Winning the Interview: Insider Tips from Harrison Barnes of BCG Attorney Search

 

In this article, I’ll walk you through the essential strategies, tips, and even the anecdotes that have shaped the success of many candidates I’ve worked with. Whether you’re moving from a large firm where you’re a small fish in a big pond, or you’re simply looking for more hands-on responsibility and a chance to grow, these insights are designed to set you apart and ensure you’re remembered long after you leave the interview room.

Understanding the Firm and the Opportunity

Before you even set foot in (or log into) the interview, you need to know who you’re talking to. Take, for example, a recent opportunity with Constantine Canada—a firm renowned for its sophisticated commercial and antitrust litigation. Their reputation is built on challenging cases, high-end trial work, and an environment where attorneys can take on significant responsibility early in their careers. Firms like these don’t just hire based on credentials; they’re looking for candidates who can immediately contribute to complex, high-stakes matters.

When I speak to candidates about such roles, I always emphasize that it’s not simply a job change—it’s a strategic career move. Firms with a boutique reputation, like Constantine Canada, typically offer a more hands-on approach. Here, you’ll likely be involved in everything from trial work and antitrust litigation to whistleblower cases. This is a chance to not only refine your litigation skills but also to develop a specialty that will distinguish you in a crowded market. As you advance, having a niche expertise becomes a key competitive advantage in the legal field.

The Art of the Interview: Presentation and Professionalism

 

Dress for Success, Even on Zoom

In today’s digital age, many interviews are conducted virtually. Even if you’re in the comfort of your home, you must treat the interview as if it were face-to-face. I always remind candidates: "Your camera should be on, and you should dress formally." It’s a small detail that speaks volumes about your professionalism and respect for the firm. I recommend donning a coat and tie or the equivalent professional attire—even if the interview is remote. When you look the part, you not only feel confident, but you also convey that you take the opportunity seriously.
 

Setting the Stage

Before the interview begins, make sure you have a quiet, distraction-free environment. Test your technology ahead of time—double-check your internet connection, your webcam, and your microphone. A brief moment of technical preparation can prevent awkward delays and set a positive tone for the rest of the conversation. When you’re all set, take a deep breath and remember: you’re about to enter a dialogue with potential future colleagues.

Articulating Your Reasons for a New Opportunity

One of the most common—and challenging—questions in an interview is: "Why are you looking for a new position?" The answer to this question can either solidify your candidacy or derail it before you’ve had a chance to truly shine.
 

Demonstrating a Desire for Greater Responsibility

Many candidates, particularly those coming from large firms, feel that their current roles are too restrictive. You might be working long hours and putting in the effort, yet still be relegated to a narrow set of tasks that leave little room for growth. In our discussions, I often hear from attorneys who are eager for more involvement in litigation—the kind that allows them to “get their hands dirty” with substantive legal work. For instance, one candidate described their situation by saying that while they appreciated the rigorous fundamentals at their current firm, the hierarchical structure prevented them from taking on the heavy lifting required in challenging litigation. This is a great starting point.


Your answer should be straightforward and positive. Frame your response to show that you’re seeking an environment where you can further develop your skills and take on more meaningful responsibility. Say something like, “I’ve reached a point where I’m looking for a role that offers more direct involvement in case strategy and trial work. I want to be in a position where my contributions directly influence outcomes, and I believe a firm like Constantine Canada—with its focus on sophisticated commercial and antitrust litigation—provides the perfect platform for that.”
 

Avoiding Negative Remarks About Your Current Employer

While it’s important to be honest about your reasons, you should avoid any negative commentary about your current firm. Instead of dwelling on what your current job lacks, focus on the positive aspects of what you’re looking for. Emphasize the desire for growth and increased responsibility rather than complaints about your present situation.

Answering the Big Four Interview Questions

Law firms are not just evaluating your legal skills—they’re assessing whether you can fit into their culture and work effectively within their teams. Here are the four critical questions they have in mind:
 

1. Can You Do the Job?

This is fundamentally about your competence and the quality of your current work. Your resume is proof that you’re capable, but the interview is your chance to reinforce that with a confident discussion of your experience. Explain that you’ve consistently taken on challenging tasks and worked long hours, not simply as a measure of your work ethic, but as evidence of your commitment to delivering high-quality results.

