Hiring partners skim résumés in seconds. If yours signals risk—gaps you don’t explain, generic bullets, scattered practice areas, sloppy formatting—you’ll be screened out before anyone reads your writing sample. The good news: each red flag has a fast, professional fix. LawCrossing

1) Unexplained Employment Gaps

Why it hurts: In a profession built on reliability and judgment, a blank period with no context invites assumptions about performance or commitment. LawCrossing
How to fix it:

• Add a one-line clarifier in your timeline (e.g., Parental leave; Bar study and relocation; Family caregiving with ongoing CLE/pro bono).
• Use your cover letter to give brief, forward-looking context and show you stayed engaged with the profession. LawCrossing

2) A Pattern of Short Stints

Why it hurts: Multiple roles under 12–24 months can read as instability—risky for firms investing in long-term talent. LawCrossing
How to fix it:

• Offer neutral context (merger, group move, fixed-term engagement).
• Emphasize upward scope, bigger clients, or increasingly complex matters to reframe movement as growth. BCG ATTORNEY SEARCH

3) Vague, Generic Job Descriptions

Why it hurts: Bullets like “drafted documents” or “attended hearings” don’t reveal specialization, impact, or seniority—so you blend into the stack. LawCrossing
How to fix it:

• Lead with results, numbers, and matter types (e.g., First-chair trials; $300M cross-border M&A; nationwide FLSA collective actions).
• Include client/industry context where allowed; spotlight repeat trust from partners or clients. LawCrossing

4) No Clear Practice-Area Focus

Why it hurts: Lateral hiring fills specific gaps. If the reader can’t tell in three seconds what kind of lawyer you are, they’ll move on. LawCrossing
How to fix it:

• Put a precise headline under your name (e.g., Securities Litigation Associate).
• Front-load the most relevant matters and keywords for the opening; trim unrelated work to a line or two. LawCrossing

5) Typos, Formatting Errors, or Inconsistencies

Why it hurts: Attention to detail is table stakes for lawyers; even minor mistakes imply sloppy work product. BCG ATTORNEY SEARCH
How to fix it:

• Standardize dates, bullets, and verb tenses; verify firm and court names.
• Proofread aloud and have a colleague review; errors cost interviews. LawCrossing

6) Irrelevant or Outdated Information

Why it hurts: Overloading the page with pre-law jobs, obsolete software, or decade-old achievements dilutes what matters now. LawCrossing
How to fix it:

• Focus on the last 10–15 years of relevant legal experience.
• Drop high-school honors and unrelated side work; keep the signal, cut the noise. LawCrossing

7) No Evidence of Progression

Why it hurts: If your story shows years of similar tasks with no added responsibility, readers question initiative and trajectory. LawCrossing
How to fix it:

• Show scope increases (teams led, budgets, client-facing work, origination).
• Add representative matters that demonstrate complexity and judgment. LawCrossing

8) Missing Law School or Bar Admissions

Why it hurts: Omitting basics (school, grad year, bar states) triggers doubt and slows screening—often a hard pass.
How to fix it:

• List law school with year and honors; place Bar Admissions in its own section with jurisdictions and (optionally) years.

9) Inconsistent Story Across Your Materials

Why it hurts: If your résumé says “passionate about corporate” but your cover letter and questions scream litigation, evaluators see risk and confusion. LawCrossing
How to fix it:

• Align résumé, cover letter, LinkedIn, and interview narrative around one specialty and target role.

Fast Checklist (Copy/Paste)

• A crisp headline that states your practice area.
• Bullets that quantify results and name matter types.
• Recent, relevant content only (10–15 years).
• Clean, consistent formatting (dates, bullets, tenses).
• One-line explanations for any employment gaps.
• A clear Bar Admissions section.
• Materials (résumé/cover/LinkedIn) tell the same story. LawCrossing+1

Pro Tip: Use Your Cover Letter Strategically

Address potential “why” questions—briefly. Explain a relocation, group dissolution, or structured break, then pivot to how you’re ready to add value now.

The Bottom Line

A targeted, error-free résumé that screams your specialty and progression wins screenings—and interviews. Fix the red flags above and you’ll rise to the top of the pile in 2025’s competitive market. LawCrossing

The post The Attorney Résumé Red Flags Costing You Interviews—And How to Fix Them Fast (2025 Guide) first appeared on JDJournal Blog.

One of the best features of LawCrossing is the law firm profile section on the homepage. If you scroll down the homepage you will come across a host of sections for visitors. They include profiles of law school and law firms. The sections also include the legal recruiter profile, the legal daily news feature and the legal Q&A feature.

If you are looking for a new job in the legal industry, click on the link for law firm profiles and begin your search. In the search bar, enter the name of the firm that interests you the most and begin reading the profile provided by the site. You can then browse LawCrossing for any available jobs at that firm. Is this not the best thing ever or what? Where else can you read a profile of a potential employer and then search the same site for open jobs at that employer?

There are hundreds of law firm profiles on LawCrossing and the amount keeps growing each week. As more and more profiles are added, you will be able to find out all you want to learn about law firms that pique your interest. Visit the site today and the law firm profile section as often as you would like to learn about law firms with available jobs.

