Law firms conduct confidential lateral search of top attorney candidates by developing a structured and discreet recruitment process, working with reputable legal recruiters, and tapping into existing networks. They also post job openings on discreet job sites or channels and use secure platforms for all recruitment-related communications. Confidentiality is essential in lateral attorney hiring because it helps law firms safeguard client relationships, maintain firm stability, protect the candidate’s career, and gain a competitive edge.
Need to hire a legal talent quietly and strategically? Our legal recruiters at Astor Professional Search can help you add top talent to your team through an effective and discreet search process. Call us today at (312) 781-9000 to discuss your hiring needs with one of our recruiters.
The lateral hiring market is finally gaining stability after several years of pandemic-related fluctuations. Overall hiring rose by approximately 14%, with lateral associate hiring increasing by almost 25% in 2024. But how do law firms maintain confidentiality in a lateral attorney search and hiring?
Developing a clear and structured hiring strategy that upholds confidentiality at every step is crucial before starting the search. This strategy should list the people involved, communication protocols, and measures to safeguard sensitive information. The hiring team should constitute trustworthy and strategic professionals familiar with lateral hiring trends. They should sign non-disclosure agreements (NDAs) to ensure no sensitive information leaks to the public, clients, or competitors.
Law firms should hire a legal recruiter with a proven record of conducting discreet searches and successfully placing attorney candidates. Such a recruiter can privately find and vet candidates for skills and culture fit. The recruiter can also handle communications between the firm and potential hires while protecting their confidentiality.
Law firms also leverage their existing connections to discreetly find and hire mid-level associates in law. They may, for instance, seek referrals from trusted attorneys and associates within the firm. Such referrals often result in quality candidates, while keeping the search internal and discreet. Partners and senior attorneys can also scout for top legal talent during bar association meetings and industry seminars through spontaneous conversations. Alumni networks, which often include former attorneys and summer associates, can also be a source of potential hires who already understand the firm’s culture.
Law firms use discreet job sites and channels when they want to fill an open legal position quietly. Such channels can include private groups on networking and social media platforms, like LinkedIn and Facebook. Another effective way to conduct a discreet search for attorney candidates is posting the position’s responsibilities and requirements without disclosing the recruiting firm.
Confidentiality is not limited to the search process. It is also part of the candidate vetting process. Law firms should carefully and thoroughly assess a candidate before disclosing sensitive information about the firm or the role. The preliminary rounds of interviews should concentrate on the candidate’s credentials, experience, and special qualities, while the recruiting company remains anonymous. Such a vetting process allows only the best candidate to move to the more confidential stages, which lowers the risk of information disclosures.
Managing all communications through secure channels ensures that sensitive information about the firm or the candidate remains private. Encrypted messaging platforms, emails, and recruiting software are perfect examples of secure channels that can support discreet lawyer recruitment. These channels can prevent unauthorized access, ensure candidate privacy, and coordinate secure collaboration.
Confidentiality is critical in lateral attorney hiring because even an early speculation of a transition can leave the candidate, the current firm, the recruiting firm, and their clients grappling with career, ethical, and business consequences. Benefits of confidential lateral attorney hiring include:
Attorney candidates may face discrimination or be denied access to clients if a transition becomes public too early in the process. They might even lose their jobs if the move is unsuccessful. Law firms that hire an attorney headhunter give candidates the confidence to take a shot at an open role without worrying about losing their current jobs. This is especially true if the headhunter has a proven history of helping attorney candidates make lateral moves discreetly.
A lateral move can shake the stability of a law firm, especially if it involves a senior partner or high-billing attorneys. Even a rumor of a possible move can cause internal panic, client attrition, and compromise firm culture. A hiring strategy that prioritizes confidentiality can safeguard the business interests of both firms.
Trust and confidentiality are the foundation of any attorney-client relationship. Clients must feel confident that any sensitive information they share with their attorneys will remain private. Disclosing a move too early in the hiring process can create confusion about who is handling a client’s legal issue. A discreet process focuses on satisfying all ethical obligations before a move happens.
Conducting a search and quietly bringing an attorney on board helps a firm gain an edge in the competitive legal market. High-profile candidates and clients prefer firms with a reputation for handling lateral moves ethically and confidentially.
A confidential search and hiring strategy enables the recruiting firm to confirm that no conflict of interest exists without notifying the existing clients or the firm too early. Doing that enables the recruiting firm to onboard the candidate and his or her clients without the risk of getting disqualified from ongoing engagements. It also protects the transitioning candidate and the recruiting firm from allegations of unlawfully soliciting clients before the official date of the candidate’s move.
Legal recruiters act as trusted third parties who match law firms with top-tier candidates through discreet law searches. They keep the search confidential at every step. Some of their roles include:
Recruiters conduct initial candidate screening without disclosing the details of the role or the hiring company’s identifying information. Doing this avoids disruptions within the hiring company and safeguards the candidate’s current position.
High-value lawyers rarely check job boards or actively search for new roles. Established legal recruiters can leverage their vast networks to find these passive candidates and discreetly convince them that it is time to make a move.
Legal recruiters serve as an intermediary between the hiring firm and the lateral candidate during negotiations. They help the two parties reach an agreement while keeping a professional distance.
Attorney headhunters are familiar with conflict of interest and solicitation rules. They can do conflict checks confidentially and help the recruiting firm make an informed decision. They can advise on the best time to officially announce a lateral move.
Recruiters control how recruitment-related information flows. They share the information with only authorized individuals within the hiring firm, determine when to reveal the candidate’s identifying information, and decide the amount of information to disclose at each stage.
Recruiters time the departure and official announcement carefully once the lateral candidate and recruiting firm have entered into an agreement. They ensure messaging from the involved firms is consistent and client notifications unsolicitous.
Legal recruiters do more than just refer attorney candidates to law firms. They conduct searches quietly, control communication, manage risks, and ensure compliance. That is why you should partner with a recruiter to increase the chance of a successful lateral hire. Astor Professional Search can help you expand your legal team without unnecessary exposure. Contact us to speak with our legal placement specialists.
A law firm can hire a lateral attorney discreetly by adopting a confidential hiring strategy, avoiding traditional job boards, and using secure communication channels, such as encrypted emails. Working with an experienced legal recruiter can keep the hiring process confidential from initial contact to official transition.
