How Soon Is Too Soon?

Regardless of the reason, it is not an ideal situation to be conducting another job search so soon after your last one.  However, the chances of your success in quickly finding another job are highly dependent on your reasons for wanting or needing to leave.  In this article, I will break down a few different potential reasons an attorney might be seeking to make a lateral move shortly after joining their current firm, and how law firms typically interpret them for hiring purposes.

Partner/spouse needs to relocate


This is one of the most common general reasons attorneys embark on a job search – their partner or spouse gets a job opportunity (or is accepted into a graduate program) in another city where the attorney’s current firm does not have an office to which they could transfer.  Out of all the potential reasons for a quick lateral move, this is the one most likely to be interpreted charitably or favorably by a potential new employer, primarily because it is a circumstance that is somewhat beyond the attorney’s control.

Given the current modern economy, where it is statistically likely that someone will switch careers multiple times, and also because every partner, spouse, or family member is a potential earner, it is not an unusual circumstance or a potential sign of anything negative when an attorney needs to make a move for this reason.  On top of that, attorneys in this situation are typically quite happy in their current firm, have developed good working relationships, and are able to get excellent recommendations from their current partners due to the understandable nature of their departure.

The key in this situation is to thoroughly explain your need to move to a prospective employer, emphasizing that you are in good standing with your current firm and did not expect to have to switch firms and locations (assuming these are true – honesty is always best).  You should also discuss the move with your current firm, and make sure that you can get strong recommendations from your current partners, as this will help ease any concerns from a prospective employer.

Your new firm’s business took a dive and they need to let you go

This is another common reason for attorneys needing to relocate again shortly after joining a new firm – perhaps a key partner or client departs, and the business that led to the attorney being hired in the first place has now disappeared and the practice group is over-staffed.  A lot of firms have a first-in-first-out policy if they have multiple strong attorneys in a given practice group and not enough work to go around.

The upside to this scenario is again that you are back on the market for reasons beyond your direct control.

The downside is that any attorney who is let go for business reasons can be perceived as not being as “valuable” to that attorney’s current/former firm, regardless of how good that attorney actually is.

To try and mitigate this, it is imperative that you clearly explain the reasons for your move to a prospective employer and make sure that you can get good recommendations from your current/recently former partners, particularly if they are willing to back up your explanation for needing to seek a new job (this can be rare, as business or a lack thereof is often a touchy subject in the law firm world, but I have seen it happen and it doesn’t hurt to ask).

Your new firm turns out to be a terrible work environment

This category can include a wide variety of more specific reasons an attorney might be looking to make another lateral move shortly after a new firm.  Perhaps the work assignments are entirely different than what was represented during the interview stage, a particular partner turns out to be a nightmare to work for, or you come to realize that the prospects for bonuses and career advancement are small to nonexistent.

Whatever the specific reason, this is the most difficult situation under which to embark on a job search, because prospective employers are likely to interpret this situation (fairly or unfairly) as representing one or more of the following:

1) You are not likely to be loyal – aside from stellar credentials and a proven ability to develop client business, the one major factor law firms look to above all else is evidence of loyalty and stability in your work history.  The hiring and orientation process is time-consuming and expensive, and firms want to see evidence that you are going to stick around – jumping back into the job market shortly after a recent move stands in direct contradiction to this desired trait.

2) You cannot handle difficult work – any of us who have worked in a law firm have likely (and unfortunately) worked for or at least encountered partners who are not pleasant to work for, to put it as diplomatically as possible.  Having to work for the wrong partner can change the entire experience of being at a particular firm, and if there is no relief in sight, it is certainly understandable as to why you would want to leave.  However, the hiring partner(s) at a prospective new firm are more often than not going to interpret such a situation as you not being willing or able to handle difficult work (and they might be extremely demanding themselves).

3) You did not do your diligence – if, after a few short months, you find yourself disliking your new firm to the extent you want to leave, it is certainly fair for a prospective employer to wonder how much homework you did on your current firm or practice group before deciding to accept their offer if it differs entirely from your expectations only after a few short months.  Granted, it is not possible to discover all the potential pitfalls or issues with a prospective firm during the interview process, but we are talking about the likely perception of a potential employer when it looks like you are jumping ship because it’s not the right fit – a hiring partner will worry you may do the same at his or her firm, and discard your resume accordingly.

