For every headline you see about a major lateral move—”Partner departs AmLaw 100 firm to join competitor”—there’s a months-long strategy you don’t see.
Senior lawyers don’t just wake up one day, decide to leave, and send out a press release. By the time a lateral move becomes public, a lot has already happened behind the scenes. Understanding that timeline is key for any lawyer considering a transition.
Here’s how it really unfolds:
1. Internal Assessment (2–6 months out)
This is the quiet phase—the one no one talks about. It often starts with a question that won’t go away: “Is this still the right place for me?” From there, the assessment gets more specific:
- Is my compensation aligned with my contribution?
- Am I building long-term value here, or just staying busy?
- Can I grow my practice under this firm’s structure and leadership?
At this stage, lawyers are not looking at job postings. They’re thinking, calculating, watching for signs that it’s time to consider options. Legal recruiters like Major, Lindsey & Africa often note that these early phases of reflection are what shape the most strategic lateral moves.
2. Market Intelligence & Discreet Conversations (1–4 months out)
Once a lawyer decides to explore possibilities, the first calls aren’t to other firms—they’re to people they trust. A recruiter. A former colleague. Someone who’s made a successful move.
From there:
- Compensation data is gathered.
- Business development resources are compared.
- Lateral integration horror stories are quietly collected.
The goal? Build a short list of firms worth having a conversation with. And those conversations happen in strict confidence, often after hours. According to ALM Intelligence reporting, confidentiality at this stage is critical—and missteps here can cause offers to vanish.
3. Due Diligence & Pre-Negotiation (2–8 weeks out)
This is where serious evaluation begins. Lawyers are looking closely at:
- Client conflicts and retention risks
- Origination credit structures
- Cultural alignment (not just firm mission statements, but how the firm actually operates day-to-day)
At the same time, they’re preparing their own materials:
- Deal sheets
- Business plans
- A breakdown of their book of business
The strongest lateral candidates know that presentation matters—and that how you frame your value can shape your entire offer. Recruiters consistently point to this preparation phase as make-or-break.
4. Offer Negotiation & Strategic Exit Planning (1–4 weeks out)
When an offer is made, the focus shifts to fine-tuning details:
- What support is being offered for integration?
- How will compensation evolve over time?
- Are there client-specific issues to resolve before making the move?
Simultaneously, the lawyer begins preparing their departure:
- Planning which clients to contact first
- Coordinating timing around pending matters
- Ensuring they exit without violating ethics rules or firm agreements
This is also the point where emotional weight kicks in. Senior lawyers don’t take leaving lightly—there are relationships, loyalties, and legacies involved.
5. Public Announcement (0 weeks out)
This is the last step. Press releases go out. LinkedIn posts get scheduled. Internal memos are circulated.
But by the time the news is public, the decision is long made—and the next chapter has already begun.
If a move is even on your radar, understand the full process before you’re in the thick of it. The most successful laterals don’t just react—they plan with precision, timing, and discretion.
Explore how Esquire Talent Consultants can streamline your talent acquisition process and connect you with top-tier legal talent.
