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.
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.
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.
Partnership timelines typically range from 7-12 years depending on firm size, practice area, and market dynamics. Am Law 100 firms average 8-9 years, while mid-market firms often promote faster at 6-8 years.
Financial services associates in Charlotte typically earn 15-25% less than NYC counterparts, but with 40%+ lower cost of living. Strong demand from major banks and growing fintech sector creates competitive opportunities.
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.
AI is rapidly creating new subspecialties within California employment law, particularly around workplace surveillance, algorithmic bias, and data privacy. Employment lawyers should develop expertise in AI compliance, privacy regulations, and tech-specific wage and hour issues to capitalize on growing demand.
California employment litigation firms prioritize candidates with wage & hour class action experience, California-specific regulatory knowledge, and strong motion practice skills. While state law expertise is valuable, firms will train strong candidates on California nuances.
Intellectual property presents excellent lateral opportunities for partnership-minded attorneys, driven by consistent client demand, specialized expertise requirements, and strong economics. However, success requires strategic positioning and often additional technical credentials.
Seattle's employment litigation market is robust, driven by major tech employers like Amazon and Microsoft, Washington's noncompete ban, and ongoing workplace law developments. Regional powerhouses and national firms maintain active practices with steady lateral demand.
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.
Critical red flags include unrealistic revenue projections, vague partnership timelines, unusually high turnover rates, and compensation tied to unachievable metrics. Always verify firm financials and speak with recent laterals.
The T&E partner market for 2026 looks robust, driven by ongoing wealth transfer dynamics and tax uncertainty. High-net-worth population growth and family office expansion continue fueling demand for experienced laterals.
Look beyond base compensation to evaluate origination credit structures, equity partnership timelines, and cultural fit indicators. Focus on portable book requirements, support systems, and long-term partnership economics rather than just year-one guarantees.