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Legal Career Growth: Why Continuous Engagement with Legal Recruiters is Key

It is a common misconception that recruiters are only useful during an active job search. While it may be surprising, engaging with a legal recruiter while you’re still content in your current role can bring tremendous value. The help of a skilled legal recruiter can positively impact your career development and set you on the path to a successful and lucrative legal career. Here’s where an informed legal recruiter can help you maintain a competitive edge even if you are not actively job searching:

Unearth Exclusive Market Insights

Lawyers often wonder about the market and how they fit into it. Legal recruiters know the legal market and can provide you with detailed market insight. This can help you conduct periodic career evaluations, irrespective of any immediate intention to lateral. Questions that your legal recruiter can help you answer may include:

  • Is my compensation competitive?
  • How does the future of my practice or niche look?
  • Which legal market resonates best with my expertise?
  • Should I lateral now or later?

Recruiters’ guidance on the market, practice areas, and timing of a career move can ensure that you make transitions at the opportune time and at the peak of your marketability.

Receive a Customized Career Consultation

Lawyers want to do what’s best for their careers, but often find themselves without a knowledgeable professional to guide them. Recruiters recognize that your career is an evolving narrative and understand that your circumstances are unique. Your pressing questions may include:

  • Are you on par with the milestones typical for someone with your experience?
  • Are you strategizing appropriately to increase your odds of becoming a partner?
  • Is your current specialization what you want for the remainder of your legal career?
  • Are you well-positioned to transition to an in-house role?

Every individual’s situation is different and distinct. Recruiters offer targeted guidance and connect you with the best resources tailored to your needs.

Cultivate Connections and Prepare for the Unexpected

Gone are the days when employees stayed at the same company for the duration of their careers. While many attorneys might stay with a firm for a considerable time, a transition is often inevitable. A need for a lateral move may arise from layoffs, economic downturns, non-competitive compensation, a change in firm leadership, or some other occurrence. By nurturing relationships with seasoned legal recruiters, when the unexpected happens, you’re primed with a trusted ally to navigate the shift seamlessly.

Help Your Network

Being content with your firm doesn’t mean your network is. Engaging with recruiters and knowing what is going on in your market positions you to refer someone in your network who may be looking for their next opportunity. Recruiters welcome referrals and you may be able to connect your colleagues, friends, and peers to new and exciting legal opportunities.

Position Yourself for the Golden Opportunity

Perhaps the most enticing reason is the unforeseen “golden opportunity.” Without active searching, irresistible and exclusive opportunities may be brought to your attention — whether it’s an unparalleled work-life balance, an attractive compensation package, or the chance to work at a prestigious law firm. Legal recruiters can connect you to these serendipitous opportunities and it may be exactly what you didn’t know you are looking for.

While your instinct might be to approach recruiters only during active job searches, astute attorneys foster this relationship throughout their careers. Doing so not only provides a competitive edge but also primes them for future legal opportunities. Consider recruiters not just as gateways to new roles but as lifelong partners at every step of your career.

Ready to elevate your legal career? Christine Berger at Lateral Link is a seasoned director with deep insights into the legal profession. Whether you’re considering a move now or in the future, her expertise can be invaluable. Connect with Christine at and position yourself at the forefront of legal opportunities.

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Meet the CTO of haistack.ai and creator of Haistack – Law Firm: A Q&A with Michael Heise

Am Law 200 firms will soon have access to an innovative new AI-powered recruiting tool called Haistack – Law Firm. Michael Heise has led development of the product, in partnership with Lateral Link. Ahead of the official launch on September 18, Lateral Link sat down with Mike to talk about the path that led him to develop Haistack – Law Firm.

LL: Let’s start with a quick description of Haistack – Law Firm. Why should firms be interested?

MH: Haistack – Law Firm uses machine learning to identify the best candidates for a specific attorney role. We aggregate publicly available attorney, firm, and law firm job data from across the internet, and we enrich it with proprietary Lateral Link data. From this data, we illustrate connections between a candidate and a firm and estimate the strength of the fit. These connections also suggest the most effective avenues for reaching out to a candidate who has not yet applied. In addition, we show firms which members of their current attorney pool have profiles that are in high demand in the broader lateral market. This enables firms to take affirmative steps to retain the most scarce talent.

