Not all lateral moves are created equal.
You’ve seen it before—one lawyer makes a move and lands a higher compensation package, leadership opportunities, and firm-backed business development support, while another makes the same jump and ends up… regretting it.
So what makes the difference? Why do some senior lawyers command more leverage in the hiring process while others struggle to get firms to meet their expectations?
It’s not luck. It’s positioning.
If you’re considering a lateral move, here’s what firms really look for in high-value senior hires—and how to make sure you stand out as one of them.
1. A Strong Book of Business Is Great—But Client Retention Is King
Firms love seeing big revenue numbers, but they care even more about how many of your clients will actually follow you. According to an Intapp survey, 62% of lateral hires fail to bring the book of business they promised. That’s a costly mistake firms want to avoid.
What to do:
- Be prepared to discuss not just how much revenue you generate, but how you maintain strong client relationships.
- Show that your clients are tied to you, not just the firm name.
- Highlight long-term clients who have followed you through career changes before.
2. You Need to Show Up as a Leader—Even If You’re Not a Firm Rainmaker
One of the biggest misconceptions in lateral moves is that only the biggest rainmakers have leverage. But firms also value leaders who can mentor, build teams, and elevate a practice area.
A Major, Lindsey & Africa report found that firms prioritize laterals who can bring more than just clients—they want professionals who can shape firm strategy and attract talent.
What to do:
- Highlight how you’ve mentored junior attorneys or helped shape firm policy.
- Show a track record of team-building and collaboration.
- Be clear about how you’ll integrate into the new firm—firms want to know if you’ll bring value beyond your client list.
3. The Best Candidates Know Their Market Value—and Can Prove It
Too many senior lawyers accept an offer without truly knowing what they’re worth. Law firm economics aren’t always transparent, and firms don’t always lead with their best offer.
The lawyers who negotiate better compensation and firm support? They understand:
- How similar firms structure their payouts.
- How origination credit policies impact long-term earnings.
- What market trends are shaping lateral hiring.
What to do:
- Research compensation benchmarks before negotiating. Speak with recruiters, industry peers, and other laterals who’ve moved recently.
- Ask about origination credit structures—many laterals fail to realize how this can make or break their long-term earnings.
- Be ready to make a business case for your value—show how your presence will strengthen the firm’s position in the market.
4. Integration Matters More Than You Think
Lateral hires who don’t integrate quickly often struggle. In fact, a Law.com report found that 48% of lateral partners leave their new firm within five years, often because they never fully meshed with the firm’s culture or business model.
What to do:
- Ask the right questions before accepting an offer: What does success look like in your first year? How will your role evolve after the transition?
- Show that you’re proactive about collaborating across practice groups—firms want lawyers who bring value to the entire firm, not just their practice.
- Look beyond the title and paycheck. Will you have the autonomy, resources, and support you need to thrive?
Final Takeaway
Yes, revenue matters. But the most successful laterals also:
- Have deep client relationships, not just big books.
- Position themselves as leaders, not just billers.
- Understand their market value before negotiating.
- Integrate well into the firm to maximize long-term success.
If you’re thinking about making a move, don’t just hope for leverage—position yourself to have it.
Explore how Esquire Talent Consultants can streamline your talent acquisition process and connect you with top-tier legal talent.