A premature disclosure of a lateral attorney search can unsettle the firm’s stability, cause loss of trust from existing clients, and give competitors a strategic advantage. It may also trigger ethical issues, such as illegal client solicitation, conflict-of-interest concerns, and being barred from current cases.
A law firm should use a legal recruiter for a confidential lawyer search when targeting highly sought-after attorneys and senior partners. Using a recruiter is also instrumental when dealing with delicate client relationships. Experienced recruiters can help law firms fill open roles quietly, mitigate risks, and keep professional distance at every step of the hiring process.
Common signs that your law firm should hire a legal recruiter include missed pitches, stalled laterals, and a high associate churn rate. A legal recruiter streamlines and expedites the hiring process while facilitating higher-quality placements. A recruiter achieves this through market mapping, valuable market intelligence, and back-channeling.
Law firms can maximize their return on investment (ROI) from working with a legal recruiter by measuring the recruiter’s effectiveness based on various KPIs. These KPIs include time-to-slate, time-to-offer, offer acceptance rate, and 12-month retention. Clear and concise communication matters when briefing a headhunter. Let them understand your scorecards and candidate must-haves to ensure you hire quality talent.
At Astor Professional Search, we are committed to helping law firms maximize their productivity and profitability. Call us at (312) 781-9000 for legal recruiting solutions tailored to your needs.
Many law firm executives rely on traditional in-house recruitment processes. These processes are no longer effective due to the ever-changing market dynamics. As an executive, you should watch out for signs that it’s time to consider the alternative – outsourcing hiring to a legal recruiter. These signs include:
Missed pitches are one of the key signs that your law firm needs to hire a headhunter. A missed pitch occurs when a hiring candidate rejects your firm’s offer. When your internal recruiting department fails to understand the needs of the candidate, or your interests are not in alignment, candidates are unlikely to accept offers.
You should consider bringing a legal recruiter on board if your law firm struggles to complete lateral moves. Stalled laterals show that your recruiting pipeline lacks movement. In most cases, it’s a firm’s indecision in critical recruitment issues that slows down the process. As a result, crucial hiring processes get stalled, taking weeks to advance to the next stage. Consequently, associates or partners making lateral moves get “stuck” along the way. Lateral moves may also stall because of rushed onboarding processes and internal bottlenecks.
Associate attrition rate rose from 18% in 2023 to 20% in 2024. High attrition rate forces your firm to constantly hire and train new employees. That comes with huge financial implications. It also impacts the firm’s productivity and client experience. A legal recruiter can help reduce turnover rates by matching your firm with talent that fits your culture and workload demands.
Before hiring a headhunter, determine how going that route compares with in-house hiring. Variables to look at include:
Both in-house and outsourced recruiting come with costs. In-house recruiting requires you to use money to compensate internal recruiters, handle job advertising, and offer candidate training. Using an external recruiter, on the other hand, may involve paying a one-time fixed fee or a percentage.
You may incur lower costs per hire if you opt for an in-house hiring team. You will, however, take longer to hire and onboard new talent. You will also incur branding costs to attract top talent. Working with a recruiter may have higher costs per hire, but it enhances your firm’s productivity.
In-house hiring is usually slower because of the restricted recruiting power. The process also lacks movement due to inefficient candidate reviews. External headhunters recruit legal executives more effectively because they have control over the hiring process. They have a deep market understanding and access to a large talent pool.
With in-house recruiting, your talent search scope is often scattered across a wider and unfocused pool. That is why your firm may be struggling to find qualified associates. You don’t have to worry about that when working with a legal recruiter. Recruiters use market mapping to concentrate on the right talent pool where they can identify top attorney candidates. Market mapping allows recruiters to access valuable data on candidate movement and availability. Instead of waiting for random applications, they identify and engage top talent to fill your legal vacancy.
Vetting partners is highly crucial in legal recruiting. With the high costs associated with legal recruiting, any mis-hire can hamper value creation. Back-channeling goes beyond resume reviews and interviews. A legal recruiter digs deeper to find candidates’ former employers. They’ll ask about the candidate’s work ethic, strengths and weaknesses, and personality. Back-channeling a partner’s career trajectory ensures the legal partner is a perfect fit for your firm.
Legal recruiters’ hiring processes go above and beyond the traditional law firm recruiting strategies. They focus on understanding how your competition hires. It’s a strategic approach that identifies the best recruiting practices. This intelligence enables a headhunter to identify gaps and opportunities in the market, giving your firm a competitive edge in the employment market.
Legal hiring takes significant financial resources. The process also disrupts your firm’s day-to-day operations. Therefore, you must take measures to maximize your legal recruiter ROI.
It’s crucial to understand that partner laterals and associate hiring are different playbooks. That said, each recruitment process calls for a different approach. Clearly brief the recruiter on your interview scorecards and candidates’ must-haves or nice-to-have qualities. This enables your headhunter to know your ideal candidate. With this information, the recruiter can tailor the services to suit your unique recruitment needs.
Working exclusively with one recruiting firm builds your brand. It prevents situations where multiple headhunters approach candidates with similar job offers. With exclusivity, one recruiting firm represents your brand, giving your firm a unique presence in the market.
Feedback is highly important when working with a legal recruiter. By providing honest feedback, you can measure a recruiter’s effectiveness in securing top talent.
The key performance indicators to focus on when working with a legal recruiter include:
This metric measures a recruiter’s ability to convince a candidate to accept an offer after a job requisition approval. Understanding a recruiter’s time-to-fill helps you plan the recruiting process and even tell when the process has been delayed.
This metric refers to the time it takes a recruiter to hire an attorney candidate from the moment they join your recruitment pipeline to the time of offer acceptance.
An offer acceptance rate (OAR) refers to the number of candidates who accept a job offer. You determine a recruiter’s OAR by dividing the number of accepted job offers by the number of offers extended by the firm. This metric demonstrates the recruiter’s effectiveness in identifying suitable candidates and overseeing the offer process.
Retaining top legal talent is a challenge for many firms. You need a legal recruiter whose hiring practices promote high retention rates. The 12-month retention indicator indicates the percentage of new employees who remain in their new position for at least 12 months.