LL: You worked for years in software development before you entered the legal field. How did you first get into software? 

MH: I graduated from the University of Maryland in 1997 with a Business Information Systems degree. I was in the Marine Corps Reserves, so I had a connection to the government. I combined those interests by joining a government contractor out of college, writing software. Over the next 15 years, I worked for both government and private sector clients, everything from the State Department to the NASDAQ. That variety was great because I was able to take lessons from one sector and cross-pollinate them into the next. In 2009 I earned my MBA from Maryland with a focus in Entrepreneurship. And then in 2013 I took a full-time software development program manager role with the DC Police Department, where I spent nearly three years.

LL: What do you like best about working in software?

MH: I love making cumbersome processes more efficient. With software you can take a task that previously took days to complete and reduce that time to seconds. I also enjoy solving the puzzles that you confront when writing software. There’s no shortage of hard problems to tackle.

LL: What brought you into the world of law firms?

MH: I was thinking about getting back into the private sector, and in 2016 my wife was a law student, so that made me curious about law firms. I applied for a role at an Am Law 30 firm and spent nearly three years there as an Application Development Manager, followed by three years as a Senior Manager of Software Development at an Am Law 20 firm. Meanwhile, my wife now practices at an Am Law 50 firm, so in a way law has become a family business for us.

LL: What did your time at Am Law firms teach you about their software needs?

MH: First, security and data privacy are critical. Law firms have a reputation for being slow to adopt technology, but it makes sense after you’ve come to appreciate the liability risk of the information they hold. My other big takeaway came from working on system implementations that were 12- or 18-month projects costing millions of dollars. They involved intricate work to export data, massage it, and then import the data into the new system. Those projects reinforced for me the value of turnkey solutions that streamline the user experience. I decided that if I was going to develop software for law firm customers in the future, I would put a premium on making it as turnkey as possible.

LL: And that’s exactly what you’ve done with Haistack – Law Firm, right?

MH: Yes! Users can log in with LinkedIn, Google or Microsoft credentials tied to their firm email. You don’t even have to remember a password. Haistack will recognize which firm you belong to and will automatically display data customized to that firm.

LL: Why were you the perfect person to develop this product?

MH: Certainly I’ve had significant exposure to major law firms, learning not only about their software preferences and constraints but also gaining an understanding of the broader culture. My prior familiarity with the industry is only part of the story. I’ve learned a huge amount about the recruiting process through my collaboration with Lateral Link in developing Haistack – Law Firm. And I’ve had the distinct advantage of being able to draw on 15 years of Lateral Link data. For example, where we know that a firm has considered and rejected a candidate in the past, Haistack is not going to suggest that candidate to the same firm again. So the core strength isn’t just my background, it’s really the complementary assets that have come together to form the Haistack partnership.

In a rapidly evolving legal landscape, the alignment of technology with the intricacies of the legal sector remains pivotal. Michael Heise’s unique journey—from software development in various industries to the heart of law firms—has equipped him to pioneer solutions like Haistack – Law Firm. With its impending launch, Am Law 200 firms are on the cusp of an AI-driven revolution in recruitment. Drawing upon a rich blend of Heise’s software expertise, firsthand insights from top-tier law firms, and the robust data of Lateral Link, Haistack promises to redefine how firms identify, recruit, and retain the brightest legal talents. As law becomes increasingly tech-driven, innovators like Heise are ushering in a new era of efficiency, precision, and excellence.

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Legal Tech Meets Recruitment: Navigating Tomorrow’s Legal Landscape

In the evolving world of legal services, the confluence of technology and talent acquisition has revolutionized the very core of operational efficiency. As industry vanguards, we’ve witnessed firsthand the transformative power of this fusion—bringing both Haistack – Law Firm’s AI capabilities and Lateral Link’s deep-rooted industry insights into play.

Efficiency-driven Evolution in Law Practice

Modern legal operations are now migrating from traditional, manual processes to embracing a data-centric, efficiency-first approach. Studies validate that integrating advanced legal tech solutions has resulted in a striking 20% reduction in administrative overheads. It’s not just innovation—it’s a necessity for future-ready law firms.

