Quick Checklist: Protecting Your Interests with a Recruiter

Take these steps to ensure you are best protecting your interests when working with a legal recruiter:

  • If you wish to authorize a recruiter to speak to an employer on your behalf, authorize the recruiter in writing to present you to that particular employer.
  • Never provide a recruiter with “carte blanche” to “see what’s out there.” This is granting unmonitored disclosure of your identity and interests to the market.
  • Don’t hesitate to ask the recruiter direct and pointed questions such as, “How long have you been recruiting?” or “Have you previously placed any partners with this firm?”
  • Keep a spreadsheet of where you have been submitted, by whom, the dates, and the status.
  • Make sure you have protected against dual-submissions (i.e., your information being sent to the same firm by different sources).
  • If you want a recruiter to be your search quarterback, select the recruiter like you would select a doctor for a health issue.
  • Do research and trust your instincts.
  • Consider using a recruiter who is a member of the National Association of Legal Search Consultants (NALSC) and, as such, abides by the NALSC Code of Ethics®.

Subscribe for Updates

Your information will be kept confidential.

Picture of Author: Dan Binstock

Author: Dan Binstock

Dan co-owns Garrison & Sisson, where he focuses on lateral partner and practice group placements. He has consistently been recognized as one of the Top 100 Global Legal Strategists and Consultants by LawDragon, and authored "The Attorney's Guide to Using (or Not Using) Legal Recruiters." Dan is the Immediate Past President of the National Association of Legal Search Consultants (NALSC), where he also served as Chair of the Ethics Committee. Visit here to learn more about Dan, or contact him confidentially with any questions at (202) 559-0492 or dbinstock@g-s.com.

Search Lateral Partners.com

Table of Contents