The legal industry is filled with many recruitment firms. With such a large pool of headhunters, there are good chances of encountering unprofessional firms.
Not even a top recruiter can guarantee that you’ll secure your ideal talent for a legal position. A good recruiter will only give a realistic picture of what to expect after understanding your firm’s culture. They’ll advise you based on the prevailing market conditions.
Avoid a recruiter who pressures you to hire a candidate against your will. A disreputable headhunter often puts their bottom line before your needs. Thus, they might aggressively push you to make a quick decision in recruitment matters. That robs you of the space and time to think critically. You’re likely to hire the wrong talent when working with such a recruiter.
Communication between you and your legal recruiter is crucial. A professional recruiter will correspond with you at every stage of the legal recruitment process. The recruiter must listen and understand your expectations. The recruiter must also offer value by clarifying any concerns you have. A recruiter with poor communication skills can cripple your recruitment strategy.
Astor Professional Search is ready to minimize your hiring risk and match you with top-tier legal professionals. Contact us today to schedule a consultation with our dedicated legal placement team.
Some signs that a law firm should hire a legal recruiter include missed pitches, stalled lateral hires, and a high attrition rate.
A legal recruiter matches you with the best legal professionals at a quick turnaround. Recruiters leverage market mapping, competitive intelligence, and back-channeling to identify top talent.
A law firm can measure ROI from working with a legal recruiter by tracking metrics, such as time-to-hire, offer acceptance rate (OAR), and 12-month retention.
Law firms use partner comp models to share profits among partners. The four main compensation models in Illinois are profit-sharing, lockstep, merit-based, and formula-based. As a young attorney or associate intending to rise to a partner, you must find firms with compensation models that align with your career goals. You should also consider a firm that pays market-value salaries and whose model aligns with its goal, mission, and values.
Building your legal career in Illinois? Astor Professional Search is a premier legal placement service with a vast network and resources to match you with the right firm. Call us at (312) 781-9000 to speak with one of our legal placement specialists.
Compensation in most firms is based on remuneration models. Some firms handle top-paying practice areas in lucrative markets. Others prefer going in-house with a tight-knit organization structure. The latter may even focus on less paying practice areas. Thus, some law firm partner compensation models are subjective, while others are structured. The four main partner compensation models include:
A profit-sharing model combines both law firm profitability and compensation. In this model, partners share a percentage of the profits based on the firm’s quarterly or annual revenue. For example, let’s assume a firm using a profit-sharing comp model recorded $1 million in annual profit and has 10 equity partners. In such a case, each partner’s salary will be calculated as follows:
$1,000,000/ 10 partners = $100,000 per partner
But that’s only accurate if the law firm divides the profits equally among the 10 partners. Many firms have senior equity partners. Such legal partners receive higher compensation than non-equity partners. A legal partner in Chicago earns between $218k and $407k per year.
A formula-based remuneration structure rewards partners based on individual performance. The salary depends on metrics, such as billable hours, business secured for the firm, and client revenue. Such a model benefits firms because it fuels productivity. Top performers are often the beneficiaries.
However, this system has its disadvantages. For example, it promotes unhealthy competition and increases employee burnout. Since it’s based on billable hours, employees are pressured to work beyond ordinary hours to meet deadlines.
In a lockstep compensation model, a legal partner receives higher salaries based on their years of service. By attributing compensation to seniority, a lockstep comp model fosters trust, loyalty, collaboration, and transparency. In a way, this compensation system helps the firm retain top talent.
This partner compensation system pays attorneys based on their contributions to the firm’s revenue. In other words, the more you contribute, the more you earn. For example, a partner who contributed $800,000 to the annual revenue will receive higher pay than one who brought in $500,000 in business. Therefore, to level up your earning potential, you may want to engage more in business development activities.
Compensation is a key consideration if you’re looking to become a legal partner. The following tips can help you choose the right compensation model for your career goals:
Carefully read the mission statement and value proposition of the firm you intend to join. You should then check if the compensation model aligns with the goals.
Attracting and retaining top legal talent is a challenge for firms. Firms that provide fair, market-value salaries attract and retain top associates and partners. Find out what fair compensation would be by considering the position, practice area, and geographical location.
Law firm candidates focused on quality client experience should choose firms that provide bonuses based on positive reviews. In such an attorney pay structure, calculations depend on the number of referred clients and positive public testimonials. Employees with higher scores receive higher bonuses.
Astor Professional Search is your trusted partner when it comes to finding a firm that aligns with your career goals. We’ll get to know your personal interests and career goals so that we can offer you a personalized job search and placement service. Contact us to schedule an appointment.
There are four main partner comp models. They include profit-sharing, lockstep, merit-based, and formula-based models.
A merit-based comp model bases partner salaries on origination credits. These benefits reward partners who bring new clients to the firm, contributing to its bottom line. Thus, the more origination credits a lawyer accumulates, the bigger the paycheck.
You should ensure the firm provides fair, market-value salaries. Additionally, the firm should have a comp model tied to its goals, values, and mission. You must also consider a compensation scheme that rewards partners who offer an excellent client experience.
Mid-level associates are the hottest commodity in Illinois because of the niche they occupy in today’s legal market. They are more experienced than their junior counterparts, allowing them to handle cases with authority and build strong client relationships. They also don’t come with the steep salaries and rigid work schedules associated with legal partners. In short, mid-level associates provide value from the get-go. They can adapt and grow in a new team.
Your best chance of joining your favorite law firm as a mid-level associate is to work with an experienced legal recruiter. The recruiter can offer you up-to-date market insights, notify you of job openings before they are advertised, and help you get shortlisted for interviews. The recruiter can also help you with interview preparation and negotiating favorable employment terms.
At Astor Professional Search, we understand that every associate is unique and a one-size-fits-all approach doesn’t work in associate attorney placement. Our legal recruiters take time to understand your unique personality, skills, and career prospects. We tailor our legal recruiting services to increase your chances of securing a position in a firm that can help you grow. Call us at (312) 781-9000.
Lateral moves in the legal industry are on the rebound. Legal recruiting is rapidly reaching pre-pandemic levels. That boom reflects a broader trend in the legal hiring landscape. Client needs and preferences change dramatically. They demand efficient and specialized legal services. Law firms are scrambling to bridge the existing skills gaps to meet these demands. Hiring mid-tier associates seems to be the solution.
