By Connor Spicer, Vice President | Legal Recruitment | AmLaw 100 | USA
High profile partner moves are creating opportunities beyond the lawyers making the headlines. Firms recruiting partners often need to expand their associate teams to support them, while firms losing partners may look to recruit replacements. That can lead to further hiring as new partners establish their practices. For associates considering a move, these announcements can show where firms are investing and where their experience could be in demand.
Recent moves illustrate the pace. Reuters reported on 28 September that Peter Feist was returning to Weil from Cravath and Debra Sinclair would join from Willkie, following several senior departures from Weil. In London, Clifford Chance announced the return of finance partners Taner Hassan and Silvia Menendez from Paul Weiss.
Recruiting a partner is only part of building a practice. Firms also need associates who can handle the work and support client relationships. Some partners bring associates with them. Others move alone, or arrive with a team that needs more capacity. That creates potential openings for lawyers outside the partner’s existing network.
Joining a growing team can give associates greater responsibility, more direct access to partners and clients, and better opportunities to progress. The question is what the firm plans to build and where you would fit. It is worth asking how the practice will be staffed, what work is expected and who will support your development.
At Buchanan, we are seeing a busy US lateral market, with firms competing for associates across a range of class years and practice areas. In the searches we are handling now, competition is giving associates more negotiating power. We are seeing signing bonuses, remote flexibility and other benefits that firms would not typically offer. Where a candidate’s experience meets an urgent hiring need, there may be more scope to negotiate than they expect.
Before assuming a firm’s standard package is fixed, discuss the terms that matter to you, whether that is compensation, working arrangements or your start date. The work and progression still need to justify the move. A signing bonus should sit alongside a clear understanding of the role, billable expectations and any repayment conditions. Remote arrangements should also be agreed before you join.
The volume of partner movement raises a straightforward question. If partners regularly move to build their practices and further their careers, why should associates feel afraid to consider the same? Leaving a familiar team can feel daunting, particularly when you value your colleagues and have spent years at the firm. But you do not need to be unhappy to explore your options. Better work, stronger progression, different clients or greater flexibility are all valid reasons to consider a move.
My advice is to start with a conversation. Find out which teams are hiring, why they need someone and how the role compares with your current position. Exploring the market does not commit you to leaving. It gives you the information to decide whether moving would improve your career.
Contact Connor Spicer at Buchanan for a confidential discussion about opportunities in the US lateral market email: connor.spicer@wearebuchanan.com