a recruiter who not only understands your current market but also has intimate knowledge of the West Coast legal landscape.

Do They Speak Lawyer?

While it’s not necessary for recruiters to have a legal background, it helps if they understand the nuances of the profession. When evaluating a recruiter, consider the following:

• Industry Familiarity: They should understand the pressures and rewards of lawyer life and be able to discuss your career path intelligently.
• Firm-Specific Insights: A good recruiter should be able to compare and contrast the culture and expectations of different firms, from global powerhouses to boutique practices.
• Thoughtful Questions: Their questions should demonstrate an understanding of your unique situation and career goals. You shouldn’t feel like they are trying to talk you into anything but rather they are listening.

After your first conversation, you should feel confident that the recruiter not only understands your needs but is genuinely invested in helping you achieve them.

Can You Trust Them with Your Career?

A career move is a big decision, and you need to be able to trust your recruiter implicitly. Here’s how to gauge their reliability:

• Genuine Interest: Do they take the time to get to know you? A recruiter who listens carefully is more likely to find a role that truly fits.
• Transparency: They should set realistic expectations about the job search process and be upfront about any potential challenges.
• Ethics: Ask about their professional standards and how they protect your data. Are they part of organizations like NALSC, which require adherence to ethical guidelines?
• Collaboration: A trustworthy recruiter won’t insist on exclusive representation if it’s not in your best interest. They should also be open to collaborating with other recruiters when necessary.

A good recruiter should be proactive in understanding how you’ll thrive in your next role and advocating for your specific needs.

Are They Invested in Your Success?

Recruiters have a vested interest in placing candidates in roles where they’ll succeed. But the best recruiters go above and beyond to ensure your long-term satisfaction. Here’s what to expect:

• Interview Prep: They should help you navigate the interview process, offering tips and guidance tailored to the specific firm and role.
• Negotiation Support: Whether it’s salary, bonuses, or benefits like parental leave, a good recruiter will advocate for your needs.
• Long-Term Thinking: Their focus should be on finding a role that aligns with your career goals, not just filling a vacancy.

A great recruiter isn’t just a facilitator; they’re a partner in your career journey. Don’t hesitate to ask for support—whether it’s feedback on your resume or advice on negotiating your start date.

Conclusion

Navigating your legal career can be daunting, but a skilled recruiter can make all the difference. From offering market insights to advocating for your needs, the right recruiter is an invaluable resource. But finding the right fit takes effort on your part too. Be strategic in choosing someone who understands your goals, speaks your language, and has your best interests at heart.

Ultimately, a recruiter should be more than a service provider—they should be an ally in helping you achieve your career aspirations. Remember that a recruiter is going to represent you directly to the employers where you’ll be applying—you want to make sure they have your complete confidence. Take the time to evaluate your options, ask the right questions, and build a relationship founded on trust and mutual respect. Your next great career move could be just around the corner.

Further reading: How to de-risk your lateral move