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.
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