Why Law Firms Are Reluctant to Hire Unemployed Attorneys Making a Lateral Move—and How to Overcome It.pptx

Discover why many law firms hesitate to hire unemployed attorneys seeking lateral positions—and how you can overcome this challenge. This explains the perceptions behind employment gaps, what firms look for in lateral candidates, and proven strategies to rebuild credibility, strengthen your narrative, and position yourself as a valuable hire in the legal market.

1. Why Law Firms Are Reluctant to Hire Unemployed Attorneys Making a Lateral Move—and How to Overcome It BY HARRISON BARNES

2. Introduction

3. If you are unemployed and seeking a law firm position, you face an uphill battle. In the largest and most sophisticated markets, it can be nearly impossible to secure a new role without current employment. Law firms often avoid unemployed candidates for several reasons. Introduction

4. Being unemployed can make you appear “thrown out” of the profession—similar to being cast out of a primitive tribe, left without support or protection. This creates a perception that you are an “untouchable,” as firms instinctively distance themselves when others already have. Introduction

5. This may not be pleasant to hear—but you must understand these reasons if you want to overcome them. You need to know what to say and how to respond to each criticism. Preparation and awareness give you the best chance to succeed in your job search. Introduction

6. 1. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

7. If you are not currently working, most law firms will assume you were fired. They are generally not interested in explanations about why you are unemployed. Regardless of your cover letter, they will quickly reach this conclusion. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

8. Law firms believe something negative happened at your last job. They assume you were let go for reasons that may signal risk to them. As a result, they will often avoid moving forward with your application. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

9. You Did Something Really Bad Attorneys are fired all the time for doing bad things. I speak with attorneys in this position every week. Many firings happen for reasons that seem small or careless, but they still cost careers. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

10. You Did Something Really Bad Common Reasons Attorneys Get Fired Lying about hours (padding timesheets). Lying about expense accounts or stealing from the firm (e.g., one attorney earning $400,000 was fired over a $280 expense). Sexual-harassment-related issues. Posting inappropriate content on social media. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

11. You Did Something Really Bad Common Reasons Attorneys Get Fired Missing critical responsibilities (e.g., not showing up for an important closing). Sharing client business secrets with relatives who trade on them. Extreme double-life cases: e.g., a patent litigation attorney in the Bay Area secretly working as a tech executive full-time while also billing hours at a major law firm. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

12. You Did Something Really Bad If you do something really bad, law firms assume that you will do something bad there as well and will want absolutely nothing to do with you. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

13. Your Work Was Not Good Enough, and You Were Not Adding Enough Value Some attorneys are sloppy, overlook details, or make repeated mistakes. Poor work may be occasional—or a long-term pattern. Law firms let go of associates and even partners who fail to meet quality standards. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

14. Your Work Was Not Good Enough, and You Were Not Adding Enough Value Top law firms serve high-paying clients who expect the best. If your work is not up to par, you will often be fired. Firms cannot risk client trust by keeping weak performers. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

15. Your Work Was Not Good Enough, and You Were Not Adding Enough Value New firms assume past performance problems will repeat. They do not want to inherit another firm’s “rotten apples.” Poor work reputation makes it nearly impossible to get hired again. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

16. You Were Unable to Get Enough Work from Other Attorneys in the Firm One of the most common reasons law firms fire attorneys is low billable hours. While senior attorneys can sometimes be let go despite high hours, this is rare. Most firings happen when hours fall too low. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

17. You Were Unable to Get Enough Work from Other Attorneys in the Firm Law firms often presume unemployed attorneys were let go due to low hours. Low hours suggest lack of demand, weak performance, or inefficiency. This assumption makes it harder to get hired elsewhere. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

18. You Were Unable to Get Enough Work from Other Attorneys in the Firm Attorneys are expected to network with colleagues to generate work. Success comes from both strong networking and doing quality work. The best attorneys consistently get assignments from others, regardless of practice area. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

19. You Were Unable to Get Enough Work from Other Attorneys in the Firm Shows your ability to get work from other attorneys. Demonstrates potential to attract clients in the open market. Proves you can generate “repeat business” inside the firm. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

20. You Were Unable to Get Enough Work from Other Attorneys in the Firm If you could not get work from other attorneys, firms assume something is wrong. Low hours often signal weak networking ability. Other firms will avoid candidates seen as unable to build internal relationships. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