I recall instances where candidates mentioned working “2,200 hours” at their current firm. While numbers alone aren’t the goal, they underscore a strong work ethic. However, make sure you temper such statements with an emphasis on efficiency and a desire to learn—not just to put in the hours, but to make each hour count by taking on more complex, higher-stakes matters.

• See Also: How Law Firms and Other Hiring Organizations Can Determine if an Attorney Has the Qualifications to Do the Job They Are Hiring For

 

2. Will You Commit to the Job?

Commitment is about your long-term vision. Firms are wary of candidates who might be unhappy or who view a new role as merely a stepping stone. When asked about your career trajectory, emphasize your intent to grow with the firm. Say things like, “I’m not just looking for a job; I’m seeking a long-term career where I can eventually take on leadership roles and contribute to the firm’s success.”
Illustrate your answer with examples—perhaps mention a time when you took on extra responsibility or led a project successfully. It’s not about boasting; it’s about providing tangible proof of your ability to commit and deliver over time.

• See Also: How Law Firms and Other Hiring Organizations Can Determine if an Attorney Will Do the Job Long Term

 

3. Can You Be Managed?

This question is less about obedience and more about teamwork and compatibility with the firm’s culture. Firms want to ensure that their new hires will integrate smoothly and follow the guidance of senior attorneys and partners. To address this, emphasize your flexibility, openness to feedback, and willingness to adapt to the firm’s established methods.

I often use a simple analogy: think of the relationship like that between a nanny and a family. Would you hire a nanny who complains about every little task or one who gets the job done reliably, even if it means doing things outside her comfort zone? The same goes for law firms. They prefer candidates who, like a good nanny, can take direction, work collaboratively, and support the team’s overall goals.

• See Also: How Law Firms and Other Hiring Organizations Can Determine if an Attorney Can Be Managed

 

4. Do You Want the Job?

This is perhaps the most critical question because it’s where your genuine enthusiasm must shine through. Firms are looking for candidates who not only can handle the work but who are also excited by the prospect of contributing to the firm. Demonstrate this by discussing what specifically excites you about the role.

For example, you might say, “I’m particularly drawn to this role because it offers the opportunity to work on high-profile antitrust cases. I’m excited by the challenge of engaging in sophisticated litigation that requires both strategic insight and tactical execution.” Use phrases that convey eagerness and passion. It’s essential to strike a balance: you want to show that you’re both competent and genuinely interested in making a meaningful impact.

• See Also: How Law Firms and Other Hiring Organizations Determine if a Candidate Wants the Job

Strategies for Demonstrating Competence and Commitment

 

Highlighting Your Experience

When discussing your experience, focus on specific examples that showcase your abilities. One candidate I worked with once detailed how, despite working long hours at a prestigious firm like Skadden, she was seeking a role where she could take on more responsibility—despite the new job being in a location like Martinsburg, West Virginia. Her success in landing multiple interviews and eventually securing offers, even when the compensation seemed lower, was a testament to her skill in “winning” interviews by conveying a deep-seated drive and commitment to excellence.

Such examples illustrate that the legal market values talent and determination. It’s not just about where you’ve worked; it’s about what you’ve done there and how you can apply that experience to benefit a new firm.
 

The Importance of Flexibility

Flexibility is a recurring theme in interviews. Whether it’s being open to working the hours that the firm demands or not setting rigid expectations about remote work, a candidate’s willingness to adapt can be a significant advantage. One common pitfall is to discuss preferences like remote work arrangements or flexible hours too early in the process. My advice is simple: express flexibility. When asked about work arrangements, reply with something like, “I’m very flexible and willing to adapt to the firm’s requirements. My priority is to contribute effectively and to learn as much as possible.” This approach prevents any premature disqualification and demonstrates that you’re primarily focused on the job itself.
 

Thinking of Your Interview Like a Client Pitch

I often tell candidates to view their interview as if they’re pitching to a client. In the early stages of your career, your partners and senior associates are essentially your clients. The way you interact with them in the interview should mirror how you’d win over an external client. This means being personable, showing genuine interest, and even asking insightful questions that indicate you’re already thinking about how to add value.

For instance, when the conversation turns to questions about what success would look like in the first 90 days, you can ask, “What would you like to see from me in the initial months that would make a real difference for the team?” Such questions signal that you’re not only prepared to work hard but that you’re also proactive in aligning yourself with the firm’s objectives.
 