Pioneering the Future: Automation in Legal Processes

Here’s where automation stands as a beacon. The days of tedious document reviews and prolonged recruitment processes are being overshadowed by platforms like haistack.ai. Such tools aren’t mere conveniences; they signify a strategic pivot in legal practices, intertwining data analytics and deep learning to yield unprecedented outcomes.

Marrying Haistack – Law Firm’s transformative AI with Lateral Link’s recruitment acumen, the synergy crafts a unique edge for law firms—recruitment intelligence meets actionable market insights. Our combined strengths deliver both the right candidate profiles and the tools to understand their place and potential within a firm.

Unlocking Economic Value through Legal Tech

Beyond streamlining, the real value emerges in economic gains. Adopting such advanced tools doesn’t just refine operations—it reshapes financial landscapes. Drawing from our extensive analysis, the economic implications are clear: strategic recruitment backed by tech can propel profitability, with proper attorney placement translating into significant daily profit margins. Yet, potential revenue losses from unfilled positions loom large. With platforms like haistack.ai, these pitfalls are no longer inevitable, offering solutions to rapidly match attorneys with fitting roles.

Crafting Tomorrow’s Legal Landscape

While the appeal of legal tech remains strong, its astute application is paramount. At Lateral Link, we champion an adaptive technological approach, ensuring alignment with industry benchmarks.

In the nexus of legal services, the fusion of expert recruitment and legal tech, as exemplified by our partnership with haistack.ai, paves the way. Firms aligning with such visionary benchmarks don’t just adapt—they lead, shaping the very contours of the legal world’s future.

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How to Successfully Navigate Your Career as a Lateral Partner in the Legal Industry

The legal landscape for lateral partner transitions in law firms in 2023 is still a complex and multi-faceted journey. It requires a comprehensive strategy that conforms to several legal industry norms and standards. If you’re a practicing attorney weighing your potential as a lateral partner, let’s delve deeper into this multifaceted process.

Each legal firm cultivates a unique culture and looks for specific traits in lateral partners. However, there is a universal baseline or a certain prerequisite that an attorney must meet to become an appealing candidate. This benchmark typically includes factors related to profitability (such as portable business, billable rates, working hours, and leverage), educational qualifications (such as law school attended), years of legal practice, and occasionally, even academic performance (GPA).

Profitability is a key determinant in the lateral move. We can understand its impact better by imagining two partners with equal portable businesses but differing in their earnings due to variations in their billable rates and hours.

Let’s say Partner X has a $3 million portable business. If their billable rate is $700 per hour and they clock in 1,500 hours annually, they contribute $1.05 million directly to the $3 million. The rest ($1.95 million) is handled by other attorneys who complete the tasks originated by Partner X. The larger the team involved in their practice, the higher the costs related to their business. As a result, Partner X may earn approximately $700,000 per year from their $3 million practice.

Now, consider Partner Y who also boasts a portable business of $3 million. Their niche expertise allows them to charge $1,400 per hour and their services are in high demand, logging 2,500 hours a year. As a hardworking attorney with minimal leverage, Partner Y can predict earnings nearing $1.2 million from their $3 million practice. The crucial difference between Partners X and Y lies in the direct and associated overheads needed to operate their respective practices.

The educational background of a potential lateral partner plays a significant role. Our extensive placement records indicate that the law school a lateral partner attended is strongly linked to their likelihood of acceptance by any firm (this link strengthens within the top 50 Am Law firms). A simple breakdown of the partner composition of national law firms will underscore the significance of a law school’s reputation. For instance, a considerable proportion of partners at nationally recognized law firms are alumni of top-tier law schools. Past these prestigious institutions, there’s a discernible drop in the returns on law school rank.

What’s the next step after meeting the baseline? Law firms usually expect younger partners — roughly fifteen years post-law school — to have smaller client portfolios. Nonetheless, they’re keen on seeing junior partners displaying growth in their portable business. As an attorney rises through the ranks, their client portfolio is expected to grow two or threefold compared to that of a less experienced partner. Although this expectation varies among firms, it is common for firms with profits per partner around $2 million to expect lateral partners to bring about $3 million to $4 million in business. Firms with lower profits per partner might accommodate junior partners with less than a million in portable business.

