Lateral moves at the senior level are high-stakes decisions—and yet, nearly 50% of lateral hires leave their new firm within five years (Law.com). Some moves lead to bigger leadership roles, stronger client growth, and career longevity, while others end in misalignment and early exits.
So, what separates a successful lateral transition from one that falls flat?
Here’s what we’ve seen make the biggest difference:
1️⃣ Integration, Not Just Transition
The most successful laterals actively integrate into firm leadership, practice groups, and business development within the first 12-18 months. Those who fail to do this often struggle to gain internal support.
2️⃣ Realistic Expectations on Client Portability
Success isn’t just about how many clients you bring but how well your new firm supports and retains them. If the firm’s structure or conflicts make it difficult to transition key clients, growth stalls fast.
3️⃣ Alignment with the Firm’s Long-Term Strategy
Successful laterals don’t just take an offer because the numbers look good—they choose firms where they can thrive long-term. Culture, growth trajectory, and strategic firm investment matter just as much as compensation.
The right lateral move isn’t just about leaving—it’s about choosing the best firm to build your future.
What do you think makes the biggest difference in a successful lateral move? Let’s discuss.
