Lateral Moves in 2025: Should You Stay or Should You Go?
In today's legal landscape, pledging undying loyalty to a single firm doesn't necessarily spell success. Even if your current employer isn’t secretly drafting your farewell email, sticking around might not be your smartest play.
With skill shortages on the rise, especially in specialized practice areas, attorneys have more freedom to choose where they want to work than ever before. The decision to switch to a new firm could help you find a workplace with a better culture, more flexibility, and more development opportunities than you can access today. For a deeper dive into the hidden perks of switching firms, check out our article on Fast-Track Your Future: The Hidden Perks of Switching Firms.
Of course, that doesn’t mean that switching law firms is always the right decision. In this article, we'll guide you through the steps you can take to decide whether now is the right time for you to take a chance and explore new career avenues.
Market Analysis: The Legal Job Market in 2025
If you're thinking about making a move in 2025, the good news is that the legal job market is still active—but that doesn’t mean every opportunity is yours for the taking. While firms continue to invest in lateral hires, they’re becoming more selective, looking for attorneys who bring not just strong credentials but also business potential and specialized expertise.
Recruitment remains a priority, but with economic uncertainty looming, many firms are more strategic about where they invest. Compensation remains competitive, particularly for mid-level associates in high-demand practice areas like litigation, corporate M&A, and regulatory work. However, firms aren’t just throwing money around indiscriminately—laterals need to demonstrate a clear value-add.
Remote and hybrid flexibility has expanded some opportunities, but it’s a double-edged sword. While fully remote roles remain rare, many firms with offices in multiple markets are now open to filling positions in any of their locations. This widens the pool of potential candidates but also increases competition. However, the degree of flexibility varies significantly by firm and practice area—some partners and practice groups still expect significant facetime in the office. And while demand for talent is strong, the practice areas firms are prioritizing are shifting. If you haven’t checked in on market trends lately, now is the time to assess whether your expertise is aligned with where the industry is headed—or if you need to brush up on new skills or CLEs to stay competitive.
Is it Time for a Career Move? Making the Right Choice
Deciding whether to stay with your current firm or move to a new one is a significant step. You shouldn't just be considering a move because you believe you can access a higher salary, a more prestigious partnership track, a bigger platform for business development, or a more robust mentorship structure. You should decide based on your overall career goals, market understanding, and priorities.
Here are three key steps to prepare yourself to make the right choice.
Step 1: Assessing Your Current Situation
Start by reflecting on your current firm and the relationship you have with your workplace. How connected do you feel with the values and approach of your current employer? Do you have a true sense of purpose in your practice, and are you fulfilled by what you do?
How much progress are you making towards your specific goals with this firm? If you want to make partner five years from now, will your current employer deliver the development plans and case experience to help you get there? Does the firm have a clear partnership track and succession planning strategy in place?
Ask yourself what you like and dislike about your current firm. Do you love the firm culture but don’t have enough flexibility in your role or schedule? Are you being adequately compensated for your expertise and billable hours? If unsure, use salary benchmarking to compare your current remuneration with what's available in the legal market.
Lastly, look at your current practice areas and skills. Are you using them effectively in your role? Do you have expertise that could be easily transferred to other positions or practice areas?
For a more detailed breakdown of how to assess your career standing and plan your next steps, check out our Career Checklist for Lawyers.
Step 2: Identifying Your Priorities
Knowing what you want from your legal career is crucial to determining whether a move to a new firm is the right decision. Rather than focusing solely on salary expectations, consider what compensation level you’d be comfortable with if other priorities—such as client interaction, billable hour requirements, or in-office flexibility—were met.
While salary is important, it’s not always about making more money. Many attorneys find that a role offering more meaningful client work, a lower billable hour requirement, or a better work-life balance is worth accepting a lower compensation package. Think about what trade-offs you’re willing to make to align your job with your professional and personal goals.
Beyond the desire for better compensation, ask yourself what will motivate you to move to another firm. Are you seeking new opportunities to develop your practice, be challenged, and expand your expertise with mentorship programs and specialized case experience? Do you want to gain hands-on experience with emerging legal technologies, explore innovative practice management tools, or work in a firm that prioritizes tech-driven efficiencies to better serve clients?