Billable rates often pose a greater challenge than conflicts for lateral partners. A substantial difference in the billable rates between a firm and a lateral partner candidate can lead to deadlock. For example, a partner with a lower hourly rate may find it difficult to adjust to a firm that doesn’t offer flexible billable rates. Firms might be more open to lateral partners who are willing to lower their rates. However, they seldom accept partners who charge considerably lower rates, as client rates are often inflexible. Envision a partner explaining a rate increase to a major client due to a switch to a larger firm; this could likely result in client loss, and subsequently, a drop in the profitability of their original firm.

Evaluating a potential lateral partner usually begins with a meticulous review of their client list to spot any conflicts. Major conflicts can instantly disqualify a lateral application, which is why we prioritize a thorough understanding of our clients’ histories to avoid such predicaments. Firms also examine the prospective lateral’s clients to identify any overlaps with their existing partners. A significant overlap can deter a firm from considering a lateral partner unless the new client provides a potential that compensates for any impact on the current business.

Successfully navigating the lateral partner market requires more than just knowledge—it demands a vast network, keen insights, and extensive experience. At Lateral Link, we pride ourselves on possessing all three. Our industry experts have their fingers on the pulse of the legal landscape, ensuring you’re always a step ahead. Why venture into this challenging terrain alone when you can have the industry’s best by your side? Connect with Lateral Link today, and let our seasoned professionals guide you through the complexities of the partner market with unparalleled expertise.

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Lateral Attorney Hiring Trends in 2023: Adapting to a Shifting Economy

Trends in the Lateral Attorney Hiring Market in 2023

Certain practice areas have maintained consistent hiring or experienced a modest increase as the economy hints at recovery entering the latter half of 2023.

General State of the Economy and Law Firm Financial Stability

Though foundational components of the U.S. economy, like steady GDP growth and historically low unemployment rates, show strength, depressed corporate activity levels are affecting the demand for legal services. The situation worsened due to law firms over-hiring in 2021, leading to decreased productivity, especially among junior associates. However, certain practice areas remain in demand, signifying an increase in deal activities in some corporate sectors, which, in turn, is boosting law firm requirements and attorney recruitment.

Law firms have seen a rise in demand over the past quarter, aligning with the broader economic recovery. A recent Q2 2023 report by the Thomson Reuters Law Firm Financial Index (LFFI) revealed a 1.5% demand increase for legal services. This was a significant jump from the 0.1% rise in Q1. The study also highlighted an impressive 5.9% surge in client-agreed rates, the most substantial in over a decade. Demand mostly catered to countercyclical areas like bankruptcy and employment and less economically sensitive fields like litigation and antitrust.

However, the path to economic recovery isn’t devoid of challenges. Law firms grapple with overcapacity and efficiency issues. A survey by Wells Fargo’s Legal Specialty Group indicated a 4.4% revenue growth for law firms in the first half of 2023 but pointed out struggles related to an oversupply of attorneys hired during 2021-2022. Additionally, according to a Decipher Investigative Intelligence report, lateral hiring in Q2 2023 dropped by 33% year-over-year. Interestingly, partner hiring dipped by just 4%, while associate hiring plummeted by 43%.

Busy Associate Hiring Practice Areas

Even with many law firms overstaffed, certain areas continue to recruit. These sectors range from those traditionally countercyclical to ones less influenced by economic shifts or aligned with recent economic enhancements.

Labor & Employment

This sector has remained active over the last two years, particularly in employment litigation and counseling. Companies, still navigating a backlog of L&E investigations from the pandemic era, coupled with a rise in class action suits against employers, means L&E associates are highly sought after.

Data Privacy and Cybersecurity

The increasing number of corporate data breaches and evolving regulations have created a demand spike for experts in data privacy and cybersecurity.

Restructuring

Aligning with the rise in U.S. corporate bankruptcies, restructuring has seen predictable growth. Yet, it hasn’t reached the spikes typically associated with significant economic downturns.

IP

With courts clearing the backlog of patent litigations from the pandemic period, there’s a surge in hiring patent litigation associates.

Litigation

Litigation, typically less affected by corporate activity slowdowns, has seen consistent demand, especially in areas like consumer protection and public nuisance state attorney general actions.