21. If You Are Senior, You Did Not Show Potential to Generate Significant Business for the Firm in the Future If a senior associate is fired, other firms assume it’s due to lack of business potential. At this level, firms expect signs you can generate significant work. Without this, you are viewed as a liability They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

22. If You Are Senior, You Did Not Show Potential to Generate Significant Business for the Firm in the Future Ability to generate work for yourself and for others in the firm. Demonstrated potential to attract and keep clients. A clear path toward building a book of business. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

23. If You Are Senior, You Did Not Show Potential to Generate Significant Business for the Firm in the Future Senior attorneys require higher compensation to support their lifestyle. Without business, they become expensive with little return. Firms prefer to invest in attorneys who can sustain themselves through client work. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

24. You Had an Attitude Problem Many attorneys have attitude problems—unhappy with superiors, the environment, workload, type of work, peers, or compensation. Dissatisfaction is not welcome in large law firms. Bad attitudes hurt morale, productivity, client relations, and often lead to poor work. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

25. You Had an Attitude Problem Firms want attorneys who make the workplace pleasant, not those who bring others down. Law firms prefer to fire or avoid people they suspect have negative attitudes. If you are unemployed, firms may assume you were let go for having a bad attitude. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

26. You Were Not As Good As Your Peers—Who Were Not Fired When law firms lay off attorneys, they rarely let everyone go. They release those they see as the least valuable to the “tribe.” This could be due to low hours, weak skills, poor attitude, or lack of networking. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

27. You Were Not As Good As Your Peers—Who Were Not Fired Attorneys let go are often seen as less desirable than their peers. New law firms do not want to hire another firm’s “undesirables.” They want candidates who were considered valuable enough to keep. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

28. You Are Not a Cultural Fit for Your Law Firm No matter where you work, you are expected to fit in. Just like fraternity photos show changing norms over decades, each group has its own way of looking and acting “normal.” Law firms are no different—each has its own culture. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

29. You Are Not a Cultural Fit for Your Law Firm What is expected and accepted in one firm may not be the same in another. If you do not fit in with the culture, you risk losing your job. Attorneys are expected to adapt and fit in wherever they go. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

30. You Are Not a Cultural Fit for Your Law Firm Law firms call their members “partners” for a reason. Beyond sharing income and expenses, partners often share work styles, speech, and mannerisms. Associates and others follow suit—fitting in is part of survival in a law firm. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

31. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm Many attorneys are let go simply because they do not seem like a good fit. This could be due to work style, asking too many questions, or difficulty taking assignments. Firms often sense when someone is not suited for long-term success in a law firm. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

32. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm Certain personality types often struggle inside law firms: Very outgoing and people-oriented attorneys. Highly entrepreneurial attorneys. Attorneys with many outside interests. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

33. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm Some people simply do not belong in law firms. If you appear uncomfortable or out of place, firms will notice. When the environment doesn’t work, law firms will let you go. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

34. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm Law firms assume you would never leave a job voluntarily. Most attorneys have major expenses: rent, student loans, car, house, family support. If you are not working, firms believe you must have been fired. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

35. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm Attorneys have significant financial obligations: High rent in major cities. Student loans and ongoing expenses. Family responsibilities—house, car, spouse, children. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

36. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm Firms conclude you would never walk away from income willingly. If you are unemployed, they presume you were let go. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

37. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm If you do not have expenses to pay, firms assume you are rich. Rich attorneys are seen as a bad fit because they will not tolerate law firm abuse. Firms believe wealth makes you less committed to grueling hours and demands. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

38. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm Wealthy attorneys are unlikely to: Spend every waking hour in an office. Work with hyper-demanding colleagues over small details. Sacrifice lifestyle for endless billable hours. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

39. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm Instead, they are expected to ride horses, golf, or take extended vacations. For most wealthy people, law firms are temporary—long term, they prefer to hire attorneys, not be attorneys. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

40. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm For most attorneys, identity is wrapped up in working. Education, experience, and training all point toward practicing law. Law should be the most important thing in your world. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

41. Your Superiors Did Not Believe You Were a Good Fit for Working in Any Law Firm If you are not working, other attorneys assume something is seriously wrong. The first question attorneys ask each other is: “Where are you working?” If the answer is “nowhere,” they believe there is something wrong with you. They Believe You Were Fired—Why Else Would You Choose to Be Unemployed?

