Use this checklist to evaluate potential legal recruiters.
Experience
- Is the recruiter a referral or endorsed by someone you trust?
- Does the recruiter have experience placing partners or practice groups?
- Does the recruiter have experience placing partners in your practice area such that he/she knows the nuances?
- If you are called by a recruiter about a search, how knowledgeable is the recruiter about the particular firm?
- Does the recruiter truly understand law firm finances and economics (beyond profits-per-partner) and how this intersects with the process?
Approach
- Does the recruiter ask questions regarding what you wish to accomplish with a move to a different employer?
- Does the recruiter ask hard, pointed questions about your practice to gain a clear understanding?
- Does the recruiter offer tangible feedback on how you should best approach your search — or the particular opportunity — based on the unique nature of your practice?
- Does the recruiter respond to you in a prompt and comprehensive manner?
- Does the recruiter ask to meet with you (via video or in person), outline his/her approach, and offer to review your materials and assist you with things such as preparing for interviewing, sharing insight on firms, etc.?
- Will the recruiter hone in on questions that an employer is likely to ask and help you navigate any potential speedbumps?
- What is the quality of the recruiter’s written correspondence with you (content and format)?
- How often will the recruiter keep you updated/apprised of the status?
- Will the recruiter prepare a detailed cover letter that addresses important background information regarding you, your practice, the reason for considering a move, and other information that firms want to know at the outset?
- Is the recruiter a member of NALSC®, and therefore bound by the NALSC Code of Ethics®?
Remember, the recruiter with whom you select to work directly reflects upon you as a candidate.
