Turning the Tables: Why Lawyers Should Assess Their Recruiters

Cole Evarts

April 18, 2024

Navigating through the intricacies of the legal job market can be as intense as preparing for a high-stakes trial. The decision to work with a recruiter is a significant one, as it can lead to pivotal turns in a lawyer's career. But how does one ensure that they partner with the right recruiter?

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Understanding the Pitfalls of Legal Recruitment

I have spoken to a handful of senior associates in the AmLaw 50 firms, in addition to former BigLaw partners looking to grow their practice. Several things immediately stood out when assessing their prior experience with recruiters -- they've had resumes submitted without their approval, not received feedback as to why they weren't moved forward in process, or simply lost contact with recruiters likely chasing numbers.

A recruiter should be more than a middleman—they should be your strategic partner, guiding you through the maze of opportunities with finesse and informed precision.

To bridge the gap between need and service, it's essential to follow certain best practices when working with legal recruiters. Transparency, communication, and genuine relationship-building are cornerstones of an effectively managed recruitment process.

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Here are key strategies for assessing a recruiter's potential as your career ally:

Clarify Your Goals and Expectations - A good recruiter begins by understanding your career objectives. Are you seeking lateral move within your practice area? Are you contemplating transitioning to a different practice area? These conversations ground the partnership and help chart a course tailored to your specific ambitions.

Validate Their Market Savvy - Credibility and insight into market trends underscore a recruiter’s ability to identify opportunities that mirror your expertise and development goals. Question any discrepancy between the recruiter's intelligence and observable market conditions and expect a transparent explanation to bolster trust.

Engage in Decision-Making - Your recruiter should involve you in key decisions, respecting your autonomy like important life choices. Your voice should guide the process—anything less isn't right.

Insist on Feedback and Strategy - Feedback, whether good or bad, helps you improve. A committed recruiter gathers insights from firms and helps you navigate the competitive landscape, so you can make better choices for your future applications.

Build a Lasting Relationship - True to the fabric of the legal profession, relationships matter. Partner with a recruiter who takes a long-term view of your career, is invested in your triumphs, and remains a touchstone long after your immediate placement goals have been met.

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Lawyers are trained to advocate, negotiate, and anticipate outcomes—but often, when it comes to their career trajectories, there can be a disconnect. The choice of a recruiter should align with your professional prudence and discretion.

Start your relationship with clear expectations and remember that while there are many recruiters out there, it's up to you to choose one who cares about your career and personal well-being equally.

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