We want LI to be one of the friendliest places on the internet, where lawyers and law students help each other with their career related queries and occasionally discuss other stuff that might affect their lives too. In other words:
1. Be kind, respectful and helpful to each other.
2. Be bona fide, truthful, genuine and curious.
3. Assume the best intention of others.
Therefore, in using the site, you must agree to do your best to uphold these community guidelines.
Note that what you find here is written and moderated by anonymous people on the internet.
Therefore everything you read here is very likely unverified, rumour, speculation and/or downright false.
In continuing to read anything here, you must therefore agree not to take anything you read here as factual and that you will exercise due caution, diligence and common sense before acting on any information you may come across here.
You also agree to report any inaccurate or malicious comments with the buttons. Moderators take action within 24 hours, as required and appropriate under law.
Our full terms and conditions apply too.
Do you solemnly agree to all of the above?
Do the PA/SA moves are made after sitting across the table with your prospective employer on the other side?
For the 0.0001(correct me if am wrong) percentage of lateral moves that happen, is it necessitated by the Partner inviting the client's resource to jump ship? Say a GC transitions into a Partner at a Tier 1.
Why do the firms who have joined the 'law firm website party' too late in the day do not have a link where one can apply? case in point - SAM purportedly even shies from having an "Apply to" page much less a dedicated careers@****.com on their 'careers' page which seem to in their ubiquitous style state how they are '"diverse", "health and wellness" "ensuring your success" et al. It is however anyone's guess and is shrouded in mystery as to what happens to those who apply through the seemingly welcoming "Careers Page" on websites of such law firms who maintain a page.
Calling on anyone who knows the details on this to shed some light. Let's put this forum to good use.
1. Lateral hirings boil down to two things- luck and timing.
2. Most important- information. Keep your eyes and ears open for potential openings. Ask your friends to inform you about potential resignations in the team. Apply directly to partner as soon as you have wind of it.
3. Helps to have friends. Ask your friend to put in a word. Usually helps (a lot).
4. Other than 2-3, the usual route- through recruiters. Tougher owing to the sheer number of applicants for a potential role.
Best of luck.
While this is really helpful, there's one further thing I'd like to know if you can provide insight into it.
How to navigate lateralling vis-a-vis the place you're working at?
Do you tell them you're leaving because you're are going to another firm?
Do you just say you're taking a break, want to shift to another city, etc? (lie)
(Can't see how this will work out in the long run because you're definitely burning bridges but at least you could get your exit secured).
Basically how to ensure good relations with your current firm and that it won't be vindictive/provide the necessary exit formalities.
Unless you are dealing with a petty and vindictive person, in which case you have already justified the move.
1. Not just lateral hirings, all hirings require timing and luck. If anything, lateral hirings are the most meritorious, far more than day 0s and PPOs where candidates are selected randomly or based on how attractive they are.
2 & 3. Friends almost never help in this regard. Unless they're college friends who care about you selflessly. Direct applications to partners are also a hit and miss unless the partner is from the same college as you. Even that, increases chances only by a bit.
3. Recruiters remain the best option for lateral hiring, by far.