I'm a junior corporate associate looking to lateral and would like some guidance on the best way to engage a recruiter. Here are some questions I have. Thanks!
1. Is there any easy way to differentiate the 'good' recruiters who can likely actually place me at a solid firm vs. the ones who are 'all-talk'?
2. Can I engage multiple recruiters at the same time?
Recruiters: What to Know Forum
Forum rules
Anonymous Posting
Anonymous posting is only appropriate when you are revealing sensitive employment related information about a firm, job, etc. You may anonymously respond on topic to these threads. Unacceptable uses include: harassing another user, joking around, testing the feature, or other things that are more appropriate in the lounge.
Failure to follow these rules will get you outed, warned, or banned.
Anonymous Posting
Anonymous posting is only appropriate when you are revealing sensitive employment related information about a firm, job, etc. You may anonymously respond on topic to these threads. Unacceptable uses include: harassing another user, joking around, testing the feature, or other things that are more appropriate in the lounge.
Failure to follow these rules will get you outed, warned, or banned.
-
Anonymous User
- Posts: 432784
- Joined: Tue Aug 11, 2009 9:32 am
Re: Recruiters: What to Know
1. word of mouth/reviews from people you know or via people you knowAnonymous User wrote: ↑Tue May 03, 2022 1:35 pmI'm a junior corporate associate looking to lateral and would like some guidance on the best way to engage a recruiter. Here are some questions I have. Thanks!
1. Is there any easy way to differentiate the 'good' recruiters who can likely actually place me at a solid firm vs. the ones who are 'all-talk'?
2. Can I engage multiple recruiters at the same time?
2. yes
-
Anonymous User
- Posts: 432784
- Joined: Tue Aug 11, 2009 9:32 am
Re: Recruiters: What to Know
From a mid-level who lateraled from a V50 to a V5 very recently: I browsed the online bios and linkedins of recruiters at the biggest shops (Lateral Link, Major Lindsey, etc.), and picked the recruiter who had the most years of experience, who previously worked as a corporate associate at a big law firm, and who was an alum of my school.
The value of a recruiter comes in: (1) their experience/inside knowledge of how law firms operate and (2) their relationships with the HR departments of law firms (I used to think that any recruiter who said they had a relationship with the HR department was BS but I read my recruiter's correspondence with one law firm and he seemed like he regularly spoke to them and had a good relationship). As a result, I figured that experienced recruiters who worked at the bigger recruiter shops would be the best choice.
My recruiter helped me negotiate a higher signing bonus by revealing to me the numbers that his prior candidates received.
Good luck.
The value of a recruiter comes in: (1) their experience/inside knowledge of how law firms operate and (2) their relationships with the HR departments of law firms (I used to think that any recruiter who said they had a relationship with the HR department was BS but I read my recruiter's correspondence with one law firm and he seemed like he regularly spoke to them and had a good relationship). As a result, I figured that experienced recruiters who worked at the bigger recruiter shops would be the best choice.
My recruiter helped me negotiate a higher signing bonus by revealing to me the numbers that his prior candidates received.
Good luck.
