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.
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.
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.
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.
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.
Legal recruiters are paid by law firms, not candidates, typically earning 20-33% of the attorney's first-year salary as a placement fee. This creates important dynamics attorneys should understand when working with recruiters.
Partner billable hours vary significantly by firm type and market, with Am Law 100 partners typically billing 2,000-2,400 hours annually. However, partners focus more on business development and client management than pure hour generation.
Evaluating an Am Law 100 lateral offer requires analyzing compensation against current Cravath scale benchmarks, assessing the firm's practice strength and culture, and weighing long-term career trajectory benefits against lifestyle trade-offs.
Securities litigation offers strong compensation and steady demand, particularly at elite firms and boutiques. The practice combines complex financial analysis with high-stakes litigation, making it an attractive specialty for experienced commercial litigators.
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.
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.
Charlotte is experiencing exceptional growth as a legal market, driven by major financial institutions and expanding firm presence. The market offers strong opportunities for corporate and financial services attorneys, with competitive compensation adjusted for significantly lower cost of living.
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.
Most major Seattle firms don't match full Cravath scale compensation, typically offering 10-20% below NYC rates while emphasizing work-life balance and lower cost of living. However, top-tier firms increasingly compete on salary for high-demand practice areas like tech transactions and IP.