Lateral Recruitment for Law Firms
In the Biglaw industry, lateral recruitment is exceedingly common, if not somewhat expected, after a length of time. Long gone are the days where an attorney would — in most circumstances — necessarily feel a need to stay at their initial firm and build a long career at that firm (from beginning to end). Attorneys may feel stifled by their current position, unhappy, bored, etc. These issues (and many other reasons) often form the basis of an attorney’s initial interest in transitioning laterally to another Biglaw firm.
If you are interested in making a lateral move to another Biglaw firm, here’s a few considerations to keep in mind.
Good Mentorship and Integration Process is Critical
Many prospective lateral attorneys (and hiring firms!) do not realize the importance of good mentorship and integration for their long-term success at their new firm. Lateral hires must be brought “into the fold,” so to speak, and properly integrated into firm culture from both a career and social perspective. Good mentors can help move this process along and help establish your position at the new firm. Without these systems in place, a lateral hire can quickly sink and lose the blank slate advantage with their new firm.
It can be difficult (on your own) to assess whether a target firm has adequate measures and processes in place to ensure that new lateral hires are properly integrated into the firm. For better insight into a particular firm and how lateral hires perform, consult with a legal recruiter here at Garb Jaffe & Associates. We have unique access to current and former attorneys at a multitude of prestigious firms across California, and will help you determine whether lateral hires at your target firm(s) are given the tools necessary to successfully establish themselves after the hiring process.
Do Your Research — Avoid Repeat Mistakes
Many attorneys first decide to leave their firm over issues with their colleagues and firm culture, or with the workload, or with the substantive work and clients being assigned to them. Though it may seem like a lateral move is a cure-all for these problems, the truth of the matter is that a lateral move can land you in a firm (and position) where some or all of these old problems resurface. The key to a successful lateral move is finding a firm where you can avoid the issues that surfaced at your old firm. Again, determining whether the policies/culture of the target firm is aligned with your preferences (and whether it will be a change from your previous job) is difficult without the aid of a legal recruiter, so it’s worth consulting with an experienced legal recruiter before you move ahead with the hiring process.
Emphasize Desirable Aspects of a Lateral Move
When making a lateral move, try to avoid discussion of the negative aspects of your last position. Even if your issues are legitimate, it can hurt your image as a candidate. Instead, focus in on the reasons why you are actively seeking a new position with their particular firm — for example, you could discuss your interest in the substantive work opportunities you’ll be given at their firm. If, during the hiring process, one of the interviewers asks you to elaborate on any negative aspects of your previous firm experience, make sure to soften any criticism and keep it short. Do not get dragged into a long discussion about the negative aspects of your last position.
Express Your Value Proposition
It’s worth keeping in mind that lateral hires are considered more carefully by hiring firms. Lateral hires must — to a certain extent — more clearly demonstrate their value proposition to the hiring firm, as they are joining after having had some experience. New hires (straight out of law school) benefit from a truly “blank slate.”
To maximize your value proposition, make sure to express your skills and experience in ways that are relevant to your new position. Though interviewers will likely ask you questions guiding you towards these expressions of value, you can be active about engaging interviewers about those positive aspects of your skillset and your value proposition for their firm.
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Lateral hiring is common in Biglaw, as such attorneys may switch to new positions for a number of reasons: office culture became too stifling, career opportunities were stagnant at the existing firm, interest in a particular practice area, industry, or different substantive work, and more. For many, going through the lateral hiring process is critical to leapfrogging various career obstacles in the legal industry and continuing to grow as an attorney.
Here at Garb Jaffe & Associates, our legal recruiters have successfully placed candidates in prestigious Biglaw firms throughout the state of California. We provide resumé services, career counseling, insider access to understanding the office culture and environment at various Biglaw firms, and the connections necessary to get your application to the right decision-makers. Interested in making a lateral move? Call the Los Angeles legal recruiters here at Garb Jaffe & Associates at (310) 207-0727 to setup a consultation today. We’re happy to help!