Building Rapport: Communication Is Key

In my experience, the candidate who wins isn’t necessarily the one who talks the most—it’s the one who listens. One piece of advice I always give is to let the interviewer do more of the talking. Research, including some articles I’ve read in the Wall Street Journal, suggests that people like to talk about themselves. Allowing your interviewers to share their insights can create a positive connection. Aim to talk no more than 50% of the time.
 

Using Their Name Effectively

It might sound trivial, but using the interviewer’s name throughout the conversation can have a surprisingly positive impact. I recall mentioning in one session that if you use the interviewer’s name four or five times during the conversation, it builds a subtle rapport and makes them more inclined to view you favorably. This technique isn’t just about politeness—it’s about making the interaction personal and memorable.
 

Active Listening and Engagement

When you ask questions or respond to theirs, do so with active listening. This means nodding, maintaining eye contact (even over a video call), and following up on points they raise. Engaging in this way shows that you’re not only respectful but also truly interested in what they have to say. The more you build that connection, the more likely it is that they’ll see you as a natural fit for the team.

The Questions You Should Ask

The interview isn’t a one-way street. It’s also your opportunity to learn about the firm and determine if it’s the right environment for you. However, the questions you ask must be carefully chosen—they should be designed to elicit positive responses and reinforce your interest in contributing to the firm’s success.
 

Focus on Success and Contribution

Instead of asking questions about vacation time or remote work policies—which can come off as if you’re more interested in the perks than the position—ask questions that show your commitment to excellence. For example:
 

• “What does success look like in this role over the first 90 days?”
  This question demonstrates that you’re eager to hit the ground running and contribute immediately.
• “How can I best support the team’s goals and help drive the firm’s success?”
  By asking this, you position yourself as a team player who is ready to align with the firm’s priorities.
• “What are the key challenges in this role, and how can I prepare to address them effectively?”
  This shows that you’re forward-thinking and ready to tackle potential obstacles head-on.

 

Steering Clear of Controversial Topics

Some topics, such as pro bono work or questions about internal firm dynamics, might make your interviewers uncomfortable. My advice is to avoid these during the interview stage. Save them for later conversations or discussions once an offer is on the table. You want to steer the conversation in a way that makes the interviewers feel good about their decision to consider you—a positive interaction is key.
 

Asking About the Culture and Team

A firm’s culture is as important as the work they do. When you’re asking questions, try to get a sense of the team’s dynamics:
 

• “How would you describe the team’s culture and the typical working relationship between senior attorneys and associates?”
  This helps you gauge whether the environment is collaborative and if it will allow you to thrive.
• “Can you share an example of how a new associate successfully integrated into the team and made an impact early on?”
  Such a question not only shows your interest in success but also invites the interviewer to share a positive story, which can further build rapport.

Over the years, I’ve encountered countless examples that underscore these points. Let me share a few anecdotes that might resonate with you.
 

The Skadden Candidate’s Journey

I once worked with a candidate who had previously been with a top-tier firm like Skadden. Despite her impressive resume, she found herself in a situation where her spouse’s relocation forced her to consider roles in less prominent markets. Even in a location like Martinsburg, West Virginia—where the compensation was significantly lower than in New York—her interview skills and winning attitude allowed her to secure multiple job offers. What set her apart was her ability to adapt her narrative to emphasize her desire for greater responsibility and her proven track record of hard work. In her interviews, she didn’t dwell on the reduced salary; instead, she showcased her willingness to “win” by bringing the same energy and commitment regardless of the circumstances.
 

The Nanny Analogy

I often draw parallels between the legal profession and other service-oriented roles. Imagine you’re hiring a nanny to take care of your children. Would you hire someone who constantly complains about mundane tasks like washing dishes or running errands? Likely not. You’d want someone who understands that every task, no matter how small, is an opportunity to demonstrate care and reliability. In the same vein, law firms are looking for attorneys who can take on every task—big or small—with equal enthusiasm. If you come across as someone who might resist following instructions or complain about tasks that are part of the job, you’re likely to be passed over. This analogy isn’t meant to be demeaning; rather, it’s a simple way to illustrate that being a team player and showing a readiness to tackle any challenge is critical in our profession.
 

Using a Client-Centric Mindset

Another perspective I stress is viewing your interview like a client pitch. In your early career, your partners and senior associates are your “clients.” They need to feel that you’re on their side—that you understand their challenges and are committed to solving them. One effective strategy is to ask questions that would be typical in a client conversation, such as, “What would make my contribution stand out in the first few months?” or “How can I best align with your expectations from day one?” This approach not only highlights your proactive attitude but also demonstrates that you’re already thinking in terms of how to add value.

