Why Use a Legal Recruiter?

Recruiters can lend a helping hand to your job search.

Why should attorneys consider using a legal recruiter? This is a completely valid question! Technology has made job searching more accessible than ever. It can be tempting to conduct your own search and in some cases is highly recommended. However, while I am admittedly biased, I believe recruiters can provide immense value to many lawyers seeking new roles. Here are some reasons to consider using a legal recruiter:

• Time and Effort

A job search often takes considerable time and effort. By outsourcing a search or part of a search to a legal recruiter, a candidate can substantially cut down on using these valuable resources. This is particularly helpful when you are currently employed.

• Provide Expertise / Understanding and Sense of the Legal Market 

A good legal recruiter should be able to provide valuable insight into the legal market, particularly if they focus in particular geographic area. For example, if you practice M&A/corporate law in Chicago, then a recruiter should be able to tell you how many firms are seeking an attorney around your level of experience in the Windy City. Additionally, they may include firms that may be interested in an opportunistic hire based on conversations or other information the recruiter has obtained in the past. They can also let you know if the market is hot, average, or cold, which can help set your own expectations for how long it may take to obtain a new position. 

• Access to Opportunities

In addition to publicly posted opportunities, recruiters often work on or know of positions that are not publicly posted. They will share these opportunities if the candidate could be a fit. 

• Helping Revise/Update Resume and Other Application Materials

Drafting resumes, cover letters, and other ancillary documents like deal sheets can be like going to the dentist: painful. Furthermore, these documents can almost always be improved. A legal recruiter can help you draft these documents based on your experience and will review in a 3rd party capacity with fresh eyes to point out things you may have missed. They can also utilize their own experiences based on past successes and discussions with firms and companies to understand what will put you in the best position. 

We typically draft a third-party cover note ourselves, saving the candidate much of this effort and drafting it in a way that we believe puts the candidate in the best possible position.

• Coordinating Submissions and Interviews 

Applying to roles is tedious and time consuming. Legal recruiters will gladly submit you to positions, saving you time and energy, and will know best how to submit you based on firms’ or companies' particular requirements. They will also regularly follow up as necessary, also saving time and energy, and in a way that shields you from any annoyance from the firm. When interviews are granted, recruiters will help coordinate interviews. 

• Knowing Gatekeepers 

Legal recruiters often have established relationships with numerous firms and companies. This allows them to have a direct line to decision makers, making sure that candidates are reviewed and not lost in the online shuffle. 

• Free to Candidate; Shared Interest 

The best things in life are free! Legal recruiters are free for a candidate to utilize, as they are compensated by a firm or company when they have hired a recruiter’s candidate. Since we are compensated upon a successful placement, interests are mutual and align almost all the time. A recruiter should work hard on your behalf so long as they can help. A good recruiter will be supportive and understanding even if candidate does not take a particular position.

• Ongoing Updates / Scout Opportunities

Legal recruiters are updated on the market daily, so they can provide you new opportunities on an ongoing basis. You can then be submitted to positions early in the hiring process, which generally is an advantage. They can also help scout and emphasize opportunities that are a particularly good fit based on your search goals and experience, even if you are not actively looking.  

• Interview Preparation 

Interviews are a skill in themselves. Legal recruiters will prep candidates so that they can interview to the best of their ability. 

• Managing the Process (a/k/a Helping Make the Sausage)

Switching jobs can be like watching sausage being made: not pretty. The process can be uncertain and unexpected things often arise. What should candidates do if they receive interest from multiple firms at once and even receive multiple offers? What if something changes as to timing? How do you talk and even negotiate salary or other aspects on an offer? How do you handle conflicts checks, background/reference checks, or other contingent issues? What about counteroffers? When to give notice? We have seen a lot and can advise candidates to place them in the best possible position. We can also backchannel when necessary, which helps prevent awkward interactions and confrontations.

Are you an attorney who is seeking a new role, or may be interested if the right opportunity presents itself? If you are on the fence or would like to learn more about how I may be able to help you, I'm always happy to hop on an introductory call. I can better understand what you may be seeking, answer any questions you may have, and discuss how I can assist, without any pressure to move forward. Feel free to message me on LinkedIn or email me a cwhite@navigatelegalsearch.com at any time.

Regardless, for you job seekers, I wish you all the best with your search!

Best regards,

Chris