We respect the gravitas of a lateral move and the impact it has on both the hiring body and the prospective candidate and we have a deep sense of reponsibility to all involved. We keep our standards high - in the clients we work with, the attorneys we represent and most of all, in ourselves. The fact that it sounds corny dosn't make it any less true. In addition, we choose to follow the NALSC code of ethics, outlined below.   

 

ARTICLE I - Relations With Employers

 

1. Information provided to employers shall be the most accurate information known to the search firm.

2. No search firm shall withhold candidate information, which the employer would reasonably consider essential to its hiring decision.

3. Candidates shall be referred only (i) with prior authorization of the employer or (ii) where the search firm, based on previous direct communication with the employer, reasonably believes the employer would accept the referral.

4. Confidential information relating to the employer shall be treated accordingly.

5. Fee obligations and replacement and refund provisions, if any, shall be provided to the employer prior to the referral of candidates.

6. No search firm shall recruit any attorney from the office of an employer in which it has made a placement for a six-month period following that placement, unless the search firm reasonably believes such a restriction is not required by the employer.

7. No search firm shall recruit a candidate it has placed while that candidate remains with the employer that paid the recruiting fee.

 

ARTICLE II - Relations With Candidates

 

1. Information provided to candidates shall be the most accurate information known to the search firm.

2. No search firm shall withhold employer information, which a candidate would reasonably consider essential to his or her hiring decision, subject to the search firm's duties to the employer.

3. Candidates shall be referred to employers only with the candidates' express prior consent.

4. A search firm shall treat as confidential all information supplied to it in confidence by a candidate, subject to the search firm's duties to the employer.

5. Search firms shall make all referrals, which have been authorized by the candidate and shall inform the candidate of the results of those referrals in a timely manner.

6. No search firm shall attempt to exert undue influence on the candidate.