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.
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.
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.
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 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.
Wyoming's employment law market is limited but stable, driven primarily by energy sector needs and general business litigation. Most sophisticated work flows to larger Colorado or Utah firms, making it better suited for attorneys seeking smaller practice environments.
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.
Moving from BigLaw to a quality employment boutique can be an excellent career move, especially given the robust demand for employment law expertise. While you'll likely take a short-term pay cut, the specialized experience and better work-life balance often lead to stronger long-term prospects.
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.
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.
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.
Legal recruiters typically earn through contingency fees (15-33% of placed candidate's first-year salary) or retained search fees paid upfront. Third-party recruiters work on commission while in-house firm recruiters receive base salaries plus bonuses.
IP technology transactions in life sciences involves structuring and negotiating deals around intellectual property in biotech, pharma, and medical devices. This includes licensing agreements, joint ventures, M&A support, and collaboration deals, combining IP expertise with business transactions skills.