The lateral partner market remains a powerful driver of growth in the legal industry. For attorneys looking to advance their careers, a well-executed move can expand a client base, unlock resources, and open doors to leadership opportunities.
While equity partnership across the AmLaw 200 still skews male, the market is shifting. Many firms are actively seeking to bring in diverse perspectives at the partnership level, and women with strong client portfolios are in demand. For those considering a lateral move, the key is to approach the process strategically, ensuring the next firm offers both the platform and culture that support long-term success.
Understanding the Market Landscape
Despite progress, women remain underrepresented in equity partnership ranks. However, this reality has created a strong opportunity. Firms recognize that leadership teams benefit from diversity, not just in principle, but in client appeal and competitive advantage.
A lateral move is not simply about filling a seat at a new table. It is about finding the firm that will value your practice, support your growth, and align with your professional and personal priorities.
Industry Trends for Women Lateral Partners
The landscape for women considering lateral partner moves is evolving rapidly.
- Increased client pressure on diversity. Many corporate clients now expect diversity among outside counsel, which has prompted firms to strengthen their pipelines for women at senior levels.
- Broader flexibility in working models. Remote and hybrid arrangements have made lateral moves more feasible without uprooting personal or client arrangements.
- Targeted recruiting efforts. Some firms are actively courting women partners with strong books of business, offering competitive compensation structures, marketing resources, and leadership opportunities.
- Expanded mentorship and sponsorship initiatives. A growing number of firms are creating formal structures to integrate women laterals into leadership tracks, recognizing that integration is key to retention.
These trends mean that women partners entering the lateral market now have more negotiating leverage than in years past—provided they know what to look for and how to assess a potential platform.
Defining Your Career Criteria
Before making a move, clarity is essential. Define what you need from your next platform and what you are prepared to bring.
Ask yourself:
- What practice areas do you serve, and where do they intersect with the market needs of potential firms?
- Does your practice require offices in specific regions to serve clients effectively?
- Will a hybrid or virtual work arrangement strengthen your ability to serve your clients?
- What marketing, business development, or operational support will help you grow your book of business?
- How will you measure success in your first two years at the new firm?
These questions create the foundation for a search that aligns with your values, your clients’ needs, and your future plans.
Moving Through the Lateral Process
Once your priorities are clear, the process becomes a structured search.
1. Review Your Current Position
If you are already a partner, review your current partnership agreement, compensation structure, and any notice requirements.
2. Engage the Right Recruiter
Work with a recruiter who understands the market and has relationships with firms that align with your goals. A good recruiter will advocate for you, protect confidentiality, and help position your practice effectively.
3. Identify the Right Platform
Your target firm should:
- Have a platform that supports your practice areas.
- Offer cultural alignment, including respect for your work style and career priorities.
- Provide resources that match your growth ambitions, from marketing teams to cross-selling opportunities.
4. Prepare Your Materials
Have an updated CV, business plan, representative matters, and three years of accurate billing and origination data ready. These details help demonstrate your value clearly to potential firms.
The Role of a Recruiter in the Process
A recruiter’s role is more than introductions. They manage the process from start to finish. This includes:
- Gauging interest discreetly before sharing your name or current firm.
- Arranging and preparing you for meetings.
- Debriefing after discussions to refine strategy.
- Streamlining documents, including lateral partner questionnaires and compensation terms.
- Helping plan the transition, including resignation timing and integration into the new firm.
Questions to Ask to Ensure Support and Advancement
Evaluating a potential firm goes beyond compensation. These questions help assess whether the platform will support both immediate success and long-term growth:
- How are lateral partners integrated into the firm’s leadership structure?
- What is the track record of women lateral partners at the firm—both in retention and advancement?
- How does the firm support business development for partners entering new markets?
- Are there formal mentorship or sponsorship programs to promote advancement?
- What resources will be available in the first year to help grow my practice?
These questions help identify whether a firm’s culture and structure are built for sustainable success.
Evaluating Culture and Support
Cultural fit is one of the most critical aspects of any lateral move. Firms may offer strong compensation or resources, but if the culture does not align with your working style and long-term goals, integration will be challenging.
Pay close attention to:
- Collaboration across offices and practice groups.
- How decisions are made about leadership opportunities.
- The transparency of compensation and origination credit structures.
- The support given to new partners in developing client relationships internally and externally.
Common Mistakes to Avoid in a Lateral Move
A move at the partner level comes with both opportunity and risk. Avoid these common pitfalls:
- Focusing solely on compensation. A high offer may be attractive, but it should not outweigh considerations like culture, platform, and client alignment.
- Overlooking integration planning. Without a clear integration strategy, even strong candidates may struggle to establish a foothold in the new environment.
- Underestimating client conflicts. Address potential conflicts early to avoid disruption to your book of business.
- Failing to plan beyond the first year. Look beyond immediate incentives and evaluate how the firm supports sustained growth.
Timing the Move
The best time to move is when your practice is strong, your client relationships are steady, and you are positioned to add value to a new platform. Signs that it may be time to explore the market include:
- Stalled advancement opportunities.
- Declining investment in your practice area.
- Cultural changes or attrition suggesting a shift in firm priorities.
Positioning Yourself for Long-Term Success
Making the move is only the beginning. Long-term success as a lateral partner comes from actively integrating into the firm’s platform and maintaining momentum in business development.
Focus on:
- Building internal alliances to cross-sell services.
- Deepening relationships with clients and expanding service offerings.
- Participating in committees, leadership roles, or industry initiatives to increase visibility.
- Using the firm’s platform to target new markets or sectors.
A Strategic Step Forward
For women attorneys, the lateral partner move can be a strategic step toward both professional advancement and greater influence in the industry. The key is to enter the process prepared, choose the right platform, and position yourself for sustained growth.
With the right preparation, market awareness, and guidance, a lateral move can be the next step in a career defined by both impact and opportunity.
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 516-731-3400.
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.