Mid-level candidates occupy a sweet spot in the legal market. Their experience offers value for small, mid-sized, and large legal entities. Small firms have tasks in litigation, administration, and finance. These roles require legal skills that mid-level associates can offer. On the other hand, large law firms are rushing to fill the legal positions left by associates who’ve pursued other available opportunities elsewhere.
The internal architecture of small firms and the increased attrition levels in large firms provide opportunities for mid-level associates. The current legal landscape is a seller’s market. As a mid-level lawyer, you are a highly sought-after commodity.
Most associates have completed training. Their mid-level training, however, means there are still skill gaps to be addressed. Their intermediary position makes them flexible to acquire new skills.
Mid-level associates bring the much-needed legal skills to bolster small firms’ culture and growth. They also help fill vacancies in crucial practice areas available in large firms.
Top firms are struggling to find qualified associates. Client pressure is one of the factors fueling high competition for mid-level candidates. Most firms have developed strategies to attract top talent. Strategies that law firms employ to compete for mid-level talent in today’s market include:
Many firms invest heavily in competitive compensation packages to appeal to mid-level associates. They offer lucrative salary perks, signing bonuses, comprehensive health insurance policies, and other employee-focused work benefits to trigger lateral moves.
Top law firms evaluate talent beyond the Ivy League to tap into a larger and more diverse talent pool. Doing that gives them an edge over competitors when it comes to hiring mid-level talent in today’s competitive legal market.
Legal roles are usually associated with tight work schedules, which rob lawyers of time to attend to other personal and family obligations. The COVID-19 pandemic brought unprecedented changes in the legal sector. Today, legal associates highly value work-life balance. That has driven many firms to include flexible work schedules in their value proposition to associates.
Lack of career development opportunities is a reason for increased lateral moves. Today’s legal associates are looking for firms that provide training programs and clear career development paths. That allows them to acquire new skills and grow their careers. Thus, career development opportunities are at the center of law firm hiring trends.
The third quarter of 2021 saw up to 13,978 lateral associate moves. That was a 51% increase compared to the previous four-year average within the same period. In Chicago, associate lateral moves rose by 62%. Data privacy, corporate, and insurance law are the three main practice areas that recorded the largest percentage rise in lateral associate moves.
Other practice areas fueling demand for mid-level associates include:
The future legal market projections offer promise to mid-level candidates. There is a high demand for their legal skills and experience. Technological advancements and the thriving economy are creating new opportunities for associates. These positive shifts enable them to acquire skills in the major practice areas.
More associates prefer remote work arrangements. The increase in lateral moves is partly attributed to that. Many young attorneys are willing to give up their generous benefits package and join firms that allow associates to work remotely. Consequently, more firms are creating remote work policies to attract and retain top legal talent.
Associate salaries and bonuses increase with the number of years you have been in a firm. Mid-level associates receive higher salaries and bonuses than their entry-level counterparts.
The American Bar Association reported a 19.2% increase in the average attorney salary from 2021 to 2023. By June 2023, the average lawyer wage was $176,470. The high demand for associates means firms are willing to pay huge bonuses to poach associates from their competitors. Firms will continue to pay lucrative salaries and bonuses beyond 2025 to retain their top legal talents.
Are you looking for a mid-level associate position in Chicago, Illinois? Astor Professional Search is here to match you with a law firm where a person with your skill set and experience can thrive. Contact us today so that our placement professionals can start tailoring a job search and placement strategy that matches your needs.
A lateral move takes between two and four months. That’s the period from the time you file an application to the date you occupy the new role. However, you may expedite the process if you have in-demand skills or have an existing relationship with the recruiting firm.
It’s advisable to consider a lateral move after 3–5 years. At this point, you have gained adequate experience. Firms are likely to hire you because the costs to train you are significantly reduced. What’s more, you’re highly adaptable, and the motive behind the move seems reasonable.
You can better your odds of securing a mid-level associate position in your preferred firm by ensuring your resume and profile clearly highlight your experience and skills. Working closely with a legal recruiter who has a strong network in your target market can also prove helpful.
Young attorneys considering a career path in the legal sector should evaluate the pros and cons of in-house vs. BigLaw. BigLaw attorney positions offer higher compensation and a wide scope of career options. They, however, have poor work-life balance and expose legal professionals to the stress of billable hours. In-house lawyer jobs offer a favorable work-life balance and better career advancement opportunities without the stress of billable hours. They, however, provide lower salaries and benefits.
At Astor Professional Search, we provide personalized talent search and placement services in the legal sector. The services we offer are grounded in a client-first approach. We’ll get to know you, your career, and your aspirations. Call us at (312) 781-9000 to schedule an appointment and learn more about how we can help you.
The work environment and culture will influence your experience as a young lawyer in the legal sector. So, do your due diligence to find out how in-house legal jobs differ from large law firms.
Top firms offer a range of young attorney career options. They tend to handle more complicated, high-stakes cases for big corporations. The associates at each level work on different legal areas. This exposure allows them to gain access to valuable legal resources and libraries. You can acquire new legal knowledge and case development skills. The downside is that huge caseloads and paperwork translate to tight work schedules with long working hours.
Additionally, the top management in these BigLaw entities set strict deadlines and high billable hourly rates. Attorneys feel the pressure to meet these deadlines. As a result, managing their time and meeting deadlines becomes a big challenge. In such a working environment, it’s easy to get stressed and fatigued, leading to burnout.
The number of attorneys switching from top-tier firms to in-house legal roles has been increasing in recent years. Unlike law firms, in-house positions provide a more supportive work environment. They also offer a more collaborative culture and career advancement opportunities.
In a large firm, it’s easy for a young attorney to feel undervalued. Their efforts often go unnoticed. In an in-house group, lawyers enjoy autonomy. The lead attorneys and partners trust them to have meaningful interactions with clients. Attorneys handle greater responsibilities early in their careers. Thus, they gain much-needed hands-on experience for professional growth.
The smaller organizational structure in in-house groups alleviates organizational hierarchies and red tape. Thus, they are more responsive to market trends and ever-changing client needs. Such a dynamic and responsive group is more inclined to accommodate younger lawyers’ ideas and professional input. An in-house role can be a great option for young attorneys who value innovation.
