Stephanie is joined by Jennifer White from ThinkingAhead’s legal recruiting space, who shares the unique challenges and rewards of working with firms, explains retained vs. contingency searches, partners vs. vendors, and more wisdom from her top-producing desk.Discover what sets ThinkingAhead apart, hear stories from recruiters, and browse opportunities by clicking here.
Full Episode
Thank you.
Hello, and welcome to the Talent Trade. I am your host, Stephanie Moss, partner with Thinking Ahead Executive Search. Today, I am super jazzed to have one of the best of the best in the business with us today. Jen White joined our firm three years ago. She came out of the gates swinging.
She broke our 20 plus year top first year record and has been a top producer every year since then in the legal recruiting space. Super happy to have you with us. And Jen, I'll let you tell us a little bit more about you and your niche, and then we'll dive into our topic. Thank you so much, Steph.
Yes, I joined three years ago in the legal space. I have been in sales and marketing for, I would say, my entire career in one aspect or the other. And I love recruiting for law firms and for attorneys. It's a great group of people to get to know and to chat with. Most attorneys are networkers at heart because they have their own kind of sense of book of business that they're trying to build.
So in ways we kind of line up in that, in that sense. So I've really, really enjoyed it. We have a wonderful team and my coworkers on my team. I just love, so I feel very blessed to be here.
We're super. Super thankful to have you. So today, Jen, my understanding is you are going to lead us through a little bit of a discussion as it relates to partnership versus vendor, all that stuff in the legal recruiting business.
So a lot of times the way that things work when you are in the legal recruiting field is there's different types of ways that you can partner with law firms. The law firms are considered the client and the attorneys are considered the candidate. And if you can kind of liken it a little bit to real estate where the clients are the sellers and then the candidates are the buyers.
So what you're trying to do is get to know your clients, your firms as much as possible and and be able to have the respect that they would be calling you. So what I thought would be a good idea is to kind of go through the steps of how to get to be at the desk in the C-suite with these firms. So there's different types of searches that you have.
You can start out with a contingent search, which basically means they have a need and they're sending it out to all the recruiters out there and candidates alike. Sometimes it will be posted on their on their firm websites. It's a little bit like acting like you're a sports agent. So you have the talent and you're kind of shopping them around to each of these firms.
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