Equity partnership means owning a stake in the firm with voting rights and profit-sharing, while non-equity partners receive salary/bonus without ownership. Equity partners typically earn significantly more but face greater financial risk and responsibility.
Vahura Law Firm operates as a boutique practice with compensation that varies significantly from BigLaw scales. Research their specific practice areas, client base, and partnership structure before making any lateral move decision.
San Francisco litigation associates typically earn 10-20% more in base salary than Seattle counterparts, but Seattle's lower cost of living and growing market demand are narrowing the gap significantly.
Plaintiff-side employment litigation focuses on representing employees in discrimination, wage disputes, and wrongful termination cases, often working on contingency with higher risk/reward. Defense-side represents employers, offers steadier billable hour income, and involves more regulatory compliance and risk mitigation work.
Employment litigation associates in California earn $215,000-$365,000+ at BigLaw firms following the Cravath scale, while boutique employment firms typically pay $160,000-$280,000 depending on experience and PAGA specialization.
Financial services associates in Charlotte typically earn 15-25% less than NYC counterparts, but with 40%+ lower cost of living. Strong demand from major banks and growing fintech sector creates competitive opportunities.
Law firms evaluate lateral partners primarily on portable book of business, client relationships, and practice area fit. While revenue generation is crucial, firms also consider cultural alignment, team leadership ability, and strategic value to the firm's growth plans.
Lateral attorney moves typically take 3-6 months from initial outreach to start date, though the timeline varies significantly based on practice area demand, seniority level, and market conditions.
While the terms are often used interchangeably, legal recruiters typically specialize exclusively in law firm and in-house legal placements, while headhunters may work across multiple industries. Legal recruiters generally offer deeper market knowledge and stronger relationships within the legal community.