Moving firms is a laborious and time-consuming task. Without assistance, your search may sputter and stall. Legal recruiters were instrumental in my two lateral moves, each significantly boosting my compensation and firm prestige. Trying to make these moves independently proved fruitless, underlining the importance of a skilled recruiter.

Choosing the Right Legal Recruiter

As a practicing attorney, I responded to recruiter emails based primarily on the opportunities they presented, often lured by promises of higher compensation, better hours, or work in fields like entertainment, sports, or cyber law. My criteria were simple: (a) an appealing opportunity, and (b) the recruiter graduated law school. Beyond that, I did minimal research.

This approach was too simplistic. A good recruiter acts as your agent, providing practical advice and actively advancing your career goals, rather than merely seeking a quick placement. Essentially, recruiters are brokers, introducing you to firms potentially interested in hiring you. This is a crucial perspective to maintain.

Recruiters sometimes need to temper your unrealistic goals, while other times, they make your dreams a reality, depending on the situation.

Dos and Don’ts from My Experiences

From my journey as an associate using recruiters and now being one, here are some key dos and don’ts:

• Do review your recruiter’s LinkedIn, website, and articles. A quick check can reveal much about their resources and approach.
• Don’t choose a recruiter solely for their pedigree. While pedigree can indicate industry knowledge and competence, some of the best recruiters at Lateral Link, for example, don’t have a law school background.

• Do collaborate with recruiters who align with your career aspirations yet remain realistic about your goals. They should be knowledgeable about the market and provide insightful guidance. That means knowing when to go for it and when to ground expectations in reality. 
• Don’t work with recruiters who are not solution-focused or try to push you into roles they’re trying to fill. Your lateral search should be a collaborative effort with a recruiter who supports your journey and guides you through the process.

• Do be judicious about sharing your application materials. A reliable recruiter only submits your application to firms you’ve approved, avoiding potential issues and application conflicts.
• Don’t engage with too many recruiters simultaneously. This can lead to confusion and difficulties in managing submissions, as well as weakening your position in offer negotiations.

• Do choose a responsive recruiter who keeps you regularly updated. Navigating job changes is challenging, and a good recruiter will ensure you’re well informed throughout the process.
• Do work with recruiters who take the time to understand your practice area, history, and preferences, and who prepare you effectively for interviews.
• Do ask recruiters about their motivations. Some are genuinely passionate about their work, while others may be primarily driven by financial gain. Make your choice accordingly.

Having been both a lateral associate and a recruiter, I’ve gained valuable insights into the process. Moving firms is challenging and stressful, but with the right recruiter, it can be as seamless and stress-free as possible.