There’s a disparity in the salary levels for in-house vs. BigLaw lawyers. Large firms provide higher salaries and benefits. Young attorneys in these firms can expect annual salary increases ranging from 5% to 20%. However, you’ll have to win over fierce competition to be worthy of an increase.
If you value the career growth opportunities associated with in-house legal positions, you may have to settle for lower salaries and benefit packages. Unlike the bigger firms, these positions operate on smaller budgets.
There’s usually a lot of office politics and competition in larger firms. Young attorneys often have to navigate rigid and bureaucratic processes to carve out their niche. You may find specialist departments or “small firms” within a larger firm. Each small firm has to compete with other departments within the same firm. Considering the fierce competition and “invisibility,” it can be difficult to climb up the career ladder in a BigLaw firm.
In-house lawyers have better career advancement opportunities than their counterparts at BigLaw. In-house corporations offer attorneys achievable requirements to acquire equity partnerships. They appreciate attorneys’ contributions to the company’s success. They create transparent partnership models. Lawyers who achieve excellence through merit have a chance to become legal partners.
Achieving attorney work-life balance was a struggle in the pre-pandemic era. The COVID-19 pandemic, however, changed the legal industry status quo. A firm must now restructure its organization, working hours, and recruitment process for lawyers. Young lawyers should consider the following factors to balance their work-life expectations:
Working in a law firm with a consistent flow of cases provides the opportunity to gain experience. That said, it’s crucial to evaluate the firm’s caseloads based on the available workforce. A big law firm that handles cases from wide-ranging practice areas might not be the right choice if you are seeking work-life balance. This is especially true if the firm is understaffed. Low staffing means associates work longer hours to meet deadlines.
A firm handling cases in one or two legal areas is likely to offer a better work-life balance. A focus on specific practice areas demonstrates the firm’s discriminating nature in choosing the cases to take. Such firms hire the types of lawyers that are in demand in the specific legal areas they operate.
To find work-life balance, you should assess a firm’s workplace flexibility. Remote and hybrid work setups prevent burnout. However, post-COVID-19 workforce analysis indicates that flexible setups aren’t the remedy. Without proper strategies to promote balance, lawyers may find themselves working harder at home than in the office.
Finding a firm that offers a better work-life balance isn’t straightforward. You must do your due diligence and focus on finding a firm with a favorable work and staffing pattern hinged on a strong value proposition. Legal recruiters with years of experience working with small, medium, and large firms can save you from the hassles of finding a firm that suits your unique needs.
Deployment of tech solutions to create work-life balance for associates is a necessity for all firms. Legal tech tools have streamlined workflows. They enable attorneys to automate various tasks, cutting down time, costs, and errors. However, a 2021 report revealed that law firms are not fully using the tech solutions they have already implemented.
Experienced legal recruiters at Astor Professional Search can provide the advice and support you need to make an informed decision when considering In-house vs. BigLaw counsel roles. We can also match you with the right law firm or company. Contact us to schedule an appointment.
Before leaving your law firm, you must first review and address legal agreements you entered. You must also notify the firm and your clients of your impending move. Burning bridges may ruin your career prospects. This is because an unethical exit tarnishes your reputation.
As a lawyer, you have fiduciary duties to clients and other associates in your law firm. Safeguarding client files and confidentiality during the move is critical. It builds your integrity, professionalism, and client loyalty. It’s also crucial to consult a legal recruiter before leaving. An experienced recruiter will provide you with valuable guidance and support for a hassle-free move.
At Astor Professional Search, we have a team of skilled legal recruiters consisting of former attorneys. We understand the profiles and work patterns of leading firms. We also know how crucial a lateral move can be to your career advancement. Our recruiters will try to understand you and your career goals to advise you on the best way to leave your law firm. Call us at (312) 781-9000 for more information on how we can help you.
The legal industry is still experiencing the ripple effects of the pandemic-era Great Resignation. Changes in work and power dynamics influenced many legal associates to rethink their careers. Legal professionals moving to a new law firm must strive to do it the right way.
As an attorney, you have fiduciary obligations to your fellow associates and clients. You must ensure that your contractual obligations to the firm and duties to clients are well organized before resigning from your law firm.
Here are some actionable tips for leaving your law firm without burning bridges:
Review agreements you might’ve entered while serving in your firm. That may include partnership, shareholder, and employment contracts. Carefully inspect agreements with clauses that may be affected by a departure. Some clauses of interest include notice timelines, shareholder buy-out requirements, non-vested retirement benefits, and financial implications. Handling these issues before departing averts many legal problems in the future.
Retaining top legal talent is a struggle for many firms, but leaving without informing the relevant parties is unprofessional and unethical. Based on the Rules of Professional Conduct, you should inform your firm of an impending departure. Additionally, you and your firm must notify the clients of an impending change in their legal representation. The notice must be timely and sufficient to enable a smooth transition regarding client issues, such as:
Legal practice rules require legal practitioners to maintain client confidentiality. In other words, you have a legal obligation to conceal all client information related to an active representation. You must remain loyal to clients and address conflicts of interest, even during your transition to a new firm.
ABA guidelines permit lawyers to disclose limited information about a client only if it resolves conflicts of interest arising from the move. The client information provided must not violate the attorney-client privilege. That information should include only the client identity, a summary of the legal matter, and whether the case is active or closed.
You must adhere to client confidentiality rules even in your new position. You must not share your clients’ information with your new colleagues unless you obtain written consent from the client.
In your position as a legal associate, you may experience signs that it’s time to start searching for a new law firm position. These signs include limited growth opportunities or a negative change in company culture. Whatever your reason for wanting a lateral move, it’s crucial to consult professional legal recruiters. Consulting a legal recruiter before leaving your law firm can help you in the following ways:
A legal recruiter understands the importance of moving without burning bridges. Most recruiters are former attorneys who have been in your shoes. They have experience in making a clean transition from one legal position to another.
A recruiter’s guidance can be of value, especially when handling the ethical and legal aspects of the move. The recruiter can guide you through the move and steps to take, including when to communicate the impending departure to clients. Furthermore, you’ll get guidance on how to solicit clients and what you can carry with you from your firm.