Corporate and Transactional Practice Areas Experiencing a Rebound

Despite the setbacks in the past year, corporate transactional sectors are witnessing a revival in hiring. Recent data on M&A activity showcases this trend. As more economists predict an upbeat trajectory for the upcoming quarters and with recent firm hiring patterns, optimism surrounds the prospective increase in associate recruitment as we move through 2023 and into 2024.

If you’re seeking insights into the lateral attorney hiring market or considering a move in this dynamic environment, don’t navigate these waters alone. Contact our Managing Director in the Chicago office, Jesse Hyde, for expert guidance and dedicated support. The Lateral Link team is here to assist you every step of the way, ensuring you have the resources and opportunities tailored to your professional aspirations.

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8 Essential Soft Skills for Legal Professionals in 2023: A Comprehensive Guide

Fostering Success: Essential Soft Skills for Today’s Legal Professionals

In the rapidly evolving legal market of 2023, legal professionals, both established and aspiring, must go beyond academic laurels and technical prowess. A unique set of abilities, frequently referred to as “soft skills,” is pivotal to success in the legal arena. Drawing from my experiences as a legal recruiter, it’s evident that top firms emphasize these attributes, understanding their significance in interactions with clients, opposing counsel, and fellow team members.

Effective Communication

Effective communication remains foundational in the legal world. It goes beyond the ability to articulate points or draft compelling legal documents. The true essence lies in active listening, clarity in expression, and conveying information with accuracy. Legal professionals are often tasked with understanding intricate issues at a rapid pace and relaying them in an understandable and concise manner to clients, making them feel informed and empowered.

Collaboration and Teamwork

The realm of law is rarely an isolated journey. Actively collaborating, valuing myriad viewpoints, and chipping in toward collective objectives are paramount. Remember, a law firm functions as a cohesive unit; a legal professional’s ability to maneuver within this dynamic, from senior partners to paralegals, sets them apart.

Emotional Intelligence, Empathy, and Understanding

Contrary to the stereotype of the stoic lawyer, emotional intelligence is pivotal. The ability to connect on a human level can shape client relationships and negotiation outcomes.

Organization and Attention to Detail

Navigating the legal sphere means dealing with voluminous data. It’s imperative for professionals to have meticulous organizational acumen and a hawk’s eye for detail. This translates to adeptly handling files, gearing up for hearings, and ensuring even the tiniest data point isn’t overlooked.

Time Management and Patience

Given the weight of projects and pressing timelines, mastering time is a non-negotiable. It’s about setting priorities, adhering to deadlines, and grasping the fine art of delegation. Blending this with patience, professionals can tackle intricate, prolonged matters without undue strain.

Sense of Humor

While it might seem unconventional, humor is a potent tool in law. Not only does it serve as a stress-buster within teams, but it also eases interactions with clients, opposing counsel, and colleagues. A light-hearted jest at the right moment can humanize intense legal discussions.

Leadership Skills

Whether you’re the front-running partner or an associate fresh on the scene, leadership is indispensable. Fostering an environment where all feel inspired and inclined to deliver their best is the hallmark of true leaders.

Acting with Integrity

Topping off the list, integrity remains the legal profession’s bedrock. It’s not just about aligning with professional standards; it’s about earning the unwavering trust and respect of clients, peers, and the judiciary.

In 2023’s demanding legal arena, while technical mastery holds weight, it’s these soft skills that delineate the elite from the crowd. Embracing and honing these attributes is the key to being a well-rounded legal professional in today’s competitive world.

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Government Attorneys: You Owe It to Yourself to Test the Market

Good news for government attorneys! Demand for your skills is off the charts. High-level government attorneys have recently joined Cravath, Sidley Austin, Skadden, Cleary, Kirkland, Jenner, Arnold & Porter, Mayer Brown, and Boies Schiller, among other firms. If you are a government attorney, now could be the time for you to make a lateral move to private practice.

The Surge in Hiring

Government attorneys are getting more traction with firms than at the same time last year.  Here’s why:

  • Client Demand: As companies grapple with recent changes to the regulatory landscape, they need attorneys with government expertise. That demand is fueling the current hiring boom.
  • Strategic Timing for Attorneys: If you joined the government at the beginning of the term, you have accumulated significant experience with the current administration, which few attorneys at firms can offer. This translates into immediate value for a firm and their clients. Equally important, the third year of a presidential term is a golden period to leap into private practice. Attorneys who move in year three often secure better positions with more prestigious firms and higher guaranteed compensation than attorneys who join the crowd making a rush for the exit at the end of a term.

