Seattle's lateral market continues to thrive, anchored by major tech companies like Amazon and Microsoft that drive substantial demand for corporate, IP, and employment attorneys. The region's unique employment law landscape and growing practice areas make it attractive for career pivots.
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.
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.
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.
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.
Corporate associates handle M&A, securities, and general corporate work, with firms evaluating deal experience, drafting skills, and client management abilities. The current market strongly favors experienced corporate laterals, especially those with 3-7 years of experience.
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.
California's intricate wage and hour regulations, including PAGA claims and classification issues, create enormous demand for employment lawyers. The state's employee-friendly laws and high-stakes litigation make California-specific expertise incredibly valuable.
Choose a substantive, well-written sample from your current practice area that showcases analytical thinking and clear writing. Most firms prefer 5-10 page excerpts from briefs, memoranda, or opinion letters over transactional documents.
The Am Law 100 ranks the highest-grossing U.S. law firms by annual revenue, with 2024's #100 firm earning approximately $400+ million. These firms typically offer Cravath-scale compensation, global platforms, and prestigious client work.
The Bay Area offers excellent employment law opportunities across Big Law firms like Fenwick & West and Wilson Sonsini (tech-focused) and specialized boutiques. PAGA litigation and tech layoff cases are driving significant demand for new talent.
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.
While specific 2026 salary figures remain speculative, current market trends suggest continued growth in Am Law 200 compensation, with increasing regional differentiation and practice area premiums. Secondary markets like Charlotte and Seattle are closing the gap with traditional legal hubs.
Silicon Valley litigation practices are experiencing strong demand, particularly in tech-adjacent disputes, employment litigation, and IP matters. Associates with 3-6 years of experience are well-positioned for moves to both elite tech boutiques and national firms with significant Bay Area presences.