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.
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.
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.
Private equity funds focusing on emerging companies create significant lateral opportunities for corporate attorneys. These funds drive demand for specialized legal services in M&A, securities, and regulatory compliance as their portfolio companies scale.
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.
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 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.
Legal recruiters help attorneys navigate lateral moves by matching candidates with firm opportunities, providing market intelligence, and managing the interview process. They're typically paid by firms on successful placements, making their services free for candidates.
Employment law demand is surging in California (PAGA litigation), the Pacific Northwest (tech employment issues), and growing Southeast markets. Many attorneys find better work-life balance and competitive compensation outside traditional BigLaw centers.
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.
BigLaw junior associate salaries follow the Cravath scale, with first-years earning $215,000 and second-years making $235,000 at top firms. Regional markets like Charlotte and Seattle may offer 10-20% adjustments, but cost of living differences often favor these markets.
Washington and California employment law markets differ significantly in regulatory complexity, with California's PAGA and wage & hour laws creating more plaintiff-side opportunities, while Washington's noncompete ban and tech concentration drive corporate employment demand.
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.