Pay transparency laws are reshaping how attorneys and law firms approach compensation. Across the country, new regulations now prohibit employers from asking about a candidate’s salary history or using past pay to determine offers, shifting the focus to market value and role-based compensation.
In New York City, the salary history ban has been in effect since October 31, 2017, and across New York State since January 6, 2020. These laws make it illegal for employers to ask about or rely on a candidate’s previous pay when setting compensation. Meanwhile, the city’s Pay Transparency Law, effective November 1, 2022, requires employers to include a good-faith salary range in all job postings.
Other states have followed suit. California introduced its salary history ban on January 1, 2018. Massachusetts enacted similar protections on July 1, 2018, and Illinois joined on September 29, 2019. Philadelphia has enforced its own ban since September 1, 2020, though Pennsylvania has not yet passed one statewide.
The intent behind all these laws is the same: to promote fairness, close wage gaps, and ensure that compensation reflects current market value, not historical bias.
If you are planning a move this year, these laws give you more leverage—but also more complexity. Here is how working with a trusted legal recruiter can help you navigate the negotiation process and secure the best possible deal.
1. Save Time and Energy
Be transparent with your recruiter from the start. When you share your salary goals, flexibility needs, and long-term ambitions, your recruiter can filter out mismatched roles and focus on the ones that truly align.
Recruiters act as advocates. They manage the back-and-forth with firms, handle sensitive discussions about compensation, and ensure that you enter interviews with clarity and confidence. Instead of negotiating directly, you can focus on what you do best—building rapport and demonstrating your expertise.
2. Rely on Market Intelligence
Recruiters live inside the market. They talk daily with managing partners, firm administrators, and hiring managers. They know which firms are growing, which are merging, and which ones have leadership or financial challenges.
This insight goes far beyond what you find on job boards. Your recruiter can tell you how your experience stacks up, what competing firms are offering, and whether a role’s salary range fits your level of expertise. That knowledge helps you avoid wasted interviews and protects you from risky moves.
3. Build a Compelling Case for Your Value
Negotiation is not just about numbers, it is about framing your value. Your recruiter will help you articulate your achievements in measurable terms. Together, you will identify wins that demonstrate profitability, client impact, and leadership potential.
As Shari Davidson, President of On Balance Search Consultants, explains:
“When a recruiter knows your strengths and how to translate them into business value, the conversation shifts from salary to impact. That is when real opportunities open up.”
Your recruiter turns your success story into a persuasive business case that positions you as a high-impact candidate rather than just another applicant.
4. Navigate Salary Questions Strategically
Even with salary history bans in place, interviewers may still ask about your expectations. Work with your recruiter to prepare a response that focuses on market value and future contribution rather than past income.
For example, you can say:
“I am confident the firm will make a competitive offer based on my experience and the responsibilities of the role. My recruiter and I have discussed a range consistent with market standards.”
This keeps you compliant with local law while maintaining control of the conversation. If questions feel invasive or unclear, your recruiter can step in to clarify boundaries and protect your position.
5. Leverage Your True Worth
Every law firm has its compensation range. Your recruiter will help you understand where you realistically fit within that range based on your skills, book of business, and performance metrics.
Asking for too little undervalues your expertise. Asking for too much without market justification can take you out of the running. Recruiters use real data – current market rates, firm budgets, and practice trends – to help you strike the right balance.
6. Weigh the Intangibles
Not all value comes in dollars. The best recruiters help you evaluate the complete offer, including:
- Work flexibility: Hybrid or remote options.
- Professional growth: Mentorship, leadership roles, and continuing education.
- Culture and stability: Leadership consistency, diversity, and collaboration.
- Work-life balance: Realistic billable expectations and supportive teams.
A slightly lower salary at a healthy, growth-oriented firm may be far more rewarding than a top-dollar offer at a toxic one.
7. Think It Through Before You Decide
When an offer arrives, pause before saying yes. Review all the details with your recruiter, including compensation, benefits, origination credits, and performance expectations.
Your recruiter will help you determine whether the offer aligns with your goals and market benchmarks. If not, they will help you craft a respectful counteroffer that balances confidence with professionalism.
When your recruiter says an offer is strong, it is because they have compared it across multiple firms and practice areas. When they advise you to walk away, trust that they are protecting your long-term trajectory.
8. Know the Laws Wherever You Apply
If you are considering roles in multiple states, remember that local laws vary.
- In New York City, New York State, California, Massachusetts, Illinois, and Philadelphia, employers cannot request or rely on salary history.
- In Pennsylvania outside Philadelphia, no statewide restriction applies, so employers may still ask unless a city ordinance says otherwise.
Your recruiter will help you navigate these nuances, keeping your disclosures compliant while protecting your leverage.
9. The Power of a Professional Partner
Recruiters do more than find open positions. They coach you through interviews, manage negotiations, and build lasting relationships that support your career for years to come.
In a world where transparency laws have changed the hiring game, recruiters help ensure that every move you make is informed, strategic, and aligned with your worth. They also make the process less stressful by handling the details and advocating for your best outcome.
Make Your Next Career Move Count
Negotiating your next position should feel empowering, not overwhelming. With the right recruiter, you can approach the process with confidence, backed by data, insight, and advocacy.
Call 516-731-3400 today to schedule a consultation with On Balance Search Consultants. Let us help you secure a move that reflects your true value.
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.
