Related Posts
I want to build my career in analytics. I have offer from EY India, EXL and LatentView Analytics.
EY is more on the side of project management and process improvement in SaaS, as told. While there is hands-on in other two.
If I don't consider pay, which company is the best to go for considering work and culture(peope friendly).
YoE: 5
Tech Stack: SQL, Python, Tableau, PowerBI
NFA, but will be buying up sub 20K BTC… DYOR 🥲

Additional Posts in Ask A Recruiter - Law
New to Fishbowl?
unlock all discussions on Fishbowl.



Don’t use two recruiters. Use the one who makes sense and cuts to the chase.
Two worked for me last time tbh. They were getting me different interviews and they were both wonderful. This time not so much
I love a no-nonsense professional recruiter. They are sometimes rare and I always appreciate when I find one.
Agree. Using two recruiters is harder for you (and them).
Who’s the first recruiter?
I’ve used one recruiter and multiple recruiters during different searches. I’d heavily lean on using more than one. Some recruiters have different relationships with firms and hiring partners that can speed through red tape or get interviews based upon your specific track record. That being said - for more junior or midlevel roles, it may not make sense, but may make more sense for mid/senior, senior associate, and partner roles.
Is the second one being effective? Are they getting you interviews? If they are having success on your behalf and you simply need them to be more succinct on calls, you can communicate that kindly. If they aren't getting interviews for you, I would let them go. There are SO many great legal recruiters that I would stop working with that one and focus on using two that really are helping you move things forward.
Also, if he's trying to get you to consider firms that you aren't open to. Why? There are so many times where candidates aren't open to firms and then they interview with them and love them and end up going with one of those firms because it ends up being the better long-term fit for what they want. It could be good to try one out and see if he/she knows what they're talking about. If not, move on from him/her.
Schedule the call to last no more than 30 minutes. Don’t accept a call unless there’s a clear agenda and important updates. Otherwise request an email. When you do have a call keep it to the time limit and keep the recruiter on task and on time by suggesting an agenda beforehand.