The legal market is constantly changing. Navigating this market in search of employment and growth opportunities can be tough. Legal recruiters can help you secure your dream position because they are market insiders with an extensive network. They are up-to-date with emerging trends, the top firms that are recruiting, and the in-demand skills. A seasoned recruiter can offer you valuable information that can aid your transition to a new legal role.
Legal recruiters also have access to opportunities that aren’t often available to the public. Most leading law firms prefer recruiting discreetly. Vacant positions in these firms aren’t always advertised publicly. Established recruiters have access to these positions and can match you with the right firm. That gives you a competitive edge at a time when law firms are struggling to find qualified associates.
Astor Professional Search is your go-to legal placement agency if you are considering leaving your law firm. We know that building a flourishing legal career requires alignment of personal and career profiles. Our focus is to know you and your career prospects to provide personalized legal placement services. We’ll leverage our experience and industry knowledge to help you make a clean move. Contact us to request an initial consultation with one of our reputable legal placement professionals.
It’s time to make a lateral move when you experience dissatisfaction in your current legal position. Signs you’re ready for a new legal role include feeling unengaged, needing a better work-life balance, and limited professional development opportunities. The ability to discern these signs can help you tell whether you need a move or you’re just experiencing the occasional tough times at work.
Advancing in the legal field requires careful evaluation of career goals. You must also develop an effective career plan. Moving to a new legal firm is not an easy task. Fortunately, you can make the transition less daunting by implementing the right tips and working closely with professional legal recruiters.
At Astor Professional Search, we take the time to understand your career goals. Our legal recruiters then match you with a firm that can help you grow. Call us at (312) 781-9000 to find out how we can help you secure a new legal role.
A growth-oriented legal professional endures experiences that trigger the desire to make a lateral move. These experiences include poor work-life balance and limited career development opportunities. Those are the factors contributing to the rebound in the lateral hiring market. In fact, the national lateral hiring increased by almost 25% in 2024.
“Is it time to start looking for a new law firm position?” That’s a question legal recruiters often get from many attorneys. Here are the top signs you’re ready for a new legal role:
A change in your firm’s working culture may make you consider a new legal position. The company’s goals evolve, new leadership emerges, and team dynamics change. But not all change aligns with our values and goals.
The firm that used to value you as an important team member now treats you as a mere fee earner. It overloads you with case files. Perhaps your firm has shifted from upholding a collaborative ethos to a competitive work culture. If you feel like your firm’s culture doesn’t align with your values, it’s time for a legal career change.
Your advancement in the legal sector depends on your firm’s steady growth. So, your firm must adapt to the ever-changing market demands. Your learning opportunities tend to become limited when there’s a downtrend in your firm’s client base or new cases. As a forward-thinking attorney, you need a progressive work environment. If you’re itching for growth, but your current firm doesn’t offer the opportunities, consider moving to another law firm.
Your firm may still not see your potential to make a mark in your field, even after achieving high-level professionalism and technological proficiency. Instead of tasking you with high-profile cases, it leaves you to handle mundane tasks. That can leave you feeling dissatisfied with your job. It robs you of the opportunity to make a real impact.
Many firms out there would welcome associates with new ideas and high expertise in their practice areas. If you’re struggling to establish a niche in your current position, a career move would be timely.
In 2021, surveyed lawyers reported that they struggle with burnout in their work 52% of the time. Many lawyers feel like their current positions don’t afford them time to focus on their personal lives. The COVID-19 pandemic prompted many firms to invest in technologies that enable flexible working arrangements. Most firms have maintained the flexible work arrangement post-pandemic. So, consider moving to a new firm if you’re facing a mounting workload with no time to cater to your personal projects.
Evaluating your career goals helps you plan how to advance your legal practice. You must know why it’s important for lawyers to create a career plan. A career plan allows you to set a clear milestone to work toward. As a result, you strive to upgrade your legal skills and maintain a high focus. Consider the following tips when evaluating career goals:
Short-term goals are those goals you plan to reach within a year. They require no extensive planning. An example of a short-term goal is completing an advanced legal course to enhance your knowledge in your practice area.
Long-term goals are those milestones that take years to achieve. They require proper planning and sustained effort. You may have a long-term goal to become a legal partner. Short-term goals often allow you to achieve your long-term goals.
To attain a professional goal as a lawyer, you must know the skills and proficiency level required for each specific goal. For example, advanced legal research skills are instrumental in achieving thought leadership and legal innovation. You must also author authoritative legal articles and network with other thought leaders. Achieving excellence in client advocacy, on the other hand, requires knowledge of diverse legal frameworks and strong pro bono influence.
Transitioning into a new legal role involves assuming a new position with unique duties. You become a new employee in a new legal firm. Such a shift can be difficult. The following tips can help streamline your transition:
You must know “why” you’re making the move. Is it to have a better work-life balance or to have more learning opportunities? Knowing the reason for moving helps you make informed decisions. It also keeps you motivated.
A new legal role will often demand new legal know-how and skills. It’s best to enroll in a legal course and certifications tailored to your target legal position. That could help you easily settle into the new role.
It’s advisable to expand your network in your legal area. You can do that by finding other associates who can introduce you to resourceful insiders in your field. You can also network by attending legal conferences, actively participating in online forums, and engaging in social media groups.
Update your resume so that it focuses on highlighting the skills and experience aligned to your new career path. Focus on the achievements and abilities that indicate your competency and qualification for the new job. Additionally, create a solid online presence to connect with legal recruiters for help with career transitions.
Are you ready for a new legal role? Astor Professional Search can help you make the switch. We take a personalized approach with each candidate to understand his or her unique career goals. Our legal recruiters track the transition progress, providing a memorable experience for the recruiting firm and the candidate. Contact us to speak with one of our representatives.
Top firms evaluate talent beyond a candidate’s law school. They search for attorney candidates who’ve excelled in their classes despite attending second- or third-tier law schools. These lower-level learning institutions usually produce graduates with on-demand legal skills that appeal to legal recruiters more than a graduate degree from top-tier law schools.
