By Jon Howard
The US lateral market is as busy as we have ever seen it, with demand across almost every class year. Opportunities are not limited to senior associates with specialist experience. Junior lawyers, including first-year associates, are also attracting strong interest.
One of my most recent junior candidates applied to two firms and received two offers. That would once have been unusual for a lawyer at such an early stage. It shows how willing firms are to compete for talent throughout the associate market.
Even if you are not actively looking to move, it is worth finding out what is available. A conversation with a recruiter can give you a clearer picture of demand within your practice area, which firms are hiring and what they are offering.
A busy market also gives candidates more choice. Salary and reputation will always matter, but so will the quality of the work, access to partners, training, progression and culture. The right move should support your career beyond the immediate opportunity.
Firms also need to recognise that good candidates may be considering several opportunities. A lengthy interview process, limited feedback or an unclear offer can be enough to lose someone. Those securing the strongest people tend to move quickly, communicate well and explain why the opportunity is right for that individual.
Lateral hiring can quickly add capacity or specialist expertise, but it works best alongside a clear plan for developing and retaining existing associates. The firms making the strongest hires know what they need, what each lawyer will add and how that person will be supported after joining.
Associates at every level should feel confident about testing the market, even if they are not yet committed to making a move. This is an opportunity to understand your options and see where the right move could take you.
Get in touch
To discuss your firm’s hiring strategy or current talent requirements, contact Jon Howard at jon.howard@wearebuchanan.com