Tag Archives: Legal Recruiter

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Navigating the Legal Landscape: A Deep Dive into the Top 20 Law Firms for Summer Associates in 2023

The legal profession, ever-fluid and dynamic, offers both promise and challenges. For young attorneys on the cusp of their careers, understanding the nuances of top law firms can pave the way for a future marked by growth and success.

“In the constantly shifting landscape of law, being well-informed and strategic in your early career choices isn’t just beneficial; it’s imperative,” mentioned Lateral Link Director, Anna Szymczak.

Paul Hastings firmly holds the top position with an enviable average score of 4.996. Their prowess shines distinctly in areas such as “Interesting Work” and “Partner-summer associate interaction,” both recording a perfect 5.000. Equally commendable is their emphasis on an accurate “Firm Self-portrayal,” with an outstanding score of 5.000.

“Selecting the right firm involves more than just considering its reputation. It’s about balancing one’s goals with the firm’s ethos, the quality of mentorship, and the type of work offered,” said Lateral Link Principal, Susan Agopian.

Boasting an international footprint, Clifford Chance has shown remarkable ascent. Their commitment to “Real Work” and “Training and Guidance” is evident, with both categories hitting a perfect 5.000. This combination of global reach and attention to attorney growth underscores their dedication.

“Starting out in the legal field isn’t merely about joining a prestigious name. It’s about finding a place that promotes growth, provides hands-on experience, and cultivates a solid legal foundation,” observed Romina Filippou, Senior Director at Lateral Link.

Duane Morris, not far behind, boasts an overall score of 4.977. Their focus on providing “Real Work” and ensuring robust “Associate-summer associate interaction” is evident, with both sectors securing a 5.000. This indicates an environment where budding attorneys don’t just work but actively engage and form meaningful connections.

In the competitive legal realm, these scores are more than just numbers. They serve as guiding lights for those navigating their career choices. Firms like Arnold & Porter Kaye Scholer and Cahill Gordon & Reindel have also demonstrated excellence in “Training and Guidance” and “Communication of Goals and Expectations,” respectively.

“Early career decisions can set the trajectory for an attorney’s future. Aligning with seasoned recruiters who truly understand the legal world can be the difference between a good and a great start,” articulated Kelly Rizo, Senior Director in our Texas office.

As the legal world continues to evolve, so do the opportunities and challenges that come with it. “The choices made today influence the career paths of tomorrow. Rely on insights, mentorship, and the wisdom of those who have tread similar paths to make those choices wisely,” advised Lateral Link Senior Director, Tori Keith. Making informed decisions early on is paramount. At Lateral Link, our seasoned professionals serve as compasses guiding young attorneys towards promising horizons. If you’re eager to navigate the intricacies of the best-suited firms and programs, place your trust in our experienced recruiters. Embark on your journey to excellence with Lateral Link. Let’s embark together.

2023 Summer Associates Survey Rankings – Top 20

2023 Ranking2022 RankingFirm Name
14Paul Hastings
236Clifford Chance
31Duane Morris
426Arnold & Porter Kaye Scholer
541Cahill Gordon & Reindel
61Blank Rome
79Proskauer Rose
824Morgan, Lewis & Bockius
925Sheppard Mullin Richter & Hampton
1074Kilpatrick Townsend & Stockton
115O’Melveny & Myers
1212Linklaters
137Allen and Overy
1418Cadwalader, Wickersham & Taft
1510Akin Gump Strauss Hauer & Feld
1617Sullivan & Cromwell
178Day Pitney
1865Fenwick & West
1948Wilmer Cutler Pickering Hale and Dorr
2013Pillsbury Winthrop Shaw Pittman
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Accelerate Advancement: Initiate Your Lateral Attorney Move Before Year-End for Optimal Career Opportunities

As the luminous spirit of the festive season begins to envelop the concluding chapters of the year, numerous legal professionals invariably defer their lateral career aspirations to the new year, succumbing to the pervasive notion that January heralds a more conducive environment for such transitions. “Often, attorneys believe that the beginning of a new year symbolizes a fresh start in many aspects, including career changes. However, what they may not realize is that initiating a lateral move in the final quarter of the year can actually unveil a wealth of untapped opportunities and set the stage for a prosperous transition,” notes Lateral Link Managing Director, Vered Krasna. This prevalent conviction, while widely acknowledged, may inadvertently veil the untapped benefits and strategic footholds that can be gained by embarking on lateral career navigations sooner rather than later.