42. 2. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

43. Unless you did something very serious, most law firms give attorneys time to find a new position. Firms prefer quiet transitions rather than immediate terminations. This protects both the attorney’s reputation and the firm’s image. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

44. Rule of thumb: Attorneys are usually given a window to secure another job. The length of time varies by firm and circumstance. Only in the most severe cases are attorneys asked to leave immediately. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

45. The Most Prestigious Law Firms – How They Handle Departures Option 1: If they like you, they may tell you that you will not make partner and should start looking. No strict timeline is given—sometimes a year before asking about your search. Some allow you to stay indefinitely and may even change their mind if your performance improves or you bring in business. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

46. Option 2: You may be given six months to a year to find another job. Prestigious firms often revisit the topic every six months. This can continue for several years, depending on the situation. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

47. Option 3: If the firm is unhappy with you, they give three to six months to move on. A shorter window reflects frustration or loss of patience. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

48. Prestigious law firms protect their brand above all else. They also consider future business if you later go in-house. Letting someone go can impact the morale and security of other attorneys. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

49. The very best New York firms rarely let attorneys go, even in recessions. Their stability reinforces their reputation and strength. These firms are “that good” at preserving their image and long-term power. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

50. Being let go from a prestigious law firm raises serious concerns. Other firms will wonder why you could not secure a new role during your transition period. The longer you remain unemployed, the greater their doubts. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

51. Prestigious firms usually give attorneys ample time to find another job. If you fail to do so, new firms assume something must be seriously wrong. This makes it much harder to get hired elsewhere. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

52. The Typical Prestigious Law Firm Option 1: The typical prestigious law firm will give you between three and six months. In some cases, it will give the attorneys three months and allow them to use their voicemail and keep them on the website for six months. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

53. Option 2: If they are pissed, they may let you go right away—or give you a month or a bit more. They will remove you from the website and not allow you to use their voicemail either. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

54. Option 3: If they are in financial trouble—or numbers are down, or being led by a young megalomaniac management intent on increasing profits per partner at all costs and fast—they may let you go immediately or with a few weeks’ notice. These law firms may or may not let you be on the website and use voicemail after they let you go for a few months. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

55. Most firms expect you to find a job within 3–6 months if let go from a prestigious firm. If given less time, firms assume you angered someone. If you’re in “Option 3” (short notice), it’s just bad luck—choose firms carefully. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

56. Some “prestigious” firms care little about brand or attorney morale. The newer or less-established the prestige, the more they rely on money as the glue. These firms often have younger leadership and believe high pay covers reputational issues. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

57. Truly elite firms value reputation, stability, and long-term trust. “Newly prestigious” firms may let people go carelessly, thinking money solves everything. But careless firings damage culture, attorney loyalty, and market perception. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

58. The Typical Average Law Firm Option 2: No notice and you need to go right away—regardless of whether or not they are pissed. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

59. The less prestigious the firm, the more likely you’ll face timing issues. Lower-prestige firms can hurt your long-term career prospects. Prestigious firms work harder to ensure you land on your feet, even at their own expense. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

60. Losing your job means you must go “all out” to find another. Law firms expect attorneys to marshal their own defense. This requires using recruiters, peers, and other resources for support. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

61. Firms also expect you to work hard at your search. Expanding into other geographic markets shows resourcefulness. If you fail to secure a new role, firms assume you cannot advocate for yourself—or for clients. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

62. If you are unemployed, firms often presume you were given little time to leave. Little time usually means the prior firm was “pissed” at you. This creates an assumption that you did something wrong. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

63. When firms believe you angered your last employer, they see you as a risk. The presumption is that there is something wrong with you. As a result, they are unlikely to have interest in hiring you. You Were Fired and Unable to Find a Position in the Amount of Time the Firm Gave You to Find a Job

64. 3. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

65. Many attorneys quit their firms with only two weeks’ notice—or none at all. If you quit without notice, new firms presume you may quit on them too. This creates a reputation risk that follows you. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

66. A common reason given: “Not getting the work I wanted.” Junior attorneys especially leave when they dislike assignments. Reality: work is a privilege, not a right. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

67. Examples I hear from attorneys: “I wanted white-collar work because I plan to join the U.S. Attorney’s Office.” “I wanted environmental work because I’ve always been interested in the environment.” “I want to go in-house, but the firm wasn’t giving me enough corporate work.” If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

68. Law firms are businesses—work comes in, profit is made, and attorneys are paid from that. Firms need you to handle the client work they have, not chase your personal ambitions. Quitting because you are not getting the “right” work shows entitlement, not professionalism. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

