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The Podcast Came First

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People often assume, “Having a podcast must be great for your recruiting business.” But the reality is different—the podcast existed long before the recruiting agency. In fact, the business naturally evolved from the podcast. The Beginning I launched the podcast in October 2020 with a simple goal: to speak with interesting people about the ideas and decisions that shaped their careers. Over time, my network began to shape the direction of the podcast. Guests would recommend other lawyers to interview—sometimes close colleagues, other times individuals they respected but had never met personally. The Evolution That ongoing, organic process shaped what the podcast has become today: in-depth conversations with lawyers focused on the principles guiding their careers and the recurring patterns behind success. It’s the same process that led me into recruiting—not through a deliberate decision to start a recruiting business, but by consistently being useful to lawyers through conversati...
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How to Transform Your Representative Matters Into Interview Wins

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Most litigators underuse their representative matters. They often present them as a simple list of litigation tasks—drafting briefs, taking depositions, managing discovery, arguing motions. But that’s not what convinces firms to extend an offer. When a partner reviews your representative matters, they should walk away with two clear impressions: You understand the client’s ultimate objectives. You demonstrate strong ownership in achieving them. The Approach Here’s the approach we recommend: Situation. This goes beyond procedural posture. Was the firm engaged close to trial? Did the matter involve a mission-critical product? Were there broader business risks beyond the litigation itself? Impact. This is more than just the outcome. Did the client avoid a significant disruption? Did the result lead to additional work for the firm? That reflects value for both the client and the firm. Role. This connects Situation and Impact. It highlights your judgment, responsibility, and contribution...
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Why Working with Multiple Recruiters Backfires

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Most lawyers believe that working with multiple recruiters gives them more options. In reality, it usually leads to worse outcomes. The logic makes sense on the surface—more recruiters should mean more opportunities. Cast a wider net, increase your chances. But here’s what actually happens when you split your search across multiple recruiters. No Leverage You receive an offer from Firm A through Recruiter 1. That’s a win. But Recruiters 2 and 3 don’t know about it. They can’t use that offer to pressure Firm B or C to move faster. They can’t negotiate better terms. They can’t create urgency. Each recruiter is operating with incomplete information. And offers only become leverage when one person controls all of them. Pitched, Not Advised Once multiple offers start coming in from different recruiters, the dynamic shifts. Recruiter 1 explains why Firm A is the right move. Recruiter 2 insists Firm B is better. Recruiter 3 pushes Firm C. At that point, no one is advising—you’re being sold. N...
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