Connecting Partners With
AmLaw Firms, for 25 Years!
For over twenty-five years we've been the preferred recruiting firm for lateral candidates across the country. Law firms turn to American Consulting Company when they need top lateral partners for their practice. Once we've referred you to that right fit firm, we can also assist as you evaluate and move through the hiring process.
80% of our clients are Am Law 100 firms. We also work with several excellent regional firms.
We refer lawyers with two to fifteen million dollars in portable business.
Our goal is to make sure everyone’s needs are met, including the needs of your clients. We will only refer you to a firm that offers long-term sustainable value on multiple levels.
Your resume and information will be presented along with your billing rate, portable business numbers, our assessment of your strengths and motivations for considering their firm.
When a firm reviews our partner referral, they know we understand their needs and will only refer someone who meets those high standards.
As you begin moving through the process, we trust you will find value from the information included on this site.
Larry Harris, President
Attorneys are good at due diligence and interviewing. However, most lawyers only change firms a couple of times during their career. The information on this site is provided as thoughts to keep top of mind.
Our Strategic Advantage
American Consulting Company was built on the belief that attorneys will seek out the search firm that can best represent their interests. Candidates choose us because they learn we are focused on knowing our markets thoroughly and serving our candidates in the most effective way possible.
If you are like most attorneys, your job is your life. Getting into law school, becoming a lawyer, and staying a lawyer are difficult tasks. Switching jobs are neither a light decision nor an easy process. We realize the importance of the work we do and take our work extremely seriously. In terms of taking care of our candidates, knowing the market, and excelling at what we do, we believe the results we are able to achieve are unparalleled.
Our strategic advantage is the nationwide network of recruiting partners we have developed over the past 20 years. Our partnerships frequently identify “passive” candidates; highly successful individuals who aren’t actively seeking a career change, but given the right set of circumstances would consider a move.
Am Law Firms
in all Major Cities
Across the U.S.
Many candidates find that most lateral interviews end up being easier than anticipated, but there are always those tough questions that you want to be prepared for. In addition to doing your research on the firm or company you are interviewing with, be prepared to spend a few hours familiarizing yourself with the types of questions you may be asked. Nothing turns off an interviewer more than “ummm” and “uhhh.” You don’t have to memorize your responses verbatim (and you shouldn’t) but being prepared will help you avoid awkward answers. While it is impossible to cover every tough question an interviewer may ask, below are some of the more commonly asked questions. In addition to some recommended responses, we have also added comments explaining the purpose of the question and should point out some “traps” the interviewer may be setting by asking you that question…
Why are you leaving your current firm? This question is posed to figure out whether it was your decision to leave or whether you are being pushed out of your firm.
Right Fit Firm?
As a first step, deciding which firm to join is ultimately a question of looking at the individual equity partners and deciding whether these are people with whom you want to partner. Taking aside the obvious, that means have you asked the questions that will give you enough information to determine whether these are lawyers who 1) share your point of view as a businessperson, who 2) are your equals in the ability to create a profitable business, and who 3) you could see yourself really trusting.
Most of these questions are answered at a gut level once you’ve spent enough time with your potential new partners.
As you’ll see below, there are important questions to ask, that help you outline the answers as you move through the process. Some of these questions will be fundamental to understanding how the partnership works. Some of the answers to these questions may simply lead you to eliminate the firm as one in which you are interested. All the answers, taken together, will provide you with the tools you need to define and distinguish, even if the firm hasn’t attempted to do that for you.
Firms are interested in your portable book of business. As a result, they want to know your originations for the past few years. They want to know, if not the names of your clients, then at least the industry of that client and the type of representation you have provided. If you don't know the amount of business that is portable, you need to say that, but you also need to provide some estimated numbers and explanations as to why those numbers are estimated. Law firms understand that determining such issues is not an exact science, but they want a clear picture of what you can provide. I think that partners sometimes become nervous about promising more than they might be able to deliver, and that is understandable.
But, remember, your business plan is not engraved in stone. You are simply conveying the best information you can provide. You need to be honest and forthright, but no one expects you to gaze into your crystal ball and foresee the future.
LPQ & Process
Be prepared to offer your current and prospective clients, their revenues over the last 3-5 years, their expected revenue at a new firm, etc. The purpose of this information is to determine the amount of portable business you are likely to bring to a new firm. They will also want to know your hourly billing rate, total yearly hours billed and total income for the past two years.
Interview: If you receive a positive response from a law firm, you will proceed to the first interview.
Follow-up interviews: There could be one to several follow-up interviews. Some will be via telephone, video conference, in person, lunch, etc.
Most of the time an LPQ is over twenty pages and seeks information about a candidate's background. It is often used as the basis for a background check, and will typically involve questions about criminal convictions, credit, bankruptcy, past residences and aliases, prior lawsuits, etc. Its purpose is to essentially identify "red flags" regarding a candidate's past and character.
Ethics & Diversity
Information provided to our law firm clients shall be the most accurate known to our firm.
We will never withhold candidate information, which the hiring firm would typically-reasonably consider essential to its hiring decision.
American Consulting Company shall not recruit a candidate it has placed while that candidate remains with the firm that paid the recruiting fee.
The American Consulting Company is committed to providing high-quality, ethical and diverse search and employment services to the clients and candidates they represent.
It is the policy of the American Consulting Company, Inc., and any person representing our firm, that all persons, regardless of race, color, age, sex, creed, sexual orientation, national origin, disability, military status, or pregnancy, be judged and recruited solely on their qualifications for employment and recruiting matters. Everyone who represents our firm, is fully committed and supports ADA and EEO. We expressly prohibit discrimination of any form and believe that diversity leads to strength.
Generally this refers to one law firm merging its practice into another or one law firm acquiring most or all of the attorneys in another firm. Practice Group Acquisitions are more focused than firm mergers. A common problem among law firms is that certain practice areas within a firm are simply stronger than others. An ideal solution to this problem often is the acquisition of a particular practice group from another firm, rather than the entire law firm.
Expanding into a new city typically occurs by firm merger, by practice group acquisition, or by a single lateral hire to open the new office. Regardless of the method used, it is critical for the expanding firm to have the right lawyer or lawyers in the new office.
American Consulting Company knows the right way to handle these growth strategies. We specialize in facilitating law firm mergers, expansions, and practice group acquisitions. We conduct discreet, but very effective searches based on extensive research and knowledge of the market. Our experience and professionalism can help find the perfect match for your growing law firm.