California does not offer bar exam reciprocity, so out-of-state attorneys must take the California bar exam. However, experienced attorneys may qualify for admission by motion under specific circumstances.
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.
BigLaw partner compensation in 2026 will likely continue growing modestly, with equity partners at top-tier firms earning $2-15M+ annually. Non-equity partners typically earn $500K-2M, while practice area and portable business significantly impact earnings potential.
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.
Moore & Van Allen is Charlotte's premier regional firm, particularly strong in banking, financial services, and corporate law due to its proximity to Bank of America and Wells Fargo headquarters. The firm dominates the local market in commercial real estate and maintains solid litigation capabilities.
Patent litigation associates handle document review, prior art research, claim construction briefing, expert witness coordination, and trial preparation. The work is highly technical and substantive, with better work-life balance than M&A but intense periods during trials and key deadlines.
BigLaw associates handle sophisticated transactions and litigation with significant client responsibility, billing 1,900-2,400+ hours annually. Work varies dramatically by practice area, from M&A due diligence to complex commercial litigation, with clear advancement tracks to counsel and partnership.
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.