Hiring Misfires Show Need for Tougher Law Firm Vetting

, The Am Law Daily


In less than a year, Big Law has seen at least three lateral hires go seriously, even criminally, awry.

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What's being said

  • Andrea Mercado

    Recruiters get a bad rap in this. We have no means of independently verifying book size and can‘t control if a candidate provides us with an overstated or unrealistic number. Good recruiters are interested in establishing and maintaining ongoing relationships with their clients--and do not see their roles as making one-off "sales" of human beings. If a placement fails to stick, the client looks at subsequent introductions from the introducing recruiter more suspiciously and is less likely to provide them with the inside track on a targeted need. Someone I worked for once said that a law firm would accept a candidate from Attila the Hun if the economics, academics and experience were a good fit. Savvy firms look to find recruiters who combine sourcing skills with insight into their cultures and how their business models and practices work. Andrea Mercado Audrey Golden Associates, Ltd.

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