Candidate: Associate (Class of 2019)
Practice Area: Emerging Companies / Venture Capital (EC/VC)
Location: New York
In July 2025, Dan Sweeney successfully placed a Class of 2019 EC/VC associate into a senior role at a leading U.S. law firm. The placement marked the close of a search that spanned more than a year and required long-term trust, market timing, and ongoing communication between candidate and firm.
This is a clear example of how legal recruitment in the U.S., especially in volatile markets, depends as much on consistency and timing as it does on technical credentials.
Background
Dan first contacted the candidate via LinkedIn in April 2024. At the time, she had strong EC/VC experience and a solid résumé—limited moves, top-tier training, and a standout practice. But the market had shifted. EC/VC was among the hardest-hit sectors post-2023, and lateral hiring had slowed across the board.
Rather than push a short-term solution, Dan took the long view. He provided candid feedback on market realities, set clear expectations, and stayed in contact. Although initial interviews came through, nothing progressed to offer stage—due largely to broader market conditions rather than her profile.
Then things changed.
The Process
A new opportunity surfaced through an internal conversation—another recruiter mentioned a firm that was quietly hiring. It turned out the practice group was looking for someone with precisely the kind of EC/VC background this candidate had.
Dan made the connection, and the candidate met with senior partners at the firm. The cultural fit was immediate. The team had strong deal flow, great junior support, and a collaborative environment.
Shortly after, the candidate shared that she was expecting and planned to take maternity leave. Together, Dan, the candidate, and the firm decided to pause the process but stay engaged.
Over the next several months, Dan maintained regular communication with both the candidate and the partner leading the group—sharing updates, revisiting timelines, and keeping both sides aligned. By the time the candidate was ready to return to work, the groundwork had already been laid.
The final stages were straightforward—follow-up conversations, finalised terms, and a formal offer just days after her return from leave.
The Outcome
The candidate will begin her new role in a highly respected EC/VC group with a strong platform, meaningful support, and leadership investment. The move offers her a strategic re-entry point into the market, and a long-term growth path following maternity leave—without having to compromise on practice area or team culture.
Reflections from Dan Sweeney
“This was a lesson in patience and planning. The market wasn’t right when we first spoke, and neither was the timing for the candidate personally. But I backed her, stayed close, and helped keep the connection warm with the firm. Once things aligned, the rest came together quickly. That’s what legal recruitment at its best looks like.”
Key Takeaways for EC/VC Lawyers Considering a Move
- Not now doesn’t mean never. Market timing and personal timing rarely align perfectly—but when they eventually do, having a trusted recruiter in your corner makes all the difference.
- Legal recruitment in the U.S. is increasingly relationship-driven. Long-term rapport with both candidates and firms can create opportunities that job boards never will.
- Maternity leave doesn’t mean starting from scratch. Thoughtful timing, consistent updates, and strategic re-engagement can ensure you return to a role that supports your goals.
- Collaboration matters. This move came together because of internal teamwork and shared knowledge—reminding us that the best outcomes are rarely solo efforts.
If you're an EC/VC associate considering your next step—whether now or in the future—Dan Sweeney and our U.S. team offer practical, strategic guidance to help you plan it right.
📩 Get in touch for a confidential discussion.
