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.
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.
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.
Fenwick & West is a premier Silicon Valley technology law firm known for venture capital, IPOs, and emerging company representation. They're particularly strong in tech transactions, employment law for tech companies, and intellectual property matters.
Legal recruitment consultants are specialized headhunters who connect attorneys with law firms, handling everything from market intelligence to interview coaching. They're typically most valuable for lateral moves rather than entry-level positions.
California's employment litigation market offers strong remote opportunities, especially for attorneys with wage and hour experience. PAGA reform in 2024 shifted the landscape but demand remains high, with firms increasingly flexible about remote arrangements for experienced practitioners.
The litigation-to-transactional switch is challenging but achievable, especially for mid-level associates with strong analytical skills. Success depends on timing, market positioning, and willingness to potentially step back in seniority initially.
Evaluating firm culture requires a multi-pronged approach combining strategic interview questions, reference checks with current associates, and analyzing concrete data points like turnover rates and advancement timelines. Focus on speaking with attorneys 1-2 years senior to your level and asking specific questions about work-life integration and professional development.
Law firms evaluate lateral candidates on portable business potential, cultural fit, immediate productivity, and strategic practice area needs. Bar admission timing and market-specific expertise often matter more than traditional credentials.
Generally, keep your job search confidential until you have a firm offer. However, there are strategic exceptions where early disclosure might benefit your relationship with current employers.
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.
Breaking into financial services law from general corporate practice requires leveraging your M&A and securities experience while building regulatory knowledge. Target firms with strong banking practices and consider geographic markets with major financial institutions.