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.
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.
Non-equity partner compensation disputes often signal deeper firm culture issues that rarely improve. A lateral move to a growing market like Charlotte can provide both financial upside and career reset opportunities.
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 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.
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.
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.
Private credit service partners represent borrowers and lenders in direct lending transactions outside traditional banking. This rapidly growing practice area offers strong compensation but demands deep technical skills and significant client development.