69. Believing you deserve special assignments due to law school pedigree or career goals is short-sighted. This attitude can derail your career long-term. Work—any work—is valuable experience. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

70. Other firms know: if you quit once over work preferences, you’ll likely quit again. Law firms value attorneys who are committed to working, regardless of assignment. The most important thing for an attorney is to be working—not just getting ideal work. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

71. Many attorneys quit law firms claiming the environment was “toxic.” Reality: all law firms have mean people, high pressure, rude clients, and unreasonable demands. This is simply how the profession has always worked. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

72. Practicing law is difficult because client problems themselves are difficult. If you quit over a “toxic” environment once, you are likely to do it again. Firms may see you as not suited for law firm life at all. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

73. If a firm believes you will leave when things get tough, they will not hire you. The whole firm rarely leaves over toxicity—so you should not either. Law firms want attorneys who can endure challenges, not those who quit at the first sign of trouble. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

74. Many attorneys quit because they believe their firm was “poorly run.” Truth: most law firms are poorly run—lawyers are not professional managers. Disagreements about management are normal, just like political debates. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

75. If you left because your firm was poorly run, that is no surprise. What surprises firms is that you chose to leave because of it. Management flaws exist everywhere in the legal market. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

76. Telling firms you quit over poor management signals risk. They will assume you will leave them too once you find flaws. Law firms expect attorneys to adapt, not quit over leadership issues. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

77. Many attorneys quit because there is not enough work . Sitting idle in a law firm can feel like torture. But quitting for lack of work is a bad career move. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

78. Attorneys are expected to find work from other attorneys in the firm. As you advance, you are expected to generate your own work. Quitting because work is scarce signals weakness, not resilience. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

79. If work is slow, use the time productively: Write articles. Do pro bono work. Take on internal projects. Leaving because of “not enough work” looks like giving up—and law firms avoid quitters. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

80. Some attorneys quit because there is too much work . This reason confuses future law firms even more than quitting for too little work. Work is not a problem—work is opportunity. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

81. Law firms want lots of work: It signals prosperity. It means you are learning and growing. It shows the firm is doing well. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

82. Leaving because of “too much work” raises doubts. Firms wonder if you will leave them when things get busy. Being busy is a good thing—law firms avoid attorneys who cannot handle it. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

83. Some attorneys quit because they feel they had too much responsibility . Examples: handling a case or closing a deal without much supervision. But law firms expect attorneys to embrace—not fear—responsibility. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

84. Firms want people who aggressively seek more responsibility. Quitting for “too much responsibility” signals you need constant handholding. Instead of reducing pressure, you increase it for supervisors. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

85. Telling a law firm you left for this reason hurts your chances. It shows weakness, not strength. Law firms want problem-solvers, not attorneys who walk away from challenges. If You Quit, They Believe You Will Be Hard to Manage and Will Quit There Too

86. 4. If You Have Not Been Working for Some Time, Why Haven’t Other People Hired You Already?

87. Once you lose a law firm job, your objective is to find a new position immediately. Think in terms of days—not weeks or months. Holding out for the “perfect” job can backfire if you remain unemployed. If You Have Not Been Working for Some Time, Why Haven’t Other People Hired You Already?

88. Unemployment makes you nearly untouchable to many law firms. Every passing week suggests there is something wrong with you. The longer you are unemployed, the harder it becomes to get hired. If You Have Not Been Working for Some Time, Why Haven’t Other People Hired You Already?

89. Being unemployed sends negative messages: You are not hungry enough to get a job. Or you have something in your background making firms wary. Time out of work makes you appear less desirable—not more. If You Have Not Been Working for Some Time, Why Haven’t Other People Hired You Already?

90. The longer the gap, the worse the situation looks. Law firms assume there is a “secret” holding you back. Extended unemployment makes you effectively untouchable in the market. If You Have Not Been Working for Some Time, Why Haven’t Other People Hired You Already?

91. Top-paying law firms have a large pool of candidates to choose from. The largest firms receive hundreds of applications for every opening. Most applicants are not competitive, but those who are usually employed. If You Have Not Been Working for Some Time, Why Haven’t Other People Hired You Already?

92. When competing with 10 other highly qualified attorneys, unemployment makes you less desirable. Even with better education and experience, being unemployed hurts your chances. Firms prioritize stability and current employment over credentials alone. If You Have Not Been Working for Some Time, Why Haven’t Other People Hired You Already?

