BigLaw partner lateral moves involve extensive due diligence on portable business, client relationship verification, and detailed compensation negotiations. The process typically takes 3-6 months and requires careful timing around non-competes and client notifications.
Employment law partners typically need $1-3M in portable business for lateral moves, though demand varies by market and specialty. PAGA expertise and wage-hour class action experience can reduce these thresholds significantly.
Seattle's employment law market is dominated by regional powerhouses like Perkins Coie, Davis Wright Tremaine, and Lane Powell, with unique opportunities in tech employment law driven by Amazon, Microsoft, and Meta. The market offers strong growth potential but requires understanding of Washington's distinctive employment regulations.
Non-equity partner compensation disputes often signal deeper firm culture issues that rarely improve. A lateral move to a growing market like Charlotte can provide both financial upside and career reset opportunities.
Yes, salary negotiation is possible during lateral moves, though the flexibility varies significantly by firm size, market conditions, and your leverage. BigLaw firms typically have more rigid pay scales, while mid-market firms often offer greater negotiation room on base salary and bonus structures.
Hogan Lovells non-equity partners typically earn approximately $400K-$800K annually, varying by office, practice area, and performance. The firm's international platform and strong market position generally support competitive compensation packages.
Labor and employment partners typically need $1-3M in portable business for lateral moves, though requirements vary significantly by market and firm tier. Strong client relationships and specialized expertise can sometimes offset lower book numbers.
Technology-adjacent practices, employment law, and privacy/data security lead 2026 lateral demand, with significant regional variations. High-growth markets like Charlotte and Seattle offer unique opportunities beyond traditional BigLaw strongholds.
The ideal timing for lateral moves depends on practice area and market dynamics, but generally falls into two windows: January-March for post-bonus moves with strong Q1 budgets, and August-October for year-end hiring pushes.
Legal recruiters typically charge law firms 25-33% of the placed candidate's first-year total compensation. Partner-level placements often command higher percentages due to complexity and revenue potential.
Law firm partners typically split profits through compensation systems based on originations, billable hours, and firm contributions. Most firms use either lockstep, eat-what-you-kill, or hybrid models that balance individual performance with collaborative firm building.
Entertainment law partners in NYC and LA typically earn $400K-$1.2M+ depending on firm tier, portable business, and specialization. Both markets offer strong opportunities with LA having slight edge for film/TV work.
The Charlotte move likely makes financial sense when adjusted for cost of living, with senior associates earning $280K-$320K versus NYC's $435K+ but gaining 40%+ lower expenses. Partnership timelines are often faster in Charlotte's growing market.
The M&A associate lateral market remains competitive but active, with strong demand in tech-heavy markets and emerging practice areas. Success depends heavily on timing, deal experience quality, and target market selection.
Legal recruiters are paid by law firms, not candidates, typically earning 20-33% of the attorney's first-year salary as a placement fee. This creates important dynamics attorneys should understand when working with recruiters.