The perceptions of a potential new employer described above may not be fair at all times, but having discussed candidates, hiring procedures, and the desired traits of lateral attorneys with countless recruiting coordinators and hiring/managing partners, it is simply something that you will have to account for in your job search process if you are looking to make a lateral move shortly after joining your current firm.

In the hyper-competitive legal hiring market, each job opening results in the submission of hundreds of resumes, many from highly-qualified attorneys.  As such, the recruiting coordinators and hiring partners will often use any potential red flags to eliminate a candidate from consideration, and one major red flag is an unstable employment history.

What I typically (and highly) recommend in such a situation, even though it may not be what you want to hear, is sticking things out at your current firm and doing everything you can to remedy the issues that are fueling your desire to leave until you have been at that firm for at least a year or more to demonstrate evidence of loyalty and stability.  If you do decide to proceed with a new job search, however, it is best to keep things honest and simple and you should make sure that your explanation for seeking a new position is as diplomatic as possible.  The legal world is a small one, and you want to be perceived as the consummate professional you are, which means absolutely avoiding badmouthing your current firm or partners to a prospective new employer.

Conclusion

If you do find yourself needing or wanting to make a lateral move shortly after joining a new firm, it can be a tricky situation, and hopefully the above advice will allow you to enter the process more aware of the potential pitfalls of doing so.  As always, best of luck on your job search!

About Harrison Barnes

Harrison Barnes is a prominent figure in the legal placement industry, known for his expertise in attorney placements and his extensive knowledge of the legal profession.

With over 25 years of experience, he has established himself as a leading voice in the field and has helped thousands of lawyers and law students find their ideal career paths.

Barnes is a former federal law clerk and associate at Quinn Emanuel and a graduate of the University of Chicago College and the University of Virginia Law School. He was a Rhodes Scholar Finalist at the University of Chicago and a member of the University of Virginia Law Review. Early in his legal career, he enrolled in Stanford Business School but dropped out because he missed legal recruiting too much.

Barnes' approach to the legal industry is rooted in his commitment to helping lawyers achieve their full potential. He believes that the key to success in the legal profession is to be proactive, persistent, and disciplined in one's approach to work and life. He encourages lawyers to take ownership of their careers and to focus on developing their skills and expertise in a way that aligns with their passions and interests.

One of how Barnes provides support to lawyers is through his writing. On his blog, HarrisonBarnes.com, and BCGSearch.com, he regularly shares his insights and advice on a range of topics related to the legal profession. Through his writing, he aims to empower lawyers to control their careers and make informed decisions about their professional development.

One of Barnes's fundamental philosophies in his writing is the importance of networking. He believes that networking is a critical component of career success and that it is essential for lawyers to establish relationships with others in their field. He encourages lawyers to attend events, join organizations, and connect with others in the legal community to build their professional networks.

Another central theme in Barnes' writing is the importance of personal and professional development. He believes that lawyers should continuously strive to improve themselves and develop their skills to succeed in their careers. He encourages lawyers to pursue ongoing education and training actively, read widely, and seek new opportunities for growth and development.

In addition to his work in the legal industry, Barnes is also a fitness and lifestyle enthusiast. He sees fitness and wellness as integral to his personal and professional development and encourages others to adopt a similar mindset. He starts his day at 4:00 am and dedicates several daily hours to running, weightlifting, and pursuing spiritual disciplines.

Finally, Barnes is a strong advocate for community service and giving back. He volunteers for the University of Chicago, where he is the former area chair of Los Angeles for the University of Chicago Admissions Office. He also serves as the President of the Young Presidents Organization's Century City Los Angeles Chapter, where he works to support and connect young business leaders.

In conclusion, Harrison Barnes is a visionary legal industry leader committed to helping lawyers achieve their full potential. Through his work at BCG Attorney Search, writing, and community involvement, he empowers lawyers to take control of their careers, develop their skills continuously, and lead fulfilling and successful lives. His philosophy of being proactive, persistent, and disciplined, combined with his focus on personal and professional development, makes him a valuable resource for anyone looking to succeed in the legal profession.

About BCG Attorney Search

BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.