93. Law firms care more about how you perform inside the firm than your background on paper. Employment status signals reliability and marketability. Unemployed candidates start with a significant disadvantage. If You Have Not Been Working for Some Time, Why Haven’t Other People Hired You Already?

94. 5. Attorneys Who Are Not Working Tend to Do Poorly Once the Attorneys Return to Law Firms

95. Attorneys who return to law firms after losing a job are often seen as weaker hires. Losing a position suggests something went wrong in the past. Even if the reasons vary, firms see unemployment as a danger signal. Attorneys Who Are Not Working Tend to Do Poorly Once the Attorneys Return to Law Firms

96. Example: Attorneys who left over management issues may clash at new firms too. Attorneys who lost jobs for low hours may struggle with: Work quality. Ability to get assignments. Work ethic. Attorneys Who Are Not Working Tend to Do Poorly Once the Attorneys Return to Law Firms

97. Attorneys fired for misconduct are riskier hires. Firms assume those who made mistakes once are more likely to repeat them. Past problems create ongoing doubts for future employers. Attorneys Who Are Not Working Tend to Do Poorly Once the Attorneys Return to Law Firms

98. Attorneys who lost jobs often become paranoid and gun-shy at new firms. Many carry anger toward their prior employer into the new job. This creates tension and weakens their ability to adjust. Attorneys Who Are Not Working Tend to Do Poorly Once the Attorneys Return to Law Firms

99. Fired attorneys often quit new jobs for small or inconsequential reasons. Even if not fired again, they rarely last long in their next role. Their instability makes them a risky hire. Attorneys Who Are Not Working Tend to Do Poorly Once the Attorneys Return to Law Firms

100. Most firms have had bad experiences hiring unemployed attorneys. These experiences make firms cautious about hiring them again. This bias reinforces the uphill battle for unemployed candidates. Attorneys Who Are Not Working Tend to Do Poorly Once the Attorneys Return to Law Firms

101. 6. If You’re a Partner, the Firm Assumes You Weren’t Profitable at Your Last Firm—and It Doesn’t Want That Problem

102. Many partners move from firm to firm throughout their careers. The main reason: they were unprofitable at their prior firm. Often, they were underpaid or asked to leave due to low productivity. If You’re a Partner, the Firm Assumes You Weren’t Profitable at Your Last Firm—and It Doesn’t Want That Problem

103. Many partners repeatedly leave because they cannot meet profitability expectations. Law firms presume that if you were not profitable once, you won’t be profitable again. This creates skepticism about lateral partner moves. If You’re a Partner, the Firm Assumes You Weren’t Profitable at Your Last Firm—and It Doesn’t Want That Problem

104. Some firms are still willing to take a chance on unprofitable partners. But many have been burned by these hires before. As a result, firms are excessively cautious when hiring lateral partners. If You’re a Partner, the Firm Assumes You Weren’t Profitable at Your Last Firm—and It Doesn’t Want That Problem

105. 7. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

106. Law firms protect their brand by keeping quiet when attorneys are let go for substance abuse or mental health reasons. Attorneys suffer from these issues at higher rates than many other professionals. Despite discretion, law firms regularly let attorneys go for these problems. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

107. Common warning signs: Frequent absences or missed deadlines. Excuses like “family problems” masking deeper issues. Declining performance tied to substance abuse or untreated psychological struggles. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

108. Attorneys often avoid treatment, making long-term law firm success difficult. Heavy workloads make it easier for firms to detect issues quickly. Firms prefer to let attorneys go rather than risk ongoing problems. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

109. Health challenges can also limit commitment. If attorneys cannot meet demands, firms see them as financial risks. Even legitimate health issues can lead to terminations. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

110. Attorneys often make excuses to cover deeper personal issues. These excuses are used both inside and outside law firms. Ultimately, the truth usually comes out—and the result is termination. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

111. Example 1: An attorney with a crystal meth addiction claimed a child was disabled to justify absences. The story was false, and he was fired. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

112. Example 2: An attorney with severe alcoholism said he needed a liver transplant. While true, it was alcohol-related—he was fired. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

113. Example 3: An attorney in a downward spiral after a breakup claimed a family member had died. The excuse lasted months, but she was eventually fired. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

114. Attorneys have used countless excuses for problems at work. Law firms usually respond by quietly letting them go. Sometimes firms even offer generous severance to avoid conflict. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