Challenging the Norms: The Undervalued Merits of a Preemptive Search

“Many Attorneys unintentionally place constraints on their career trajectories by adhering to the false notion that hiring processes do not occur in Q4.  The truth is, a larger number of hires in Q1 actually get underway in Q4,” observes Zain Atassi, Principal at Lateral Link. A significant spectrum of opportunity lies veiled in the fall, providing a backdrop where competition is considerably tempered, and unique opportunities manifest within a less congested market.

  1. The Perceived Awkwardness of December Onboarding:

“An integral facet often overlooked by candidates is that the prospect of starting anew amidst the holidays is, in actuality, relatively infrequent,” comments Matt Bennett, Director at Lateral Link. While the apprehension surrounding a mid-holiday employment transition is comprehensible, it is crucial to acknowledge that positions commencing in January or even February are far from scarce, providing ample space for strategic lateral moves without holiday encumbrance.

  1. Navigating the Bonus Conundrum:

Navigating through the anxieties concerning annual bonus preservation presents its own set of complexities. Amy Savage, Chair of Lateral Link’s Government Enforcement and Regulatory Group, sheds light on this matter, stating, “Most firms, cognizant of the financial motivations and apprehensions of potential hires, will formulate pathways that either compensate any forsaken bonuses or create transition scenarios that ensure bonus retention from the present employer.”

  1. The Myth of the Year-End Interview Lull:

Countering the presumption that firms hibernate their interviewing activities as the year draws to a close, Lateral Link Director, Christine Berger, elucidates, “Every lateral move I made as an associate attorney was in October. Q4 is a crucial time for law firms. Firms use this time to (1) close open positions that support their existing business and (2) hire new associates to support anticipated business in Q1. The need to be fully staffed entering the new year allows candidates to apply to new and current opportunities.”

  1. The Energy Dilemma: The Exhaustion vs. Opportunity Dynamic:

Balancing energy conservation and seizing potential opportunities often puts candidates in a quandary. “Candidates, especially those navigating through the lateral move terrain for the first time, frequently perceive the process as more taxing than it practically is,” notes Christina Ahn, Lateral Link Senior Director. An initial dialogue with a recruiter, albeit amidst perceived lethargy, might not only reveal unforeseen opportunities but might also rekindle latent career motivations and energies.

In an era where meticulous and strategic career mapping becomes pivotal, it’s essential to critically examine the widespread practice of postponing lateral searches until the commencement of the new year. Engaging with recruitment specialists before the year folds might just unearth those bespoke opportunities, allowing legal professionals to carve a distinctive presence in a momentarily sparse candidate market.

Understanding and masterfully navigating the intersect between market demands, personal career aspirations, and strategic timing enables legal professionals to adeptly steer through the tangible and perceived boundaries of lateral career moves, ensuring their professional pathways are not inadvertently sequestered by the cyclical boundaries of the annual calendar.

Capitalize on Your Next Strategic Move with Lateral Link

Embarking on a lateral career shift need not be a solitary or perplexing journey. Lateral Link, with its formidable assembly of industry-leading legal recruiters, stands poised to render your transition not only smooth but also astutely aligned with your career objectives and market realities. Our team meticulously appreciates the intricacies and pivotal moments embedded in the legal hiring landscape, ensuring that your move is both timely and strategically advantageous.

As the holiday season approaches, we invite you to engage with a Lateral Link recruiter in your region. Allow us to be your strategic partner, unearthing and navigating through those hidden opportunities, and propelling your career forward with discernment and strategic finesse. Your next career milestone might just be a conversation away – reach out to us and let’s shape your professional journey together into and beyond the holiday season.

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How to Distinguish Hype Versus Reality Around Artificial Intelligence

With all the hype around Artificial Intelligence (AI), I’m reminded of a time when I was immersed in selling and building cloud solutions in 2009. A technology that was relatively new, “cloud” became the term du jour, finding its way into every offering and presentation. Does that sound familiar? Upon scrutinizing these presentations, it was apparent that the term “Web 2.0” was simply replaced with “Cloud,” previously the next big thing.

To educate potential customers about the cloud, our team developed a punch list of the five characteristics of cloud computing. This list was derived straight from the National Institute of Standards and Technology (NIST) and their definition of cloud computing. If an offering answered no to any of the characteristics, it was not cloud computing.

