As we hit the halfway point of 2025, it’s clear that partner movement in the legal world hasn’t slowed down. While overall law firm hiring has cooled slightly in response to economic uncertainty, lateral moves at the partner level remain strong. In fact, some firms are more active than ever when it comes to bringing on senior talent.
Data from Leopard Solutions shows that lateral partner moves among Am Law 200 firms are up 11 percent compared to last year. Boutique and mid-sized firms are especially active, with a 16 percent increase in partner hires during the first half of 2025. In contrast, the Am Law 50 posted a 7 percent rise. That shift points to something bigger. Partners aren’t just chasing prestige anymore. They’re looking for platforms that actually work for them and their clients.
A mid-year report from Withum supports that view. While firm-wide hiring intentions are slightly down overall, lateral partner recruitment remains a top strategic priority. Firms might be pausing on junior hires or staff growth, but they’re still making room for senior lawyers who can bring client relationships, niche expertise, or both.
What’s Driving These Moves?
The motivations behind partner transitions in 2025 are starting to look different than they did even a year or two ago. According to a recent survey by Major, Lindsey & Africa, client compatibility now ranks higher than book size for hiring partners. About 68 percent of firms said they prioritize long-term client loyalty over just portable revenue.
That shift mirrors what we’re hearing from partners themselves. Based on reporting from Thomson Reuters, LinkedIn, and recruiter interviews, three key themes keep coming up:
1. Platform mismatch
Partners are realizing that their current firms no longer support how their clients operate or grow. Maybe it’s outdated billing processes or a lack of investment in key sectors. Either way, the frustration is real, and many are deciding to move before it affects client relationships.
2. Getting ahead of internal shifts
With more firms rumored to be restructuring or consolidating in the second half of the year, some partners are choosing to make their moves now rather than wait to be caught in the fallout. These are often quiet exits, done strategically and without much noise.
3. Rebalancing work and life
Some of the most surprising moves have come from high performers who simply want more control over their lives. They’re joining firms that offer more autonomy, better cultural alignment, and a healthier day-to-day experience.
What the Headlines Are Saying
Several high-profile moves in recent weeks have put this trend into sharp focus. And they’re not just about money.
Earlier this month, Ellen Holloman left Cadwalader Wickersham & Taft to join the boutique firm Kaplan Martin. Her decision followed Cadwalader’s controversial pro bono work representing Donald Trump. That internal tension led to more than one high-level departure.
Source: Reuters, June 17, 2025
Just days before, seven partners exited Willkie Farr & Gallagher to join Cooley LLP. Their reason? Willkie’s decision to assist Trump legally, which didn’t sit well with the departing group.
Source: Washington Post, June 13, 2025
In another headline-making transition, Damian Williams, the former U.S. Attorney for the Southern District of New York, left Paul Weiss to join Jenner & Block. His departure came shortly after Paul Weiss announced a $40 million pro bono commitment to Trump, a move that has sparked debate across the legal community.
Source: Washington Post, June 6, 2025
These moves weren’t about compensation packages. They were about values, alignment, and the future of client relationships.
Looking Ahead
The rest of 2025 is likely to bring more of the same. Partners will continue to seek out platforms that are not only well-resourced but also aligned with their professional and personal goals. Firms that want to stay competitive will need to go beyond offering high compensation. They’ll need to prove they have the right support systems, culture, and long-term strategy.
For partners thinking about making a move, this is a critical moment to reflect. What kind of platform do your clients need? What kind of leadership do you want to work under? And are you still in the right place to grow?
Because in this market, the right time to move may not be when the offer comes in—it might be before the cracks begin to show.