At Astor Professional Search, our team of legal recruiters understands what top firms look for when hiring. We provide valuable resume advice and interview tips to inform your job search plan. Our job search professionals maintain ongoing communications even after resume submission, creating an excellent hiring experience for you and the recruiting firm. Call us at (312) 781-9000 to schedule an appointment.
The prestigious law school you attended may not automatically open doors in the legal job market. Many top firms are looking past candidates’ alma maters. Their focus has shifted to attorney talent evaluation, rather than the law school a candidate attended.
Top law firms seek law graduates who’ve outclassed their peers to achieve academic excellence. They believe that such candidates are ambitious, focused, and hardworking. It doesn’t matter if they went to second- or third-class law schools.
Law firms prefer experience over school prestige due to the following reasons:
Top students from top-tier law schools often disregard associate positions at lesser-known firms. Their Ivy League statuses guarantee them positions in the most prestigious firms. The law schools’ “brand recognition” enables them to negotiate with prestigious law firms to offer full-time positions to summer law interns regardless of their performance, skills, or excellence in their field.
Additionally, Ivy League law schools opted out of ranking against their competitors, eliminating the need for students to strive for higher performance. Students don’t work hard when they know that summer internships and full-time job offers await. In such an uncompetitive environment, students don’t get the legal skills needed to handle the real-world pressures in the employment market.
The curricula offered in prestigious law schools only prepare students to become honored civil servants in the country’s legal system. They educate them to become respected public figures, such as US Supreme Court Justices or international law analysts. Their courses teach political theories, international law, and capital punishment, which are crucial in equipping students with knowledge to occupy such offices.
However, many law firms prefer law graduates skilled in specific practice areas, including real estate law, tort law, criminal trials, and litigation. In less prestigious schools, students compete for high performance and excellence. They learn topics and skills relevant to legal practice areas. That appeals to many law firms.
The preference for Ivy League graduates has declined among legal employers. Firms value skills and competence more than Ivy League law degrees. Today, employers take candidates through skill-based law firm hiring criteria. Such an approach in recruiting enables them to hire top talents with practical experience and skills that will contribute to their firms’ growth.
The key areas legal employers check beyond candidates’ law degrees include:
If you’re a legal practitioner seeking a lateral move, a recruiting firm will be more interested in assessing your previous on-the-job training. This assessment helps the recruiter determine your skill level in undertaking your job description and duties. Whether you got your law degree from a prestigious school or a second-class institution isn’t important. Your level of training is the object of focus.
Gaining experience from a reputed law firm or an attorney with good credentials and a law background is an added advantage. Firms value training or experience gained outside a law firm, including:
You should critically think about the legal area you want to pursue. Your choice affects your employment and career development prospects.
Let’s assume you’ve worked as a corporate lawyer for three years. You now want to switch to litigation because it’s more interesting, enjoyable, and manageable. In such a case, it can be challenging to get employment as a litigator. It may mark the start of a declining legal career.
Litigation is one of the legal areas that requires a lot of business for one to thrive. Switching to a new practice area slows down your career. A recruiting firm won’t hire you because it deems your newcomer status a business risk. The chances of getting a job and staying employed in a top law firm are low.
The high attrition rate in the legal world is a challenge for law firms. Employers are looking for candidates who can work for them for many years. Some new associates appreciate their new positions, form warm work relationships, and become happy and productive. Others tend to leave after a few years of employment.
If you have a history of getting hired and staying with a firm for years, a recruiter views that as stability. You’re likely to be hired, especially if the employer intends to offer employee training and onboarding.
Many legal practitioners work in specific practice areas and earn a good reputation among other attorneys. For such popular lawyers, the law schools they attended are less important to employers. A stellar reputation shows that you’re a professional with an excellent work ethic and determination in your career.
A recruiting firm is likely to hire an attorney with a good reputation. With such a valuable addition to its workforce, the firm can leverage the attorney’s popularity in the legal community to further its goals. It’s not unusual to hear a prestigious firm hiring a lawyer from a second-tier law school after seeing the attorney’s vehemence and passion when driving motions and legal arguments in court.
In the competitive legal space, recruiting firms focus more on evaluating candidates’ skills than on the law schools they attended. Law graduates and associates can use a strong lawyer portfolio to showcase their career stories to employers. You can create an online portfolio that includes:
An online lawyer’s portfolio will increase your chances of getting noticed by hiring managers and legal recruiters.
The two most common lawyers’ portfolios include:
A law school graduate portfolio shows your academic credentials and achievements. A resume is a crucial feature in the portfolio. It informs employers of your professional background, legal skills, and academic history.
How you organize your resume can make or break your employment opportunities. Besides understanding what should appear on a lawyer’s resume, you must also know how to write a professional cover letter. Your law school graduate portfolio should also contain internship experience at various legal firms, legal writing samples, academic documents, and academic achievements, honors, or awards.
Creating a law school graduate portfolio is not enough. You must also know how to organize a job search after law school to stand out from other candidates in the job market.
This portfolio shows your career path and the skills you’ve acquired over time. It enables you to attract clients. It also makes it easy for you to make a lateral move. This type of portfolio is more important than your alma mater. It details your reputation, career stability, years of experience, and ability to stick to a legal position for a long time. Many law firms place more value on these factors than an Ivy League law degree.
A lawyer’s portfolio also includes a resume detailing your work experience and success rate in litigating cases. The resume must also include case summaries and key outcomes, career achievements, awards, and honors.
Besides a strong lawyer portfolio, effective networking for legal professionals is instrumental in securing your dream legal job or making a lateral move. Networking enables you to keep up with industry trends and identify opportunities. You can network with other associates, partners, or employers by engaging in online legal forums and attending conferences. You can also leverage social media to create your professional profile and connect with other legal professionals.
Are you a fresh law school graduate, seasoned attorney, or partner looking for an open position in a reputable law firm? Astor Professional Search is your trusted partner in your job search journey. We know a one-size-fits-all approach doesn’t work when helping candidates get their preferred placements. We take a personalized approach to match you with a firm where you can thrive. Contact us to learn more about our legal recruiting solutions.
Law firms struggle to find qualified associates because of high competition for top talents, an increasingly limited pool of qualified candidates, and a growing demand for legal professionals skilled in specific practice areas. Law schools have also contributed to the existing talent crisis. The curriculum and law courses offered by most law schools don’t prepare law students for the realities that await them in the legal sector. Consequently, potential hires fresh from law schools may lack the legal skills and qualifications to meet market demands.
