Lateraling Out to Move Up

As a BigLaw associate, every year you have a major event in terms of your advancement: moving from 1st Year Associate to 2nd Year Associate, and so on. Each year is formally marked by a numerical increase in your experience, as well as an almost-certain increase in your base pay. Especially associates that have found work and colleagues that they enjoy, this may feel like you're on the right track. However, some recent discussions with generally satisfied BigLaw associates has revealed something interesting:

You may like your work and you may like your practice group. But there isn't room for you to "move forward."

By "moving forward," I don't only mean making partner. I'm also talking about:

• getting more responsibility and independence;

• getting more direct client contact;

• getting to manage a team of associates; and

• getting good exit and in-house opportunities

Take this common scenario:

You're a third year associate in a private equity M&A practice group at a very reputable firm for this type of work. At this point, you've started to take the lead on the due diligence process with little oversight and input from more senior associates. You've also been given primary responsibility on ancillary agreements. And closing binders and checklists? There's a first year associate to do that now. However, you've found that when it comes to major client calls and running the primary deal documents, you're not included. There are enough senior associates and other senior attorneys involved in the deal. Most of these senior associates, though, are only a couple years ahead of you. Maybe they are working towards making partner. Maybe they are looking to go in-house to a client at some point. Either way, for now, and the foreseeable future, they have the responsibilities and contacts to work towards these goals. You do not.

For junior/midlevel associates in the above situation, there is a good reason to consider a lateral move to another law firm. If you remain in your current situation, you risk getting stuck in more ways than one.

If you consider a lateral move for this reason, it's important to work with your legal recruiter to understand the structure of the group at the potential new law firm:

• Is there a real need for attorneys at your experience level?

• How many attorneys are there at your year level, as well as a couple years before and after your level?

• If midlevel associates have left recently, where have they gone? Other firms? Or to clients and in-house opportunities?

• What is the target firm's reputation and culture for mentorship and advancement?

Ultimately, the grass can be greener on the other side. You just want to do your best to make sure that is the case.