What Law Firms Look for in Lateral Attorney Candidates

Dear Jordan A.,

The Hidden Evaluation Framework

Most lateral candidates focus on polishing their resumes and cover letters, but the real evaluation happens behind closed doors using criteria that aren't always obvious. Firms use a multi-layered assessment that goes far beyond your law school ranking or current firm's prestige.

Business Development Potential (Even for Associates)

Even if you're not bringing a portable book of business, firms evaluate your potential to generate work down the line. This means your industry connections, geographic ties, and relationship-building track record matter enormously. For someone moving to Charlotte's booming market, having connections to the financial services industry (Bank of America and Wells Fargo drive massive demand) or previous experience with the types of clients flooding the market gives you a significant edge.

Some firms may use systematic approaches to evaluate whether a candidate will eventually develop into a rainmaker. They're looking at your undergraduate background, prior work experience, family connections, and even your involvement in industry associations.

Immediate Productivity Assessment

Firms need laterals who can hit the ground running. This means having the specific skills and experience that match their current deal flow and client needs. In Charlotte, for example, firms in Charlotte's market are often seeking laterals with financial services and commercial litigation experience to meet current client demands.

The evaluation focuses heavily on whether you can take on complex matters from day one without extensive training. Partners want to see evidence that you've handled sophisticated work independently, managed client relationships, and can seamlessly integrate into their practice group's workflow.

Cultural Integration and Team Dynamics

This is where many strong candidates stumble. Firms invest significant time evaluating whether you'll mesh with their existing team culture and client service approach. They're looking for evidence of collaborative work style, adaptability, and emotional intelligence.

During the interview process, firms often have you meet with multiple attorneys specifically to gauge cultural fit. They're assessing communication style, work ethic alignment, and whether your personality will enhance or disrupt existing team dynamics.

Market-Specific Factors That Matter

Geographic and Regulatory Knowledge

Firms place enormous value on candidates who understand local market dynamics, regulatory environments, and business customs. For your Charlotte move, having experience with North Carolina business law, understanding regional industry clusters, or familiarity with local court systems provides significant differentiation.

Regarding bar admission, some firms may hire pending admission, but you should verify current reciprocity requirements for North Carolina and individual firm policies early in your search. Some firms prefer candidates who are already admitted or have a clear timeline for admission.

Practice Area Alignment with Firm Growth Strategy

Firms evaluate laterals through the lens of their strategic expansion plans. Charlotte's legal market has shown growth in recent years, with various firms expanding their presence (market conditions should be verified with current data). Your corporate background aligns well with the market's needs, especially if you have experience in fintech, energy, or healthcare—all growth sectors in the region.

Understanding which practice areas are expansion priorities at your target firms helps you position your experience strategically. Many Charlotte firms are building out their corporate practices to serve the influx of companies relocating to the region.

Client Relationship Management Skills

Even at the associate level, firms evaluate your client interaction experience and relationship management potential. They want evidence that you can handle client communications professionally, manage expectations effectively, and contribute to client retention efforts.

This evaluation often happens through behavioral interview questions and references. Former supervisors and clients may be contacted to assess your judgment, responsiveness, and overall client service approach.

The Financial Equation

Firms also evaluate the economic impact of bringing you on board. This includes not just your potential to generate revenue, but also your salary expectations relative to market conditions. Charlotte typically offers lower associate salaries than New York markets while providing a lower cost of living (specific figures vary and should be verified with current market data).

Partners assess whether your expectations align with local market conditions and whether the investment in your transition will generate appropriate returns. Having realistic salary expectations for your target market demonstrates market awareness and makes you a more attractive candidate.

Long-Term Partnership Potential

Even when hiring associates, firms evaluate partnership track potential. They're looking for candidates who could eventually become equity partners and contribute to firm leadership. This assessment includes your business development potential, leadership experience, and commitment to building a long-term career with the firm.

Your motivation for the lateral move also factors into this evaluation. Some firms may view moves driven by lifestyle preferences or family considerations as indicating potential long-term commitment than moves motivated purely by compensation increases.