In 2025, compensation still matters—but it’s not the whole story.
We’ve seen senior lawyers turn down the highest offer on the table for firms that offered something more strategic: alignment, influence, long-term upside.
Here’s what high-performing lateral candidates know about evaluating offers:
1. Some Firms Lead with Cash. Others Lead with Vision.
It’s easy to anchor to the highest base number. But when a firm offers aggressive comp up front, ask why.
Are they:
- Trying to win you quickly before another firm steps in?
- Compensating for a risk (like an unstable platform or untested practice fit)?
- Hoping you’ll overlook other deal terms?
According to Major, Lindsey & Africa’s 2024 Lateral Partner survey, 36% of partners who left within 2 years of a move cited “misaligned expectations”—despite being well-compensated.
2. Firms Invest Differently Based on What They See in You
Some firms will offer more modest comp, but build a stronger platform around you: BD support, origination flexibility, visibility across practice groups.
This often means:
- A longer-term role in firm leadership
- Stronger integration into client teams
- Room to grow your book—not just maintain it
The best offer isn’t just about numbers. It’s about how the firm plans to help you multiply them.
3. Look Beyond Year One
Some firms structure comp to spike in year one and drop off. Others structure it for consistency—with incentives tied to long-term growth.
Ask yourself:
- What assumptions is this offer built on?
- What will it take to exceed it—and do I have that support?
If a comp number looks too good to be true, it may be. Look for offers that are sustainable and transparent.
Bottom Line:
The most compelling lateral offers come with context, clarity, and a platform built for longevity.
High comp is great. But long-term upside with the right strategic support? That’s where real value is created.
Explore how Esquire Talent Consultants can streamline your talent acquisition process and connect you with top-tier legal talent.
