Should I use a recruiter? Forum

[Anonymous User]

Why don't I just submit my resume on law firms' websites myself? Or does the recruiter know openings that are not publicly posted?

[Anonymous User]

Yes, definitely use a recruiter. Law firm websites are very disorganized. Recruiters have databases of job openings and databases of email addresses to reach out directly to HR (and sometimes they have relationships that will help nudge your resume along). If you use a recruiter, you don't need to draft your own cover letter - recruiters do that for you which saves a whole headache. They can also give you information about negotiating higher offers (although associates don't have much leverage in this market).

I am speaking from experience - I used a recruiter once and I also applied directly at one point.

[Anonymous User]

Using a recruiter paid off for me because my boutique almost exclusively hired through recruiters at the time. I think a personal recommendation by somebody at the firm is better. But you won't always have one of those.

[nealric]

It depends on what employers you are targeting, who you know at the employers, and your current seniority. There is no blanket rule. But it is the case you should almost never just send off application through biglaw firm websites with the possible exception of summer associate recruiting.

If you do get a recruiter, don't just go with the first person who cold calls you. A bad recruiter can be worse than useless. Also keep in mind that you will have misaligned incentives. The recruiter's goal is to get you into a job - ANY job that will pay their fee. Your goal is a job better than your current one. Don't blindly trust the recruiter's sales pitch.

[nealric]

Yes, definitely use a recruiter. Law firm websites are very disorganized. Recruiters have databases of job openings and databases of email addresses to reach out directly to HR (and sometimes they have relationships that will help nudge your resume along). If you use a recruiter, you don't need to draft your own cover letter - recruiters do that for you which saves a whole headache. They can also give you information about negotiating higher offers (although associates don't have much leverage in this market).

I am speaking from experience - I used a recruiter once and I also applied directly at one point.

If you use a cover letter and apply blindly, you are doing it wrong.

The non-recruiter way to lateral is to call up someone you know at various employers (or a second/third order connection) and set up an informational/networking interview and let them know you are looking to make a move. It's more leg work, but you can often create openings that don't exist for any recruiter this way. A lot of firms are always hiring for the right candidate even if they haven't posted anything or told a recruiter about it, but adding a recruiter to the mix ups the cost and is considered less valuable than an insider vouching for the quality of the candidate. You can also get more insight into the personalities involved.

[gregfootball2001]

IMO, you should use a recruiter if (1) there is an unpublished opening, or (2) there is a published opening and you don't know anyone at the firm who can vouch for you. Otherwise, apply yourself and have your friend speak to HR on your behalf. That way the firm doesn't have to pay the recruiter fee, your friend gets the finder's fee, and everyone's happy.

[Anonymous User]

Yes, definitely use a recruiter. Law firm websites are very disorganized. Recruiters have databases of job openings and databases of email addresses to reach out directly to HR (and sometimes they have relationships that will help nudge your resume along). If you use a recruiter, you don't need to draft your own cover letter - recruiters do that for you which saves a whole headache. They can also give you information about negotiating higher offers (although associates don't have much leverage in this market).

I am speaking from experience - I used a recruiter once and I also applied directly at one point.

If you use a cover letter and apply blindly, you are doing it wrong.

The non-recruiter way to lateral is to call up someone you know at various employers (or a second/third order connection) and set up an informational/networking interview and let them know you are looking to make a move. It's more leg work, but you can often create openings that don't exist for any recruiter this way. A lot of firms are always hiring for the right candidate even if they haven't posted anything or told a recruiter about it, but adding a recruiter to the mix ups the cost and is considered less valuable than an insider vouching for the quality of the candidate. You can also get more insight into the personalities involved.

Sorry for the necro, but can you expand on this? Why would it be better to reach out to an associate for a networking call and then asking of any possible openings as opposed to reaching out to the firm's recruiting team? Don't both routes ultimately make their way to the hiring party? Talking to associates just seems to have the added risk of getting burned and canned by your current firm, or wasting your time if the associates doesn't have the time or motivation to help you out.

[Anonymous User]

An internal referral helps because the firm has someone they trust vouch for you that you're a normal person. If the associate happens to be close to the key partners, that's going to be even better.

Firms have budgets for lateral hiring. They're just not going to reject a good candidate because they used a recruiter. You don't want to go to a firm if they're not willing to pay to get you.

[nealric]

Yes, definitely use a recruiter. Law firm websites are very disorganized. Recruiters have databases of job openings and databases of email addresses to reach out directly to HR (and sometimes they have relationships that will help nudge your resume along). If you use a recruiter, you don't need to draft your own cover letter - recruiters do that for you which saves a whole headache. They can also give you information about negotiating higher offers (although associates don't have much leverage in this market).

I am speaking from experience - I used a recruiter once and I also applied directly at one point.

If you use a cover letter and apply blindly, you are doing it wrong.

The non-recruiter way to lateral is to call up someone you know at various employers (or a second/third order connection) and set up an informational/networking interview and let them know you are looking to make a move. It's more leg work, but you can often create openings that don't exist for any recruiter this way. A lot of firms are always hiring for the right candidate even if they haven't posted anything or told a recruiter about it, but adding a recruiter to the mix ups the cost and is considered less valuable than an insider vouching for the quality of the candidate. You can also get more insight into the personalities involved.

Sorry for the necro, but can you expand on this? Why would it be better to reach out to an associate for a networking call and then asking of any possible openings as opposed to reaching out to the firm's recruiting team? Don't both routes ultimately make their way to the hiring party? Talking to associates just seems to have the added risk of getting burned and canned by your current firm, or wasting your time if the associates doesn't have the time or motivation to help you out.

Reaching out to someone you know is superior to a recruiter because it's someone who can vouch for you. Even if it's a friend of a friend situation, if you talk to them for a bit, they can at least vouch that you seem to be a decent fit after a 30 minute phone call. Another advantage is you should be able to get honest feedback and information about the group you'd be working in. A recruiter can't always be trusted to do that.

[nealric]

An internal referral helps because the firm has someone they trust vouch for you that you're a normal person. If the associate happens to be close to the key partners, that's going to be even better.

Firms have budgets for lateral hiring. They're just not going to reject a good candidate because they used a recruiter. You don't want to go to a firm if they're not willing to pay to get you.

You'd be surprised. Employers can be cheaper about recruiter fees. I've been banned from accepting recruiter referrals for in-house hiring. It was for a very good job with a good company.

That said, few v50 firms would turn down a candidate because they used a recruiter. However, I did have a v10 partner whose group I was looking to join view it as a positive that I did not come in through a recruiter.