Finding Great Legal Recruiters Requires Careful, Precise Vetting

Life as an attorney is demanding—relentless deadlines, client needs, and constant pressure to perform. At some point, you may have received a recruiter’s call about a “game-changing opportunity.” Perhaps the timing felt perfect because of frustration with your employer, career stagnation, or simple curiosity about new roles.

But before placing your career in a recruiter’s hands, ask yourself: Is this the right person to guide my professional future?

Far too often, sophisticated attorneys react to cold outreaches without assessing the recruiter’s skills, experience, or reputation. As an unregulated industry with no bar to entry, the risk of being contacted by somebody who is incompetent or driven primarily by money is quite high.

This article covers the advice I give to both associates and partners who ask me about recruiters, and what I’ve learned from being on the law firm side for more than 20 years.

Work with a recruiter isn’t transactional—it’s about entrusting someone with the trajectory of your career. A bad recruiter can mishandle your reputation, squander relationships, or even sideline your growth. A great one can transform your career.

Treat the process of vetting recruiters with the same care and precision you apply to your legal work or finding the best doctor to perform an important surgery. The best recruiters understand your goals, align opportunities to your strengths, and advocate for you in meaningful ways.

The risks of partnering with a lackluster recruiter are real. An inexperienced or careless recruiter might circulate your resume without consent, possibly alerting your current employer or damaging key relationships. Or they might do a poor job at explaining your background and interest, causing an employer to make incorrect assumptions that can tank a deal at the start.

Such errors can harm your reputation and your career transition process in ways that are challenging to repair. A weak recruiter may push ill-fitting roles simply to close a deal—missing the nuances that define a successful placement—or hide information about a practice group, partner, or firm that might result in a negative career chapter.

However, a skilled recruiter can be transformative if they act as your adviser, coach, and advocate. A trusted professional takes the time to understand your motivations, clarify your goals, and support you throughout the process.

Their credibility with legal employers allows them to negotiate successfully and secure fits that benefit everyone involved, making the difference crystal clear. And a respected recruiter is a positive reflection on you.

Important Questions

How do you spot the difference between excellent recruiters and those who just “churn-and-burn” to meet their quota of cold calls each day? Here are five key factors to evaluate—and accompanying questions to ask:

Command of the legal market: The best recruiters have strong legal industry expertise. They understand practice group trends, firm dynamics, and what makes for a good fit beyond surface-level qualifications. A true strategic partner, they tailor their guidance to you.

Ask them: Do you have a particular area of expertise? How many placements have you made in my practice area? If you are contacted about an “exclusive” search or on behalf of a specific firm, ask, “What about my background and experience is of specific interest? Who asked you to reach out to me?

Strong relationships and market trust: Seasoned recruiters have built years of credibility with employers and their decision-makers. These relationships allow access to confidential or off-market opportunities that less trusted recruiters can’t access.

Law firms decidedly don’t work with certain recruiters or search firms due to poor behavior or bad reputation in the market, such as having submitted resumes or biographies without that attorney’s consent, violating non-solicitation provisions in the firm/search firm fee agreement, or failing to have a fee agreement in place.

Be aware that some recruiters may not even be able to work with certain firms (who they claim they might be calling about). Or short of that, a submission from that search firm might just go to the bottom of the law firm’s candidate pile or never even get considered.

Ask them: Can you share examples of firms or practice leaders you’ve worked closely with, or how your relationships have benefited candidates like me? Are there any firms with which you don’t work but could be a fit in my practice area?

No single recruiter works with all firms, and this is helpful to understand.

Dedication to long-term success: Strong recruiters are candidate-driven, not just focused on closing a deal. They invest time in understanding your aspirations, listening to your concerns, and recommending only roles that align with your goals.

Red flags include rushing candidates into quick decisions or bypassing their priorities.

Ask them: What is your approach to assessing whether you think a firm or position is a good fit? What is your track record of candidates remaining at the firm where you placed them?

Ethics and transparency: Trust and integrity are crucial. Look for recruiters who seek your consent in writing before sharing your details.

They should keep you informed at each stage and operate with full confidentiality and transparency to ensure you’re in control of your career.

Ask them: Can you walk me through how you approach confidentiality? How do you approach updates and communication during the recruiting process?

Standout reputation: Testimonials from attorneys or firms they’ve worked with can reveal whether they truly act as a trusted partner and an advocate who consistently delivers value.

Given the importance of confidentiality, actual attorney references may not always be practical, but many good recruiters have written testimonials from former candidates who are more than happy to share their positive experiences.

Ask them: Do you have testimonials or references from former candidates you’ve worked with?

Every step in your legal career affects your trajectory. Placing your career in the hands of the wrong recruiter is essentially saying yes to someone else’s priorities. A poorly executed placement could leave you worse off than when you started.

By contrast, partnering with a recruiter who serves as a thoughtful adviser allows you to maximize every opportunity. A great recruiter helps you strategically advance and achieve success, ensuring that the opportunities they present align with your goals.

Attorneys often pride themselves on the trust and professionalism they build with their clients. Hold your recruiter to the same high standards that your clients expect of you. Your career deserves it.

This article does not necessarily reflect the opinion of Bloomberg Industry Group, Inc., the publisher of Bloomberg Law, Bloomberg Tax, and Bloomberg Government, or its owners.

Author Information

Deverie Hart is senior manager for lawyer talent acquisition at Davis Wright Tremaine in Seattle.

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