At first glance, partners with portable practices who are interested in switching law firms appear to have an array of options. Law firms are aware of the fact that corporate legal budgets are being slashed, companies are keeping more legal work in-house and the competition for outsourced work is extremely fierce, so attracting lateral partners with successful portable practices is one of very few ways for law firms to increase their revenue. For some practice areas, the competition for talent is especially fierce, making lateral candidates with these practices feel they are in the driver’s seat when it comes to selecting their new law firm. Firms tend to be candid about the practice areas they are seeking to grow and the minimum thresholds of portable business they require, so identifying a potential fit seems like it should be easy.
Yet all too often candidates and external recruiters are puzzled as to why a firm decides to reject a particular partner, particularly when, on paper at least, that partner seems to have exactly the characteristics the firm is seeking. From time to time candidates return from meetings energized about an opportunity only to learn the feeling isn’t mutual. And no matter how many other options a candidate may have, this is still a rejection. As someone interviewing for a prospective job, you always want to make a great impression, and you want the ultimate decision to be yours. But even more importantly, you want to get off on the right foot with everyone you meet during the recruiting process, because beyond influencing your opportunities at a particular law firm, those you meet may have the ability to affect your overall reputation in the legal community and might possibly impact the amount of work referred to you. Paths cross often and in unexpected ways. By establishing positive relationships, you not only improve your chances of getting to an offer, you also enhance your ability to sustain a successful and thriving legal practice and a solid reputation in the marketplace.