The Critical Role of Communication

It’s often said that communication is the cornerstone of success—and nowhere is this more true than in an interview setting. Let’s break down the key elements that can make or break your conversation with potential employers.
 

Let Them Talk

Research and my own experience both indicate that people generally enjoy talking about themselves. When you allow the interviewers to speak, you create a space for them to express their values, their expectations, and their vision for the firm. By listening actively and asking follow-up questions, you not only learn more about the firm’s culture but also build a connection that goes beyond the formalities of the interview.
 

Speaking with Clarity and Enthusiasm

When you speak, clarity and enthusiasm are paramount. Avoid rambling or getting bogged down in too many technical details. Instead, aim for concise, impactful statements that underscore your capabilities. For example, rather than simply stating that you’ve worked long hours, illustrate how those hours translated into meaningful accomplishments—perhaps a case that you helped drive to a successful conclusion or a complex litigation matter you navigated with aplomb.
 

Name-Dropping (The Right Way)

A subtle but effective tactic is the strategic use of the interviewer’s name during your conversation. Using their name a few times can make the interaction feel more personal and engaging. It’s a small detail that can leave a lasting impression—one that signals you’re not only respectful but also genuinely interested in forging a connection.

Wrapping It All Together: Your Game Plan for Success

Now that we’ve covered the key points, let’s bring it all together into a game plan that you can use the next time you prepare for an interview.

1. Preparation Is Key
Before the interview, research the firm thoroughly. Understand the types of cases they handle, the culture they promote, and the career paths available within the organization. The more you know, the better you can tailor your responses to align with their expectations.

2. Present Yourself Professionally
Whether it’s a virtual meeting or an in-person interview, ensure that you’re dressed appropriately. A neat, professional appearance—complete with a coat and tie even when you’re at home—speaks to your respect for the opportunity and the firm. This visual cue is a subtle yet important part of the overall impression you make.

3. Craft Your Narrative
Be ready to answer the big questions:

• Can you do the job? Highlight your work ethic and relevant experience.
• Will you commit to the job? Demonstrate your long-term vision and readiness to take on increased responsibility.
• Can you be managed? Emphasize your team spirit and your willingness to adapt to the firm’s culture.
• Do you want the job? Show genuine enthusiasm for the role and the firm’s mission.

Your narrative should be positive and forward-looking. Focus on your aspirations, your proven track record, and how the role fits into your broader career trajectory.

4. Engage Actively
During the interview, make a concerted effort to listen actively. Let the interviewer do much of the talking, and use their input to guide your questions. This not only builds rapport but also ensures that you’re addressing the issues most important to them.

5. Ask Insightful Questions
When the opportunity arises for you to ask questions, focus on those that reinforce your commitment and eagerness to contribute. Avoid topics that might raise red flags about your priorities—such as overly detailed questions about remote work or vacation policies—until after you’ve received an offer. Instead, ask about success metrics, team dynamics, and how you can best add value to their organization.

6. Follow Up
After the interview, a thoughtful follow-up can further reinforce your interest and professionalism. A brief note thanking the interviewer for their time—and perhaps touching on a specific aspect of the conversation that resonated with you—can set you apart from other candidates. This small gesture is often remembered and can tip the scales in your favor.
At the end of the day, interviewing is as much an art as it is a science. It’s about balance—between confidence and humility, between speaking and listening, and between showcasing your skills and demonstrating your fit with the firm’s culture. My advice, drawn from decades of experience at BCG Attorney Search, is to approach each interview as a two-way conversation. Think of it as a chance not only to prove your worth but also to determine whether the firm is the right environment for you to flourish.

Remember, every interview is a learning opportunity. Even if a particular conversation doesn’t lead to an offer, it’s a chance to refine your approach, improve your communication skills, and better understand what firms are looking for in their future attorneys. Keep evolving your strategy, stay updated on industry trends, and always be willing to adapt based on the feedback you receive.

By focusing on what matters most—demonstrating your competence, commitment, manageability, and genuine desire for the job—you can confidently navigate the complexities of legal interviews. Think of it as a game, one where you are both a competitor and a collaborator. Your ultimate goal is to not only win the offer but also to build a foundation for long-term success in your legal career.
To ensure you walk into your next interview fully prepared, here’s a quick recap of the major points we’ve covered:

• Research the Firm: Understand their practice areas, culture, and the responsibilities associated with the role. Know what sets them apart, such as their focus on sophisticated litigation and specialized areas like antitrust and commercial litigation.
   
