Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
How to Select and Work  Effectively With Legal      Headhunters         Dan Binstock, Esq.       Garrison & Sisson, Inc.  ...
Today’s Program• Overview of headhunters (what do they  do, who do they work with, who pays, etc.)• Inquiry 1: Should you ...
What are legal headhunters? (aka “legal     recruiters” “search consultants”, etc.)•   What do they do?•   Profile of head...
What are legal headhunters?• Who do they work with?  – Experienced attorneys
What are legal headhunters?• Who do they not work with?  - Law students/entry-level attorneys  - LLM or foreign attorneys ...
What are legal headhunters?• Headhunters do not typically place people  in:  -   Government agencies (SEC, Department of  ...
Inquiry #1“Should I use a recruiter?”
Associates Currently working at an AmLaw 100 firms (in  major legal markets) or an AmLaw 200 firm (in  secondary markets)...
Associates (continued) For law firms: between two and six years of  experience out of law school (this is considered  the...
Associates (continued)Prestigious government agency  • Experience immediately transferable to private    practice.     • ...
What if I’m Not Working?
Partners Portable book of business of at least $1 million (in  larger markets) and $500,000 (in smaller markets  and more...
Short-Hand Test
Inquiry #2  Due diligence on your recruiter• Most people spend more time researching  the price of a new car than they do ...
Factor 1
Factor 2
Factor 3
Factor 4
Factor 5
Factor 6
Factor 7
Factor 9
Factor 10
Factor 11
Factor 12
Inquiry #3  In-House vs. Law Firm Search –      Different Approaches• Want to go in-house  – Usually one search firm handl...
Your Turn!
To get started, here are a few tips     that I give candidates ….1. Please be honest with your recruiter, even   with unfa...
Upcoming SlideShare
Loading in …5
×

Working with Attorney Headhunters

986 views

Published on

This is the PowerPoint from a recent webinar for American University\'s Washington College of Law on working with legal headhunters.

  • Be the first to comment

  • Be the first to like this

Working with Attorney Headhunters

  1. 1. How to Select and Work Effectively With Legal Headhunters Dan Binstock, Esq. Garrison & Sisson, Inc. Washington, DCdbinstock@g-s.com (202) 559-0472
  2. 2. Today’s Program• Overview of headhunters (what do they do, who do they work with, who pays, etc.)• Inquiry 1: Should you use a recruiter?• Inquiry 2: Due diligence on your recruiter• Inquiry 3: In-House vs. Law Firm Search – Different Approaches• Your questions: How to maximize effectiveness of working with a recruiter
  3. 3. What are legal headhunters? (aka “legal recruiters” “search consultants”, etc.)• What do they do?• Profile of headhunters• What is required to become a headhunter?• Who pays the headhunter?• Why are headhunters so selective?
  4. 4. What are legal headhunters?• Who do they work with? – Experienced attorneys
  5. 5. What are legal headhunters?• Who do they not work with? - Law students/entry-level attorneys - LLM or foreign attorneys who do not have US practice experience. - Judicial clerks transitioning to private practice after clerkship • Exception: if you practiced as an attorney, then clerked, it’s ok to use a headhunter because you are considered “experienced”
  6. 6. What are legal headhunters?• Headhunters do not typically place people in: - Government agencies (SEC, Department of Justice) - Non-profits/public interest employers - Smaller firms • Ex: “Mom and pop” firms that deal with small businesses, individuals • Criminal (non-white-collar) defense firms • Plaintiff-side firms (other than large class actions) • These places often do not have budgets for headhunters
  7. 7. Inquiry #1“Should I use a recruiter?”
  8. 8. Associates Currently working at an AmLaw 100 firms (in major legal markets) or an AmLaw 200 firm (in secondary markets) or at a specialty boutique or smaller firm with a top reputation in a particular practice area. Graduated from a well-regarded law school towards the top of the class. (The lower ranked the school in US News and World Report, the higher the class ranking requirement.)
  9. 9. Associates (continued) For law firms: between two and six years of experience out of law school (this is considered the “sweet spot” due to billing rate and partner track issues). For in-house: between four and eight years of experience in an AmLaw 200 firm or well- regarded boutique in a specialized practice area (e.g., corporate M&A, licensing/technology transactions, government contracts, labor & employment, patent/IP portfolio management, etc.).
  10. 10. Associates (continued)Prestigious government agency • Experience immediately transferable to private practice. • For example, the Securities and Exchange Commission (Div. of Corporation Finance or Enforcement), Department of Justice (Criminal Div. Fraud Section) or U.S. Attorneys Office.Experience in an in-demand yet specialized practice area (e.g., energy, health care, patent) where there is a shortage of qualified candidates.
  11. 11. What if I’m Not Working?
  12. 12. Partners Portable book of business of at least $1 million (in larger markets) and $500,000 (in smaller markets and more regional/local firms). This is the primary consideration in almost all circumstances. Director-level, high-profile government experience that is immediately transferable to a law firms existing client base that requires this experience (or would result in a firms acquisition of new business due to this persons skill set). This is admittedly a situation-specific determination and depends on numerous factors.
  13. 13. Short-Hand Test
  14. 14. Inquiry #2 Due diligence on your recruiter• Most people spend more time researching the price of a new car than they do researching a headhunter to whom they will entrust important career issues.
  15. 15. Factor 1
  16. 16. Factor 2
  17. 17. Factor 3
  18. 18. Factor 4
  19. 19. Factor 5
  20. 20. Factor 6
  21. 21. Factor 7
  22. 22. Factor 9
  23. 23. Factor 10
  24. 24. Factor 11
  25. 25. Factor 12
  26. 26. Inquiry #3 In-House vs. Law Firm Search – Different Approaches• Want to go in-house – Usually one search firm handling search – Talk to whomever calls you about that search – Your ability to do due diligence is very limited.• Want to go to another firm – Usually multiple search firms can work on the same search. You can be more selective in “choosing” your headhunter. Exception: if the search firm has an “exclusive” (they are the only one who can handle)
  27. 27. Your Turn!
  28. 28. To get started, here are a few tips that I give candidates ….1. Please be honest with your recruiter, even with unfavorable facts.2. Keep meticulous records of where you have applied and when.3. You are NOT obligated to work with the headhunter who calls you first about a position.

×