Connor Spicer
Lateral hiring has picked up, with firms actively seeking experienced associates, yet external factors, political shifts, macroeconomic uncertainty, and interest rate changes, can dramatically influence hiring cycles. Low points can feel prolonged, while surges can open doors for candidates who might not perfectly match the job description. Understanding these is key to securing the role you want.
Why Timing Matters
Law firm hiring often fluctuates:
- When hiring is slow: Firms can be highly selective, often only considering candidates who precisely meet their specifications (e.g. a 5th-year technology transactions associate from a Vault 20 firm).
- When hiring is robust: Firms may be more flexible, hiring associates who aren’t a perfect fit. For example, in 2021, almost anyone with M&A experience could secure a spot on a top firm’s M&A team.
Even in uncertain markets, candidates can improve their prospects by aligning their experience, narrative, and network with the firm’s needs.
Common Pitfalls to Avoid
- Don’t undercut your experience. Offering to take a lower-class year can backfire. Firms seeking a 5th-year associate want a 5th-year; they will be sceptical of a 7th-year willing to be paid as a 5th-year.
- Avoid major practice pivots. Large retooling rarely works. Minor shifts in under-resourced areas, like trusts and estates, compensation and benefits, or niche litigation, can succeed when demand exceeds supply.
Proven Strategies to Stand Out
- Equip Your Recruiter
Ensure your recruiter understands the firm, the team, and the hiring manager thoroughly. A knowledgeable recruiter can advocate effectively and guide your materials to the right decision-makers.
- Tailor Your Application Materials
Craft a bespoke resume and deal sheet for each role. Highlight the experience most relevant to the specific team or practice area.
- Leverage Your Network
Ask trusted contacts, former colleagues, professors, clients, or other industry connections, to endorse you. Personal recommendations can make your application stand out.
- Prepare Thoroughly for Interviews
Know the firm’s clients, culture, and practice areas. Demonstrating genuine knowledge shows diligence and enthusiasm.
- Refine Your Professional Narrative
Practice concise, fact-based storytelling about what you bring to the firm. Focus on your contributions, not what the firm can do for you. Mock interviews with recruiters can help sharpen your narrative.
- Highlight Distinctive Interests
Distinctive personal or professional interests can set you apart in a crowded field. Whether it’s pro bono work, mentoring junior lawyers, cross-border experience, or involvement in emerging practice areas like ESG or AI, showcasing authentic passions can make you more memorable and relatable. Firms value well-rounded associates who bring more than just strong technical skills.
- Demonstrate Expertise and Technological Proficiency
Showcase your specialization in your practice area and highlight your comfort with legal tech, e-discovery, or data analytics. Firms value associates who bring deep knowledge and adaptability.
- Emphasize Cultural Fit
Firms want lateral hires who integrate smoothly. Convey adaptability, teamwork, and alignment with the firm’s values to demonstrate long-term potential.
- Monitor Market Trends
Stay aware of hiring trends, practice area demand, and firm expansion strategies. Target firms with growth opportunities, such as U.S. firms hiring aggressively in London for private equity clients.