Is your law firm struggling to find qualified associates? Astor Professional Search can alleviate the hassle of associate recruiting. We tailor our legal recruiting solutions to match your needs. Call us at (312) 781-9000 to speak with one of our experienced legal placement professionals.
The demand for legal services is high. Associate hiring is on the rebound after seeing an 11.5% decline in lateral hiring in 2022. Many legal entities are flooding employment markets searching for top lawyers. Thus, law firms must withstand stiff competition to find qualified attorney candidates to fill on-demand practice areas. Law firms face the following challenges when looking for qualified associates:
The skyrocketing demand for legal services has created a disparity in the supply and demand for skilled talent. New practice areas crop up all the time, and they all need placements. Thus, the current legal employment landscape is a candidates’ market.
Only firms that can appeal to the candidates’ wants and needs will secure top talent. This presents vast opportunities for candidates looking for first-time placements or those looking to make lateral moves to advance their careers.
The competition for top talent has compelled law firms to focus more on due diligence to know the qualities candidates possess before conducting interviews. Partners looking to join new firms should know the tips for partners considering a lateral move to improve their chances of securing their desired roles in reputed firms.
Do only large firms hire associate attorneys? Associate recruiting isn’t only limited to large legal firms. Even small and mid-sized entities hire associates, although their roles may differ. Regardless of size, law firms find it hard to identify the best candidates to fill vacancies in specific practice areas. The inability to find the “perfect” candidates and the mismatch between what candidates expect and what firms offer only exacerbates the situation.
For example, a legal recruiter may find a candidate with the right qualifications, but the candidate may not like the firm’s ethos or culture. Conversely, a candidate may prefer working in a firm because of the opportunities, but the firm may not hire that candidate because the skills don’t suit its long-term goals.
Candidates’ needs, expectations, and preferences have changed. The younger generation dominates the legal job market. Such candidates want careers with a work-life balance and career development opportunities. They prefer roles that give them a sense of purpose along with better financial compensation. Satisfying these expectations and needs while meeting the demands of the legal sector becomes a problem for a legal entity with a conservative culture.
Law schools are partly to blame for the legal skills crisis. There are increasing concerns about their failure to produce competent and skilled law graduates. But why aren’t law schools channeling out qualified graduates to fill the existing vacancies in the legal market?
According to a survey by LexisNexis, 95% of recruiting partners say that recently graduated law students lack the necessary practical skills during recruitment. Surprisingly, graduates also agree with the recruiting partners. Up to 87% of graduates feel the U.S. legal education system needs changes to prepare students to meet the industry’s demands.
The education provided is highly steeped in legal theories, ignoring the importance of equipping students with real-life professional skills that can help them advance their careers. Most law professors have little to no practical experience. They mainly concentrate on generating law review articles that only lawyers conversant with legal jargon can understand.
Such a curriculum doesn’t provide students with what they need to kick-start their careers. Some practical skills required by legal entities that law schools tend to overlook include:
The ineffective curriculum by law schools could explain why the legal practice is increasingly losing its appeal. The rate of law school applications has declined by 44.9% since the 2008 financial bubble.
The number of candidate attorneys with unsatisfactory LSAT scores is also increasing. That signals gaps in the education system because students aren’t knowledgeable enough to excel in state bar exams. The below-par performances make finding qualified associates a huge problem for law firms and corporate legal departments.
High lawyer turnover is a top concern among many legal entities. About 56% of law firms agree that they struggle to retain top talent, particularly in areas such as cybersecurity and operational efficiency. Law firms can’t fully shield themselves against the impacts of the ever-changing market dynamics. They can, however, keep up with the latest attorney hiring trends and retention strategies to minimize turnover rates. Some of these strategies include:
Before the pandemic, a salary rise or bonus was enough to convince an employee who wanted to leave a firm to stay. The COVID-19 pandemic illuminated various pain points among legal associates, with high burnout rates being a major problem.
Currently, financial incentives aren’t enough to change an employee’s decision to quit. Law firms must provide all-rounded development opportunities to attract and keep their legal associates motivated. Lawyers want firms that care for their mental health, physical well-being, career development, and upskilling.
One way a law firm can show its new and existing employees that it cares is by providing career development sessions at least once a month. These monthly sessions will help workers understand the available career paths within the firm. Workers may stay longer if the firm has a well-planned career path.
Law entities striving to achieve high talent retention rates must give employees more control over how and where they work. A 2022 survey found that 44% of lawyers would leave their current employer to another employer offering a remote working arrangement.
Technological advances have disrupted recruitment processes across many sectors, including the legal industry. By leveraging technological solutions, entities can bolster their recruiting efficiency and improve the accuracy with which they identify and attract top talents.
New tech, such as Artificial Intelligence (AI) and machine learning, have revolutionized various law firm recruitment processes, including candidate sourcing and screening. These tools also provide valuable predictive analytics that help firms find ideal candidates to fill specific positions.
Top legal talents leave the job market within a short time. Firms with a long and involving interview process may lose qualified candidates to competitors. Law firms must invest in technological tools that make the interview process fast, efficient, and transparent. These tools include those that facilitate:
By leveraging these tech solutions, law firms don’t have to schedule physical interviews with candidates. Instead, they can assess candidates remotely, increasing the efficiency of the hiring process.
Legal work involves a lot of documents, making it difficult for lawyers to complete their duties on time. Attorneys might skip proofreading due to the many documents they usually draft and review. With rising burnout rates influencing candidate placement choices, only firms with the right technologies to automate various administrative and management tasks can retain their top talents.
The new generation of associates prefer working for law firms that give them a sense of purpose. So, your firm must communicate how its work makes a difference in the world during the hiring and onboarding process. That allows new hires to feel and believe they are part of something bigger than themselves.
You can rely on Astor Professional Search if you are a law firm looking for a qualified associate. We understand that a one-size-fits-all approach doesn’t cut when searching for an employee to fill a specific role. Our legal recruiting agents are former lawyers who know the challenges you face when recruiting. They will listen to your needs and tailor the search to match you with your ideal candidate. Contact us today to schedule an appointment.