Government Attorneys Offer Valuable Expertise

The experience you have gained in government is a scarce and valuable resource. Specifically:

  • Shapers of Policy: Whether as political appointees or career officials, recent government attorneys have played pivotal roles in shaping current policy shifts. Firms value your perspective on agency priorities and the nuances of fresh regulations.
  • Guiding through Uncertainties: In an era when new rules have emerged but few cases set precedents, businesses are in unfamiliar territories. If you have just left a government role, your fresh insights are pivotal in helping companies understand and navigate this new regulatory environment, especially in sectors where regulatory history is sparse.

The Risk of Limiting Your Options

Too often government attorneys consider only one firm when they move to private practice – perhaps returning to their prior firm, or in response to a direct call from a law firm. 

  • Easier is Not Always Better: It is flattering to get the call asking you to return to your old firm, or when a practice chair reaches out to invite you to an interview. It can be efficient, but remind yourself of the potential cost. Saying “yes” might mean missing out on a better opportunity elsewhere. 
  • Keep Your Options Open: Another firm may provide a stronger platform for you, have a stronger track record of success with former government attorneys, offer more compensation, present a better title, or promise more powerful leadership opportunities. 

How to Efficiently Navigate the Market

Transitioning from government to private practice presents distinct challenges. 

  • Unique Concerns: Government attorneys have different guidelines than law firm attorneys when it comes to issues like recusals, profit sharing when joining a firm, appearing before agencies following departure, aspects of confidentiality, and much more. You also need to understand how to develop a business plan while having no immediately portable business. 
  • The Right Recruiter: Find a respected recruiter known for working with government officials. The right recruiter will identify the firms interested in government attorneys in your practice area; and will also help you navigate issues unique to government attorneys, simplify the process, save you time, ensure a more effective search, and help you secure a better result than you can on your own. 

Next Steps

If you are a government attorney contemplating a lateral move to the private sector, there’s no better time than now. Your expertise is a sought-after commodity, and with the right guidance, joining  a law firm could help you take your practice to the next level. Navigating this transition, however, requires not just expertise but strategic guidance to ensure that the move aligns with both immediate goals and long-term career aspirations.

Looking to make a move? Connect with Amy Savage, Chair of our Government Enforcement & Regulatory Group, and the Lateral Link team to explore a brighter horizon and ensure your next step is the right one. Your potential, our expertise—let’s chart your future together.

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Charting Your Course: An In-Depth Resource for Law Students Navigating Multiple Job Offers

Embarking on the journey of a law student entails numerous critical choices, of which, selecting among multiple summer associate or first-year associate propositions stands paramount. At Lateral Link, we appreciate the significance of this decision. Our crew of seasoned legal talent finders, many of whom have trodden the path of summer associates themselves, impart a profound knowledge base and guidance, empowering you to make an enlightened choice.

Assessing Law Firm Offers Beyond the Facade of Rankings

Though rankings may shed some light on a firm’s accomplishments, they can inadvertently offer a skewed perspective. Abby Gordon, co-director of our Northeast associate recruitment division and a past summer associate and associate at Cleary Gottlieb, articulates this concept as, “Choosing a firm transcends mere rankings. While the prestige of your first firm undeniably paves the way for future career opportunities, there is more to it. It equally revolves around identifying the perfect alignment for your ambitions, interests, and ethical values.” Scrutinizing a firm’s work environment, stability, and resonance with your career aspirations is indispensable. For further insights on firm selection, refer to Abby’s counsel in a past ATL piece.

Holistic Evaluation of Influencing Variables

“Approach your opportunities with a comprehensive perspective, taking into account your immediate and long-term personal and professional objectives,” recommends Matt Bennett, a California-based Lateral Link recruiter, USC Gould School of Law graduate, and previous summer associate at Snell & Wilmer. “I consistently encourage candidates to strategize their thinking, to not just fixate on whether they fancy a firm’s current practice, and this mindset can be immensely beneficial to newly minted attorneys fresh from law school. Delve into the firm’s culture, geographical presence, practice domains, mentorship programs, benefits, work-life equilibrium, partnership prospects, hourly obligations, remuneration, and incentives. Consider the professional relationships that you can cultivate in the firm and their potential trajectory. These are critical considerations, especially when you are just initiating your legal career and lack the foresight that experience gifts. Extend your thinking beyond macro-level professional objectives: contemplate how the attributes of a firm might facilitate your short and long-term personal and lifestyle objectives. Endeavor to envision your evolving work and life aspirations as time progresses,” Bennett elaborates. Scrutinize whether the firm champions diversity, nurtures a collegial atmosphere, and offers pro bono opportunities, particularly if these aspects are valuable to you.