• Dress and Set Up: Always have your camera on, dress formally—even if it’s a virtual interview—and make sure your environment is free of distractions.
   
• Articulate Your Motivation: Clearly explain why you’re seeking a new position. Emphasize your desire for increased responsibility, better opportunities for growth, and the need for a more dynamic work environment.
   
• Answer the Big Questions:
  • Can you do the job? Discuss your past experience, your work ethic, and your proven ability to handle demanding tasks.
  • Will you commit to the job? Express your long-term vision, your willingness to grow with the firm, and your dedication to becoming an integral part of the team.
  • Can you be managed? Highlight your flexibility, teamwork, and readiness to follow established protocols.
  • Do you want the job? Show genuine enthusiasm, discuss what excites you about the role, and articulate how the position aligns with your career goals.
     
• Engage in the Conversation: Use the interviewer’s name, listen actively, and let them talk about their experiences and expectations. This not only builds rapport but also provides you with valuable insights into the firm’s culture.
   
• Ask Insightful Questions: Instead of focusing on benefits like vacation time or remote work early on, ask questions that emphasize your desire to contribute and excel. Inquire about success metrics, team dynamics, and the firm’s long-term vision.
   
• Follow Up: After the interview, send a personalized thank-you note that reinforces your interest and recalls specific points from the conversation.

If there’s one piece of advice I’d like you to take away from this discussion, it’s this: treat every interview like you’re pitching to a client. At the beginning of your legal career, the people you work for are your clients. They want to see that you’re not just capable in theory but that you’re also ready to contribute practically and with passion. The firm you’re interviewing with is looking for someone who can seamlessly integrate into their team, adapt to their processes, and ultimately drive success both for themselves and for the firm as a whole.

I’ve seen candidates transform their careers by adopting this mindset—by focusing on building relationships, asking the right questions, and conveying a sincere desire to be part of something bigger than themselves. It’s not enough to simply have a stellar resume; you need to demonstrate that you’re the kind of person who makes every interaction count.

So, whether you’re interviewing with a renowned boutique firm like Constantine Canada or another prestigious organization, go into that room with confidence, clarity, and a genuine passion for what you do. Prepare your narrative, polish your communication skills, and remember that every question you answer or ask is an opportunity to showcase why you’re the perfect fit for the role.

In the high-stakes world of litigation and legal practice, where every case and every client matters, the ability to present yourself effectively is as crucial as your legal acumen. Embrace the challenge, learn from each experience, and above all, stay true to your commitment to excellence. With these strategies in hand, you’re not just preparing for an interview—you’re laying the foundation for a successful and fulfilling legal career.

Good luck, and remember: when you walk into that interview, you’re not just looking for a job; you’re looking to win the case for your own future.

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About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

A Reach Unlike Any Other Legal Recruiter

Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations-from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:

• Immigration Law
• Workers Compensation
• Insurance
• Family Law
• Trust and Estate
• Municipal law
• And many more...

This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.

Proven Success at All Levels

With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

• Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
• Elite boutique firms with specialized practices
• Mid-sized firms looking to expand their practice areas
• Growing firms in small and rural markets

He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success - The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm's unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison's legal career insights are the most widely followed in the profession.

• His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
• He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
• His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
• He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

Submit your resume today to start working with him: Submit Resume Here

With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials-he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

• Finds and creates job openings that aren't publicly listed, giving attorneys access to exclusive opportunities.
• Works closely with candidates to ensure their resumes and applications stand out.
• Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.

This level of dedicated support is unmatched in the legal recruiting industry.

A Legal Recruiter Who Changes Lives

Harrison believes that every attorney-no matter their background, law school, or previous experience-has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

He has worked with:

• Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
• Senior attorneys who believed they were "too experienced" to make a move and found better roles with firms eager for their expertise.
• Attorneys in small or remote markets who assumed they had no options-only to be placed at strong firms they never knew existed.
• Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.

For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist-often in places they never expected.

Submit Your Resume Today - Start Your Career Transformation

If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison's expertise will help you take control of your future.

Submit Your Resume Here to get started with Harrison Barnes today.

Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.

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.