The post Browse Law Firm Profiles on LawCrossing first appeared on JDJournal Blog.

How many times in the past year have you searched for a legal job and been unsuccessful in your search? If the answer to this question is one or more, then you need to use the services at LawCrossing.

The site uses a team of staffers dedicated to finding as many open legal positions across the spectrum as possible. The greatest feature of the site is the fact that the staff does not wait for law firms or corporations to send open positions. They seek out the jobs by searching thousands of postings on law firm websites and corporation job boards.

LawCrossing has become so successful because it is a proactive site. It does not rest on its laurels waiting for employers to post openings on its board. The staff understand how difficult it can be to find the perfect legal job in today’s economy, which is why the staff does all it can to help applicants get interviews.

If you don’t believe us, check out the site for yourself. Read through the hundreds of user testimonials as well. There are plenty of users who rave about the site, award it five stars, and express their gratitude for helping them find a job in the legal industry. Many said that they would use the site in the future if necessary.

The post LawCrossing Has Become Leading Source for Legal Jobs first appeared on JDJournal Blog.

We apologize for the title of this post, but it gets right to the point. LawCrossing does get the ‘job’ done on a regular basis. The site sees thousands of new jobs posted each week across the legal sector of the country.

So what makes the site so special? We are glad you asked this question. For starters, the site utilizes special software that monitors job postings from companies across the country. Those job postings can come from corporations, non-profit organizations, law firms, and government positions.

You will find that the site is very easy to navigate, provides visitors with plenty of career advice, and allows you to be recruited by employers as well. The more often you browse the site, the more likely it is that you will find a job opening that best suits your career needs.

At LawCrossing, you will never be disappointed with a lack of available jobs to browse. With the thousands posted each week, it would take you months to sift through all of them. This is why you should visit at least once per day and search using keywords that relate to your career. Should you schedule an interview or receive a job offer from a position on the site, leave a testimonial about your positive experiences.

The post LawCrossing Gets the ‘Job’ Done first appeared on JDJournal Blog.

A. Harrison Barnes, owner and founder of such companies as BCG Attorney Search and LegalAuthority, is suing Robert E. Kinney of Kinney Recruiting in Texas for anonymously maligning Barnes and his companies online. (Full disclosure: Career Mission, which is affiliated with these sites, is the owner of JDJournal.com.)

While it is common for disgruntled ex-employees and unhappy customers to complain about companies on websites and chat boards, this is an unusual case in which an anonymous critic was learned to be the owner of a competing business.

It is also unusual that Kinney, according to the complaint, went to extraordinary lengths to prevent the aggrieved party from discovering his identity. When Barnes sought his identity from RipOff Report, Kinney even hired a high-priced law firm to prevent RipOff Report turning over his identity pursuant to a court order Barnes obtained. Kinney had registered on Ripoff Report as “Albert” and done a posting on RipOff Report under this fake name. The case is extraordinary because Barnes was able to obtain a court order for information that is normally fiercely guarded by the First Amendment. (Kinney is a former employee of BCG Attorney Search.)

Click below to read the latest developments on this story:

SLIME FOR CASH: Above the Law Joins Albert’s (a.k.a. Robert Kinney’s) Decade-Long Ballistic Cyberbullying Campaign to Destroy Competitor for Firing Him

Apart from Kinney, the lawsuit also targets a number of individuals, including one solo practitioner in particular. The solo practitioner in question had set up a website largely dedicated to attacking Barnes. Kinney and the other defendants are accused of using online “rip-off report” sites and anonymous personal blogs to spread incorrect information about Barnes and his companies.

According to the complaint, the defendants have “gone beyond expressing their opinions” and “mounted a vicious smear campaign against Barnes and his legal recruiting companies.”

The complaint also alleges that when Kinney was an employee of BCG Attorney Search in 2004, he devised an unethical kickback scheme, attempting to pay an associate under the table at Preston, Gates and Ellis (now K&L Gates) to hire one of his candidates. Barnes says that when he discovered this scheme, he and other BCG Attorney Search recruiters immediately fired Kinney. The complaint in the action even contains an email from Kinney where he talks about paying the bribe to an associate at Preston Gates in return for hiring a candidate.

Incredibly, Kinney decided over four years after working for Barnes and BCG Attorney Search to start maligning Barnes and his companies online. Kinney even attacks companies of Barnes that were not even in existence at the time Kinney worked for BCG Attorney Search.

Barnes says the actions of these anonymous online critics have damaged both his reputation, and that of his companies, leading to missed business opportunities, lost customers, weakened morale, and loss of employees.

The suit, filed this week with the California Superior Court, County of Los Angeles, Northeast District, seeks $10 million in damages.

The full complaint is available here (PDF file).

Click below to read the emails leading up to the firing of Kinney:

• Response from Harrison to proposed bribes
• Concerns over Kinney
• Response about reputation from Harrison to Kinney

The post BCG Attorney Search’s Barnes Sues Competitor Kinney Recruiting first appeared on JDJournal Blog.