Are you looking for a better work-life balance—more opportunities for remote and flexible work or a more significant focus from your firm on attorney well-being? Is a good cultural fit important to you? Maybe you want to work for a firm emphasizing cross-practice collaboration, diversity and inclusion, or pro bono work.
Step 3: Examining the Potential for Change
Next, consider whether it’s the right time for a move. Start by evaluating the job market in your practice area. Is it expanding or contracting? Practice areas experiencing growth often offer more opportunities and stability. If your specialty is in a downturn or many firms are "downsizing," this might indicate it's not a good time to search for a role.
Ask yourself how stable your current position is, too. Suppose your firm is shifting its focus away from your practice area, and you’re worried about the longevity of your role. In that case, it might be time to start considering alternatives, even if you’re mostly happy with where you currently work.
If you know your current position is stable but are unsure whether there are many opportunities for someone with your expertise, ask yourself if you're financially resilient enough to manage a transition. It often takes at least 2-3 months from initial market introduction to starting a new role, so it’s critical to begin your search before you feel pressured to make a move. If you have any concerns that your position may be in jeopardy, don’t wait until you’re put on notice—be proactive in exploring new opportunities while you still have leverage in your search. If fear is holding you back from making a move, take a look at our guide on Breaking Free: Tackling the Fear of a Lateral Move.
Finally, consider whether you have the skills you need to move into the type of role you want. Conduct a skills gap analysis and ask yourself whether you need to invest in additional certifications or specializations before considering switching firms.
Moving to a New Firm: Preparing Your Action Plan
After examining all the factors above, if you decide that moving to a new firm is the right choice, developing a structured action plan will improve your chances of success. Here's how to ensure you're ready to make the transition.
Conduct a Skills Gap Analysis
Start by evaluating the skills required for the roles you're targeting. Review job descriptions, industry standards, and feedback from your network to identify gaps in your expertise. Use CLE courses, specialized certifications, and mentorship programs to fill these gaps. Developing new competencies demonstrates initiative and can give you more opportunities to choose from, but be realistic about market expectations. Firms are increasingly looking for demonstrated experience in a given practice area before making a hire. The days of corporate transactional generalists seamlessly transitioning into tech transactions or emerging companies/venture capital (ECVC) are largely over. And if you’re a litigator hoping to shift into a transactional practice, you should be prepared for an uphill battle—it’s extremely difficult to make that transition in today’s market.
Activate Your Network
Your professional network is one of your most valuable assets. Inform trusted legal contacts about your career goals and ask for advice or referrals. Attend bar association events, legal conferences, and workshops to connect with new professionals in your field. Engage actively on LinkedIn by sharing legal insights, commenting on posts, and participating in relevant groups. This is where a legal recruiter can become your most valuable resource. They can help you navigate the job market, identify opportunities that align with your career goals, and provide insights on firm culture, compensation, and practice growth trends.
Update Your Resume
Before applying to new roles, ensure your resume is up to date. It should highlight your most relevant experience, notable cases, and specialized expertise for your desired roles. Be sure to tweak your resume to align with the specific requirements of each role, emphasizing the skills and experiences that best match the position. Remember to consider your online presence and profiles, too. Updating your LinkedIn profile and legal directory listings can make attracting the attention of legal recruiters and employers easier.
Prepare to Negotiate
When you receive an offer, approach negotiation with confidence. Most large firms operate on a transparent lockstep compensation system, so there isn’t much room to negotiate on base salary. However, if you’re joining a firm without lockstep, there may be opportunities to negotiate salary and bonus structure. If you’re starting mid-year, you might also be able to negotiate how your bonus is handled—whether it’s prorated or awarded in full.
Beyond compensation, be sure to get clarity on the partnership track, especially if you’re a more experienced associate. Many firms require a minimum of a 2-3 year look before considering a lateral for partnership. Additionally, one of the best things any attorney can do when transitioning to a new role is to take some time off between jobs—one to two weeks is typical.
If you’re working with a recruiter, they can advise on what is worth negotiating, set your expectations, and handle the negotiations on your behalf to ensure you’re securing the best possible package.
Is It Time for a Fresh Start?
Deciding to move to a new firm can be daunting, but it can also be the best way to take the next step towards your long-term career goals. Carefully assessing your current situation, the job market, and priorities will help you decide if now is the right time for a change.
