Attorneys quit their boss, not their career

What’s the most common reason attorneys come to you and say, “I need out”?

The top reason candidates leave a position is due to issues with their manager, supervisor or the leader of their firm. They don’t feel valued, respected and challenged, or see a path to increased responsibility or leadership opportunity, so they become disengaged and start to explore their options.

How do you know if it’s the boss or the job that’s giving you heartburn?

Pause and process who and/or what is contributing and causing your unhappiness. 

If you haven't done the internal work of defining why you are moving and what you are looking for that is different than your current circumstance, you're at real risk of making the wrong move for the wrong reasons. 

Do you have any tips for how to do this sort of assessment?

Be honest and, with granularity, develop a deep understanding of the issue at hand. Ask yourself:

After time, should the attempts to resolve a matter not work, consider a move and plan accordingly. Having resolve and peace that a pivot is required will give clarity to your why.

And when your future employer asks, “How have you navigated a sticky situation and what were the results?” You are going to have an answer for them that really shows your problem-solving skills, grit, perseverance and resilience.

This sounds as much like therapy as career advice. 

My background as a behavior health therapist has shaped my approach. I view the attorney as a whole, so helping you to find a career that is life-giving, where you thrive in your work, is part of the assessment process. 

Once you know you need to make a move, how do you figure out what position is going to be life-giving?

Take the time to know the criteria, culture and compensation you are seeking in a new firm to ensure long-term fit. Don’t be afraid to say “no” to an opportunity if it is not the right fit. Other career opportunities will come along. Be patient!

Let’s say a job listing looks great on paper. What red flags are you looking for as you move through the hiring process?

In general, a firm should be selling and highlighting why you should come join them. If a firm is not engaged in recruiting you to their team, that is a red flag. 

Meet with as many people as possible during the interview process and, if possible, interview on site. Seeing a firm, feeling the culture and meeting in person will assist in gauging if an opportunity is the right match. Do your due diligence and invest in understanding the culture and expectations of a new role.

If you sense something is not right or off, trust your intuition; walk away.

What about from the employer point of view? As a recruiter, what are you helping them evaluate?

Firms are more focused than ever on finding long-term matches. I’m helping them look at fit and growth opportunities, and think about succession planning. 

Firms that invest in building a partnership with a legal recruiter benefit from having someone who understands the DNA of the firm helping them find the right match. Someone who can speak to why an attorney should leave their career and make a move to your firm is valuable.

Speaking of value, what’s a comp structure or benefit that attorneys underrate compared to base salary?

Always look at the big picture when evaluating compensation. While base salary is mortgage money, don’t minimize the bonus potential, as it can be lucrative. Inquiring about how bonuses have been paid over the last three years can give an indication of what to expect. Additionally, know who determines the bonus and what it is based upon: subjective, objective factors or a combination.  

Firms are also becoming creative with benefits such as unlimited time off, shutdowns between Christmas and New Year’s, paid days to volunteer, socials and on-site amenities. In addition, firms offer paternity and maternity leave as well as childcare stipends. Other interesting benefits may include bringing your dog to work.  

Working with a legal recruiter can help you compare offers and make sure you aren’t undervaluing your experience.

What’s a myth about legal recruiters you wish would die?

Legal recruiting is easy! Connecting people is complicated, and being able to match the whole person to a firm has nuances. 

There is also a perception that legal recruiters are untrustworthy. However, the best legal recruiters genuinely care about your career and are ethical. All information is confidential, and an attorney should be in control of their resume, meaning it should not go anywhere without their permission.

Bonus Round: What movie would you have people check out if they wanted to get a taste of what your job is like?

I am a fan of musicals and “Fiddler on the Roof” fits. The song “Matchmaker” is certainly apropos. 

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