Non-Equity Partner Pay Disputes: When to Consider a Lateral Move

Dear Alicia A.,

Reading the Warning Signs

Compensation friction at the non-equity partner level often reflects deeper structural issues within a firm. When management consistently moves the equity criteria or delivers "insulting" compensation despite strong performance, it's rarely about your individual metrics—it's about the firm's financial health, partnership culture, or strategic direction. These dynamics often don't improve organically, making a lateral move both strategic and often financially beneficial.

Charlotte's Market Opportunity

Your timing for considering Charlotte couldn't be better. The Charlotte legal market is experiencing unprecedented growth, driven by major corporate headquarters and financial institutions creating strong demand for corporate and financial services practices. Major regional firms including Moore & Van Allen, Robinson Bradshaw, and Parker Poe have significant Charlotte presence, while national firms including K&L Gates continue building their Charlotte presence.

The market dynamics work in your favor as a lateral candidate. Firms are recruiting heavily from DC, Atlanta, and even NYC, meaning your Chicago experience will translate well. Corporate practices are particularly hot, with fintech, energy, and healthcare sectors driving sustained demand. Associate salaries typically run below NYC levels, while cost of living is generally significantly lower—and partner compensation often reflects more favorable economics than struggling mid-size markets.

Positioning Your Lateral Candidacy

The key to a successful lateral move when leaving due to compensation friction is controlling the narrative. Frame your move around opportunity and growth rather than dissatisfaction. Charlotte's market expansion, your spouse's opportunity, and your interest in a dynamic regional market all provide positive positioning angles.

Focus on quantifiable achievements: portable relationships, matter origination, client development, and practice growth during your tenure. If you've built a book of business, use the partner portable book calculator to understand what's truly transferable and valuable in a new market. Even relationships that don't immediately follow you can demonstrate business development capability.

Address the Compensation Gap Strategically

When discussing your current situation with potential employers, emphasize opportunity rather than problems. "I'm looking for a platform that rewards business development" sounds better than "my current firm underpays me." Charlotte firms understand that talented lawyers often leave constrained partnerships for growth opportunities.

Bar Reciprocity Considerations

North Carolina's bar admission requirements vary depending on your current state and experience level. As an established partner, you may have multiple pathways to admission, though you should verify current requirements. Use the bar reciprocity checker to understand your specific options and timeline. Many firms will support the admission process for the right candidate, so don't let bar requirements deter your exploration.

Market Timing and Leverage

The Charlotte market appears to have strong lateral demand, particularly for experienced corporate partners. This gives you negotiating leverage not just on base compensation, but on equity timeline, business development support, and practice autonomy. Many Charlotte firms offer clearer equity tracks than struggling mid-size partnerships, addressing your core frustration.

The personal element—your spouse's opportunity—actually strengthens your position. It shows you're committed to the market long-term rather than using Charlotte as a stepping stone. Regional firms value partners who view their market as a destination rather than a temporary stop.

Making the Strategic Move

Consider this transition as more than escaping compensation friction—it's positioning yourself in a growth market with better long-term economics. Charlotte's legal market is still developing, meaning opportunities for practice leadership, client development, and eventually equity partnership may be more accessible than in saturated markets.

Start building relationships with Charlotte firms before you need them. Market intelligence, preliminary conversations, and understanding firm cultures will help you identify the best fit. Given your experience level and market timing, you're likely to find multiple interested firms willing to address both your compensation concerns and career trajectory.

The friction you're experiencing often doesn't resolve itself—it typically reflects fundamental misalignment between your value and the firm's recognition. Charlotte's expanding market offers both immediate relief from that tension and longer-term opportunities that may exceed what your current market can provide.

Note: All compensation figures cited are approximate market estimates based on publicly available data and may vary significantly by firm, market, and individual circumstances. Verify current figures directly with firms or recruiters.