Frequently Asked Questions

A good legal recruiter can be invaluable to a law firm or company in their search for specific top talent. Because we have years of experience as legal recruiters in Chicago, Loop Legal Search will save you a significant amount of time by utilizing our database of outstanding lawyers, coordinating the process, and acting as a liaison between you and the candidates. We also thoroughly interview candidates before submitting them to clients, which means that you will see only truly qualified candidates who are interested in the position. Our years of experience as practicing attorneys at top law firms provides us with a unique perspective and deep understanding of the legal market in Chicago. Choosing to partner with Loop Legal Search will ensure that you are connected to and are attracting top legal talent.

We have many different ways that we vet and screen candidates before we present them to our clients. First, we always have a detailed meeting with a new candidate, ideally in person, or otherwise by phone or over Zoom. We use this meeting as a way to learn more about each candidate’s background, experience and personality; to determine whether they would be a good fit for our clients; and what positions they would be best suited for. We also thoroughly review their resumes, law school transcripts and writing samples, to ensure that they have the right experience and background for our clients and their needs. In addition, we typically will review their LinkedIn profiles, law firm or company website profiles and ARDC registration information, to confirm that they are in good standing and still employed by their current employers. By taking these detailed steps, we are able to feel confident about each candidate that we present to a client, and know that we are doing our part to ensure a productive interview process and a successful long-term placement.

In general, it is best to use one legal recruiter you trust so that you maintain control over the process and ensure that your search remains highly confidential. Having said that, if you are targeting an in-house position, it may make sense to speak with multiple recruiters, as companies typically engage one search firm to assist with their in-house search needs. That way, you can ensure you are in the loop about all open in-house opportunities.

The short answer is it depends. If you are an associate looking to move to another firm, the best time to make a move is typically after you have had at least 2-3 years of experience. The reason for this is because when a firm hires a lateral associate, they usually need help in a particular area right away, and they are not looking to hire a new attorney who will need training. If you are an associate looking to move in-house, the best time to move is typically after you have had 5-10 years of law firm experience, as companies are usually looking to hire experienced attorneys who require little, if any training, to work independently and manage outside counsel. If you are a partner looking to make a move to another firm, the best time is when you have built up enough of your own clients and business to keep yourself busy (at least most of the time), and to be enticing to another firm’s practice. Whatever level you are at, you generally want to stay at any job for at least a year. It typically takes that long to settle in, and hopping around too much is often a red flag to other employers. Having said all of these things, if you ever feel like your firm is in financial trouble, or is about to announce layoffs, or if you have been told by the firm that your job may be in jeopardy, it is time to start considering your options and looking at other opportunities, regardless of how long you have been at your current position or what level you are at. You always want to be able to make a move on your own terms, and on your own timetable, not because you have been forced to move on.

Again, the short answer is that it really depends on the candidate and his or her particular search, as every situation is unique. We have had situations where all of the stars aligned perfectly, and the time frame from first meeting to offer happened within a few weeks. We also have had candidates whose process took a year or longer before they found the right opportunity and accepted an offer. However, it is more common for the process to take at least a few months, and the process typically ranges from 3-6 months, depending on what a candidate is looking for. The process can take longer if a candidate is looking to make a move in-house, or to an alternative type of position, as there are fewer of those types of opportunities available at any given time. In addition, if a candidate is trying to move to a new firm as an equity partner, or to bring over his or her clients and business, that also can add time to the process, as there usually are more steps involved in the process at that level. That said, if a candidate is fully committed to making a move, and is open-minded about a variety of opportunities, it is reasonable to expect that he or she could find a new position that they are excited about within a few months.

While our primary focus is in the Chicago legal market, we have worked on a number of searches for clients in other cities over the years, and we are always open to working with clients and candidates in other markets.

As an associate, you typically should have (1) an up-to-date resume (ideally not more than one page), (2) your law school transcript, and (3) a writing sample (if you are a litigator) or deal sheet (if you are a corporate / transactional attorney). If you are an IP attorney with a technical degree, you also may need your undergraduate transcript. As a partner, you typically can use your law firm or LinkedIn profile in place of your resume, and you should have a business plan.

The law firm or company that engages the legal recruiter will pay their fee. Candidates do not pay recruiters, and they should not work with any recruiter who asks them for a fee. The recruiter fee does not affect the candidate or the candidate’s salary at all. We only receive a fee for a successful placement, which means that we are paid once a candidate is hired and only if the candidate remains employed for a certain period of time. As such, our goal is always to find the best candidates for our clients and the best long-term positions for our candidates.

We have been recruiting in Chicago since 2004, and have over 30 collective years of experience in the legal recruiting field. We formed Loop Legal Search in 2017 and have developed deep market knowledge and expertise. We work with law firms of all sizes, from the largest international firms to regional firms and boutiques, as well as local and national companies, to assist them with their legal hiring needs. We also work with lawyers at all levels and in all practice areas, to help them find the best opportunities. We truly pride ourselves on being more than just legal recruiters – we see ourselves as trusted advisors and partners in this important process.