When we ask law firms about their growth strategies, lateral hiring often tops the list. In one of BigLaw’s busiest practices, the possibilities for your next career move can feel endless and overwhelming.
Of the thousands of associates navigating career decisions every year, more than a fifth sit within the corporate banner. It’s one of the most dynamic and far-reaching practices in BigLaw, offering countless routes. Some associates remain generalists; others carve out a niche. Some see partnership as their ultimate goal, while others use their experience as a springboard to an in-house career.
But with so many options comes uncertainty. One of the biggest concerns among corporate associates is that changing firms might stall their career progression, particularly if partnership remains the long-term goal. Leaving behind the goodwill, mentors, and client relationships built over years can feel daunting. Yet, the reality is that lateral moves can accelerate growth when the new firm provides a clearer platform, stronger sponsorship, or a team where laterals quickly become integral members.
The most successful associates approach the process with clarity. Understanding why you want to move is critical before you even start interviewing. Are you seeking a faster route to partnership, broader deal exposure, a flexible working model, or an office location that better suits your lifestyle? Identifying those priorities helps you focus on what really matters and ensures you’re choosing a firm that aligns with your long-term goals rather than being swayed by short-term incentives.
Once you know what you’re looking for, reach out to your trusted recruitment contact, who will inevitably have strong relationships at the firms on your radar. Compare what you learn not just in terms of compensation, but culture, collaboration, partner accessibility, and the quality of work on offer. By the time you’re contemplating a second or third move, you’re far better equipped to recognise meaningful differences in how firms operate. And while large signing bonuses can be tempting, they shouldn’t overshadow the importance of long-term fit and fulfilment.
Even if you’re not planning to move immediately, starting conversations early can be invaluable. Sometimes the benefits only become clear after speaking directly with those who live it every day. A casual discussion today can set the groundwork for a strategic move tomorrow.
The Elephant in the Room: BigLaw Is BigLaw
There’s a common refrain among associates considering a move: “All BigLaw firms are the same.” It’s an understandable sentiment, born from the long hours, demanding clients, and pressure to perform that define much of large-firm life. But that assumption no longer holds up.
The differences between firms, in leadership, culture, mentorship, and day-to-day experience, have never mattered more. Associates are becoming increasingly sophisticated in assessing those nuances, and they’re making lateral decisions accordingly.
- Platform for Growth: A Clearer Path to Progression
Career progression remains one of the strongest motivators for lateral movement. Associates want to see a transparent path to partnership or leadership and want to feel that their growth is both possible and supported. Firms that clearly articulate what progression looks like and provide real opportunities to build a practice and develop client relationships consistently attract ambitious associates ready for their next step. - Culture and Leadership: The Human Equation
Culture is not a slogan; it’s the daily reality of how people work together. Associates value firms where leaders are accessible, communication is honest, and collaboration is authentic. When associates feel undervalued or disconnected, compensation alone won’t convince them to stay. The most successful laterals often cite leadership style and team dynamic as the decisive factors behind their move, and as the reasons they remain long term. - Quality of Work: Substance Over Prestige
The quality and nature of the work itself remain central to lateral decisions. Associates want intellectually engaging, high-impact matters that stretch their skills and contribute meaningfully to their development. When work becomes repetitive or lacks depth, even the most prestigious brand can lose its appeal. The opportunity to work on complex, stimulating transactions or disputes often outweighs the draw of name recognition alone. - Flexibility and Balance: Redefining What Success Looks Like
The definition of success in BigLaw has evolved. Associates today want flexibility, not in ambition, but in how they achieve it. Hybrid working, predictable hours, and a firm culture that respects personal time are now powerful differentiators. Many associates are willing to trade a slight pay cut for a better quality of life and genuine flexibility. Firms that recognise this shift and offer realistic structures for balance are winning both loyalty and longevity. - Integration, Mentorship, and Stability: Staying Power After the Move
A lateral move doesn’t end when the contract is signed, that’s when the real work begins. Successful transitions depend on strong integration, mentorship, and transparent communication. Associates want reassurance that they’ll be supported, developed, and given room to succeed. Firms that invest in structured onboarding and long-term inclusion not only attract better talent but also keep it. - The Reality of the Human Element: Not Every Firm Fits Everyone
Not every firm suits every associate, and preferences often evolve after a few years of practice. A high-intensity, demanding firm may thrive for someone who flourishes under pressure, while that same environment could feel demotivating for someone who prefers a collaborative, collegiate culture. Similarly, a relaxed, flexible firm may inspire some but leave others feeling stagnant. The key is recognising what environment aligns with your personal working style and career goals and having the confidence to make changes when your initial choices no longer fit.
The Real Takeaway: BigLaw Is Not All the Same
Saying “BigLaw is BigLaw” is an easy shortcut but it misses the point. Not every ladder looks the same, and getting stuck halfway up isn’t about the firm’s name, it’s about whether the rung beneath you is built to support your growth.
Some firms nurture potential; others burn it out. Some leaders inspire; others manage by spreadsheet. Associates today aren’t just chasing prestige, they want purpose, partnership, and a place where they can thrive.
Compensation may start the conversation, but platform, culture, work quality, flexibility, and integration are what determine whether a move is a step forward, sideways or most feared…backwards.
For associates a lateral move isn’t just about the next job. It’s about finding a place with a sense of belonging.
Contact Us
If you would like to discuss opportunities in the U.S., please contact Ciro Di Stefano via email at ciro.distefano@wearebuchanan.com