Why do you need a search consultant today to represent you or your firm?
When I started this business 30 years ago, the “World Wide Web” was a novelty on my DOS-driven computer. I submitted all resumes via a fax machine. I didn’t have a database of candidates or LinkedIn to find new ones. Many told me that the need for a search consultant would disappear when firms could go on the internet and find candidates on their own.
This never happened, and the business just continued to grow.
Why do firms and candidates still need to partner with a search firm in a world where AI can identify resumes that meet job requirements? Why would a candidate who can submit themselves to dozens of jobs need a recruiter to represent them?
I’ve been reflecting on the past 30 years. So much has changed, but here’s what remains the same: we need trusted advisors to help us navigate important decisions.
Why Candidates Need Recruiters
For candidates, more options and more information don’t make changing jobs easier. It actually makes it harder. This is especially true if there’s something on the resume that “doesn’t make sense on paper,” like a short tenure or a career pivot. Having a recruiter explain this to a firm can be extremely helpful.
Our “secret sauce” is investing time to prep candidates for each interview. Even seasoned professionals can benefit from interview coaching to ensure they are showcasing their most relevant experiences.
Why Firms Need Recruiters
In addition to knowing your needs and vetting candidates who have the highest likelihood of succeeding in your firm, I see us as your brand ambassador. What I mean by that is our job is to communicate your uniqueness to every candidate we speak to about the opportunity. Even those who don’t apply get a sense of what you offer. AND we are there to protect your brand. Let’s say you decide to decline a candidate after many rounds. We make sure to communicate why in a way that makes sense to the candidate and leaves the most positive impression of your firm.
Here’s why this is vitally important: The biggest complaint I hear today from candidates who decline to be submitted is, “I met with Firm X and then they ghosted me.” This damages your reputation. We act as the bridge, delivering difficult news when needed with transparency and kindness to keep your firm’s brand in high regard.
The Bottom Line
Two things remain certain after 30 years in legal recruiting: reputation is everything, and trust requires a human in the loop.
Thank you for being part of this 30-year journey. Here’s to the next chapter of finding the right fit, together.