115. Future employers are left wondering why these attorneys were unemployed. Explanations are often vague, cryptic, or unusual. This raises immediate red flags with new firms. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

116. Law firms prioritize avoiding hires with these past issues. Protecting culture, clients, and brand outweighs sympathy. Attorneys with troubled histories face an uphill battle. The Firm Fears Hidden Issues—like Substance Abuse, Mental Health, or Family Problems—That They’ll Have to Handle If They Hire You

117. 8. You Lack Friends or Allies in the Legal Community, Signaling Poor Networking Ability

118. Practicing law in a firm means being part of a “tribe.” Tribe members protect one another and share opportunities. Law firms wonder why unemployed attorneys cannot leverage contacts for a new role. You Lack Friends or Allies in the Legal Community, Signaling Poor Networking Ability

119. Prestigious firms often help strong attorneys land elsewhere: In-house positions. Referrals to smaller firms. Partner connections that provide soft landings. A strong reputation keeps you protected even in tough times. You Lack Friends or Allies in the Legal Community, Signaling Poor Networking Ability

120. Attorneys with good reputations rarely stay unemployed long. Extended unemployment signals poor networking or weak past performance. Law firms prefer to hire attorneys with strong networks and positive reputations. You Lack Friends or Allies in the Legal Community, Signaling Poor Networking Ability

121. Networking ability is crucial at every stage of a legal career. It helps junior attorneys get work and senior attorneys attract clients. If you lack a network, firms assume you cannot succeed long-term. You Lack Friends or Allies in the Legal Community, Signaling Poor Networking Ability

122. 9. You Are Not Working Because You Are Not Sure You Want to Practice Law

123. If you have excellent qualifications but are unemployed, the most logical explanation may be simple: You do not actually want to work. Many attorneys are unemployed because they no longer want to practice law. You Are Not Working Because You Are Not Sure You Want to Practice Law

124. Burnout is common, especially in ultracompetitive markets like New York. Attorneys often: Make excuses not to apply for jobs. Perform poorly in interviews. Decline offers even when they get them. You Are Not Working Because You Are Not Sure You Want to Practice Law

125. Many unemployed attorneys do not truly want to be in law firms. Some even get fired on purpose—though they deny it. Others go through the motions of job searching to convince themselves they want law firm work. You Are Not Working Because You Are Not Sure You Want to Practice Law

126. Reality: a law firm is not the right place for everyone. Attorneys must be honest about whether they really want to work in one. Firms quickly sense hesitation and avoid hiring those not fully committed. You Are Not Working Because You Are Not Sure You Want to Practice Law

127. When highly qualified attorneys remain unemployed, firms assume: They do not truly want to work in a law firm. Smart partners quickly sense this during interviews. You Are Not Working Because You Are Not Sure You Want to Practice Law

128. Lateral hires often leave soon after joining: They feel out of place. They realize they do not want to practice law. Some quit outright or move in-house. You Are Not Working Because You Are Not Sure You Want to Practice Law

129. Law firms do not want to be your “experiment.” They want to be your first choice—not a placeholder. Firms hire only those 100% committed to practicing law with them. You Are Not Working Because You Are Not Sure You Want to Practice Law

130. 10. Law Firms Have Plenty of Other Choices and Would Rather Hire Someone Working

131. Law firms have many choices when hiring lateral attorneys. Attorneys who are currently working are presumed to be: More committed. Higher performers. Easier to fit into the firm. Law Firms Have Plenty of Other Choices and Would Rather Hire Someone Working

132. Firms avoid lateral hires who appear problematic or uncommitted. With high salaries at stake, they want the safest bet. Unemployed attorneys raise too many red flags. Law Firms Have Plenty of Other Choices and Would Rather Hire Someone Working

133. In the largest legal markets: Top firms often have 20+ highly qualified applicants for each role. With such deep talent pools, firms have little reason to hire riskier candidates. Law Firms Have Plenty of Other Choices and Would Rather Hire Someone Working

134. Conclusion

135. I wish it were easier for unemployed attorneys to get lateral positions. Unfortunately, the odds are stacked against them. Being unemployed makes the search far more difficult. Conclusion

136. An attorney’s chances of getting hired laterally are 5–10 times worse when unemployed. Firms strongly prefer candidates who are already working. Employment signals stability, commitment, and reliability. Conclusion

137. QUESTIONS?