Tailored Guidance from Lateral Link Recruiters

Our recruiters understand the intricacies involved in choosing between multiple offers. “Lateral Link’s team consists of past attorneys and law firm recruiters. We can offer personalized advice drawn from our market knowledge, firm-specific intel, and industry connections,” shares Amy Langan, Manager of Professional Development & Law School Relations. To encourage a comprehensive dialogue about your career trajectory, Lateral Link extends a complimentary 15-minute discussion to address law students’ queries and offer direction.

The Impact of Your First Law Firm

Your inaugural law firm can exert a substantial impact on your legal career’s trajectory. To demonstrate this, Gloria Cannon, our Managing Principal, recites her experience from her law school OCI tenure:

“After deliberating offers from numerous Am Law 200 firms, I chose to spend my 2L summer at Milbank’s LA office, where I was exposed to corporate, real estate, litigation, and bankruptcy/financial restructuring practices. After my law school graduation, I joined Milbank’s financial restructuring team due to its esteemed reputation, cordial culture, and the size of the group, which allowed me to swiftly take on significant responsibilities with extensive client interactions.

One of our primary clients was Oaktree Capital Management, a distinguished Los Angeles-based asset management firm, for whom I executed a considerable amount of work. Consequently, during my 5th year, Oaktree’s General Counsel directly invited me to join their in-house legal team. I wouldn’t have encountered this fantastic in-house opportunity had I not been a summer associate at Milbank.”

This anecdote underlines the delicate dynamics involved in deciding between multiple offers – the decision transcends the work type and encapsulates firm culture, training, and long-term career opportunities.

Deciding on Your Legal Career’s Initial Steps

The decision should reflect your career ambitions, personal values, and lifestyle preferences. While mentors, professors, and recruiters can extend guidance, the ultimate decision rests with you. “Refrain from focusing on prestige or peer choices. Prioritize the decision that best aligns with your future goals. Apart from the numerous variables to consider, trust your intuition when assessing firms and the lawyers you have interacted with during interviews or over the summer,” advises Langan, a former recruiter for multiple Am Law 200 firms.

Perceiving the Broader Career Landscape

The path to a triumphant legal career comprises diverse opportunities. Each decision you make contributes to your comprehensive career evolution. While the choice of your first firm is unquestionably critical, it is merely one of the many vital decisions that will sculpt your legal career.

Lateral Link recruiters are dedicated to assisting law students in navigating multiple offer decisions. We are at your side throughout this journey, ensuring your choices align with your career objectives and personal ethics, enabling you to make the most advantageous choice for your future legal profession.

If you wish to connect with one of our recruiters to discuss your offer options, please contact Amy Langan at or via LinkedIn.

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Celebrating the Power of Leadership and Diversity: NAWL Honors Luminaries at the 2023 Annual Meeting

In the realm of legal expertise and advocacy, the National Association of Women Lawyers’ (NAWL) Annual Meeting is a prestigious platform showcasing leadership, diversity, and innovation. Every year, this pivotal legal event honors professionals who are reshaping the legal landscape, making a significant impact globally. As Lateral Link, a proud sponsor and renowned name in the legal recruiting industry, we are thrilled to spotlight the achievements of the NAWL 2023 Award recipients.

At the centerpiece of this year’s event was an enlightening panel discussion on diversity in legal leadership, an essential driver for the evolution of the legal profession. Guiding this important conversation were experienced moderators, Peggy Steif Abram, NAWL Board of Directors President and retired partner of Faegre Drinker Biddle & Reath LLP, and Sally Bergmann, influential Partner at Debevoise & Plimpton LLP.

