Making a lateral move to a new law firm is one of the most significant career decisions an attorney can make. A successful partnership move can accelerate your growth, expand your client base, and strengthen your practice. But the stakes are high. The wrong fit can set you back, strain relationships, and disrupt your trajectory.
That is why working with a skilled legal recruiter can make all the difference. A good recruiter knows which firms align with your goals, what they are looking for, and how to position you for a smooth and successful transition.
Laying the Groundwork: Define Your Value Proposition
Before you consider switching firms, take a step back and clearly define what you bring to the table. Firms are looking for attorneys who can contribute immediately, and that requires more than just strong legal skills.
Ask yourself:
- What is your mission? What drives your work and the clients you choose to represent?
- Who are your clients? What industries, sectors, or markets do you serve?
- How do you communicate your value? Can you explain what makes your practice unique in a clear and concise way?
- What do you need to continue building your book of business? Consider platform, practice niches, geographic reach, and marketing resources.
Once you have articulated your value proposition, work with your recruiter to identify firms that will appreciate your strengths and support your long-term growth.
Assessing Compatibility Beyond Revenue
Revenue matters, but it is not the only factor in a successful partnership. A strong cultural fit can determine whether your transition is smooth or whether it becomes a constant challenge.
Consider these questions:
- Will you be happy working in this firm’s culture day to day?
- Will your practice help advance the firm’s strategic goals, and will theirs advance yours?
- Does the partnership track align with your professional ambitions?
Creating a one-sheet summary of your strengths, client base, and goals can help clarify your position. This document also serves as a useful tool for your recruiter to present you effectively to potential firms.
Understanding the Needs of the Future Firm
A lateral partner move is never one-sided. While you are evaluating the firm, they are also evaluating you. Most firms have a specific need in mind, often a skill set or niche practice area that will strengthen their market position.
The fundamental question for every firm is: How will you make or save the firm money?
To answer this effectively:
- Research the firm thoroughly. Understand its practice strengths, client base, and growth priorities.
- Evaluate your leverage. Know the demand for your expertise and how far the firm may be willing to go to secure your talents.
- Look at the total package. Beyond compensation, assess responsibilities, location, flexibility, partnership structure, and resources for growth.
When you understand the firm’s motivations, you can better position your value and negotiate terms that work for both sides.
Negotiating the Full Value of the Deal
Partnership negotiations involve much more than salary. The full value of the deal includes financial terms, professional development opportunities, and the resources that will allow you to grow.
Key points to consider include:
- Equity or profit-sharing arrangements.
- Origination credit policies.
- Support staff and marketing resources.
- Long-term growth opportunities and advancement pathways.
Your recruiter plays a critical role here, acting as an intermediary to structure an agreement that supports your career goals while aligning with the firm’s needs.
Common Mistakes Partners Make in Lateral Moves
Even experienced attorneys can make errors during a transition. Awareness of these common missteps can help you avoid them.
1. Focusing only on compensation. A lucrative offer may be appealing, but if the firm’s culture, client base, or resources are a poor fit, the move will not succeed in the long term.
2. Underestimating integration challenges. New partners must adapt to new processes, personalities, and expectations. A smooth integration plan is as important as the initial offer.
3. Overlooking client conflicts. Before making a move, address any potential conflicts that could limit your ability to service your book of business.
4. Neglecting long-term alignment. Consider whether the firm’s trajectory matches where you want your practice to be in five or ten years.
Questions to Ask Before Accepting a Partnership Offer
A well-structured move requires clear answers. These questions can help you evaluate whether the firm is the right fit:
- What resources will be available to help grow my practice?
- How is origination credit allocated and shared?
- What is the firm’s track record for integrating lateral partners?
- How does the firm support business development in my target industries or geographic areas?
- What is the typical progression for equity, leadership opportunities, or other advancement?
These discussions not only clarify expectations but also signal to the firm that you are evaluating the opportunity with a long-term perspective.
Building and Sustaining Your Partnership Success
Making the move is only the beginning. Success at the partnership level requires consistent effort in building and maintaining relationships.
Strong partners focus on:
- Deepening relationships inside the firm to encourage collaboration and cross-selling.
- Staying connected with past and current clients to maintain trust and continuity.
- Leveraging personal and professional networks for introductions and referrals.
- Building visibility within a specific industry or region to establish authority and attract new opportunities.
Rainmaking is not a one-time effort. It is an ongoing process that shapes the strength of your practice and your position within the firm.
The Recruiter’s Perspective
A successful partnership move is about more than matching skills with an open position. It is about aligning the attorney’s goals with the firm’s vision so that both benefit in the long term.
A skilled recruiter helps navigate every step of the process—from identifying compatible firms, to preparing your positioning materials, to negotiating terms that maximize value. With preparation, strategic guidance, and the right fit, a lateral move can be the beginning of a stronger, more rewarding chapter in your career.
About: On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.
Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.
Contact us today. Call 516.731.4300 or visit our website at https://onbalancesearch.com.
Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.