Among the esteemed panelists was legal pioneer, Deborah N. Archer, renowned for her work in social justice as Associate Dean, Co-Director of Clinical and Advocacy Programs, and Professor at NYU School of Law, and President of ACLU. Deborah’s relentless endeavors earned her the 2023 Arabella Babb Mansfield Award, recognizing high-achieving women lawyers who inspire others. We heartily congratulate Deborah on this noteworthy recognition.

We also extend our applause to diversity advocate, Yvette Ostolaza, Chair of the Management Committee at Sidley Austin LLP. Yvette’s work in promoting diversity in law has merited her the 2023 Ashley M. Dickerson Diversity Award, a testament to her exceptional influence in the legal community.

In the same vein, we commend Amy Pannoni, VP and Deputy General Counsel, HR Legal at Microsoft, on receiving the prestigious 2023 NAWL President’s Award. Amy’s leadership in fostering career advancement for women and minorities in the legal sector is indeed commendable.

Our accolades also go to public service stalwart, Elizabeth Prelogar, Solicitor General at the U.S. Department of Justice, who received the 2023 Public Service Award. Her commitment to community service embodies the power of law to effect substantial societal change.

Finally, we congratulate inclusive leader, Alan Tse, Global Chief Legal Officer and Corporate Secretary at Jones Lang LaSalle, on his 2023 Lead By Example Award. Alan’s impactful leadership is a powerful model of the benefits of diversity in law firm leadership.

These award recipients are more than just exceptional legal professionals. Their groundbreaking work, commitment to diversity in law, and exemplary leadership inspire the future of the legal industry. At Lateral Link, we stand by these values, and look forward to continuing our efforts to support and promote diversity and inclusion within the legal profession. We heartily congratulate each recipient on their well-deserved recognition and eagerly anticipate their future contributions to the legal community.

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As a testament to the energy, camaraderie, and spirited engagements at the event, we are delighted to share a collection of photos captured by the Lateral Link team who had the honor of attending the meeting. We invite you to enjoy these vivid scenes from the NAWL 2023 Annual Meeting, encapsulating the essence of this inspiring gathering.

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Evolution of Legal Billing Practices: Navigating Competitive Pricing in Today’s Legal Landscape

The legal industry is at a crossroads, driven by AI, industry consolidation, and evolving client expectations. As we transition from 2023 into 2024, legal professionals wrestle with key pricing concerns: “Am I overcharging? Am I undercharging?” These questions were spotlighted in the recent Twitter vs. Wachtell lawsuit, revealing the intricate dynamics of legal billing practices.

Billing pressures persist in our profession. Achieving a 100% realization rate seems like a distant dream. To navigate these uncertainties, we explore the current trends in legal billing, offering insights for legal professionals grappling with fee structures. A comprehensive understanding of your billing methods can alleviate some pressures of our dynamic profession.

For decades, the hourly rate model has been the bedrock of legal pricing. It assigns monetary value to an attorney’s time and expertise. While it serves complex cases well, it often faces backlash due to cost unpredictability and potential inefficiencies.

In contrast, the flat fee model offers a transparent, predefined cost, eliminating unpredictability. Ideal for routine legal work, it can, however, fall short when dealing with complex cases with unforeseen twists.

To stay competitive, it’s crucial to understand the nuances of industry trends, competitor rates, and client expectations. Regular reassessment of your fee structure ensures you neither overcharge nor undercharge your clients. It also highlights when an overhaul of your billing strategy is due.

The future looks promising for hybrid models that integrate the strengths of both hourly and flat fee billing. These models offer a guaranteed base payment with the option for an hourly rate for additional work. The emergence of value-based billing models shifts the focus from time to perceived value, radically altering our billing perceptions.

The Twitter vs. Wachtell case underscores the importance of understanding and adapting to these evolving trends. Legal professionals must remain current with changing dynamics to ensure fair treatment for clients and appropriate compensation for their work.

Keeping a pulse on competitors’ strategies, regularly evaluating your own billing practices, and adapting as necessary will be essential as we delve into 2024. These shifts will significantly impact the operations of law firms and the value delivered to clients.

Navigating competitive billing practices in this demanding landscape can lighten our professional burdens. By ensuring we’re appropriately compensated, we can stake our claim in the fluctuating terrain of the legal industry while delivering high-quality services to our clients.