AI, tracing its roots back to the 1950s, presents a broader and more complex scenario than cloud computing. What we can do is attempt to create our own checklist of characteristics of AI, helping to discern whether a product that claims to be AI truly is.

Defining Artificial Intelligence

AI is fundamentally an emulation of human-like intelligence, with the capability to learn, adapt, and autonomously execute tasks within machine constructs. In essence, it weaves together various fields such as computer science, data analytics, and statistics to develop algorithms capable of mimicking human intellect. The ambition of AI is to create machines that can perceptively learn from experiences, adapt to new inputs, and autonomously perform tasks without human interference.

Mechanics of AI: A Glimpse into Machine and Deep Learning

Machine Learning (ML), a subset of AI, enables computers to refine their operations without explicit programming by learning from data. It uses algorithms to predict future outputs by analyzing historical data, forming a foundation for deep learning (DL).

DL, an intricate branch of ML, leverages artificial neural networks, often modeled to emulate human brain functionalities. These networks contain complex layers of interconnected nodes that meticulously process and transform data. Notably, DL has the ability to autonomously learn and enhance its performance from extensive data inputs, gradually improving its accuracy over time.

Navigating through applications, DL has carved substantial paths in fields such as image recognition, natural language processing, speech recognition, and recommendation systems. This technology permeates various industries, steering the evolution of innovations like self-driving cars, speech-to-text transcription, and personalized recommendation engines.

haistack.ai: Pioneering AI in Legal Recruiting

In the legal recruiting realm, haistack.ai emerges as a notable example of AI application. This AI-driven platform integrates publicly accessible data, esteemed industry legal rankings, and accumulated data from years in the lateral recruiting market, seamlessly matching candidates with premier firms.

haistack.ai, fueled by the aforementioned ML and DL techniques, scrutinizes data, identifying and correlating patterns of successful candidate placements to adeptly match candidates with suitable firms, thereby refining the recruitment process.

The merits of utilizing haistack.ai in legal recruiting are multifold:

  • Efficiency: The platform rapidly sifts through extensive data to pinpoint ideal candidates, rendering the recruitment process proficient.
  • Accuracy: Algorithms correlate patterns in successful candidate placements, ensuring ideal candidates are matched with fitting firms.
  • Diversity and Inclusion: Notably, haistack.ai minimizes bias in legal recruiting, promoting diversity and inclusion by selecting candidates based on skills and experience rather than demographic factors.

An AI Checklist for Authenticity

To discern genuine AI applications, a checklist proves useful:

  • Data: Utilizes extensive data for training and applies learned insights to analyze live data, identifying correlations, patterns, and predictive analytics.
  • Algorithms: Employs algorithms that rely on data training to recognize patterns and make predictions or decisions.
  • Automation: Operates autonomously, acting based on rules or learned knowledge without human intervention.
  • Learning: Modifies results or decisions adaptively in response to changes in underlying data.

If a solution lacks any of these characteristics, it likely falls short of genuine AI.

Artificial Intelligence is a rapidly evolving field with transformative potential across various aspects of our lives and industries. Through its deployment of intricate algorithms designed to eschew bias and optimize legal recruiting, haistack.ai exemplifies the future trajectory of AI in legal spheres, driving efficient, accurate, and inclusive recruitment processes.

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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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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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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.

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Career Advancement in Legal Profession: Exploring Lateral Moves and Reasons Lawyers Switch Firms

Countless attorneys experience satisfaction with their current law firms. However, a perplexing query often surfaces: “Why shoulder the challenge of starting anew or abandon established relationships?” The primary motivation behind such a decision lies in career progression. Progressive lawyers steering their professional journeys recognize the pitfalls of complacency and strive for career evolution that should be accompanied by amplified satisfaction. Though the present conditions might be conducive, they constantly evaluate – can they improve further elsewhere? Delve into these 12 compelling reasons triggering lateral transitions in law firms and assess whether these circumstances echo your professional situation.

  1. Aiming for Improved Partnership Opportunities: Often the driving force behind lateral moves in law firms.
  2. Desiring Less Pressure Towards Partnership: Not everyone aspires to be a partner. An alternate role with reduced up-or-out pressure might be more appealing.
  3. Craving Substantive Work: Are you prematurely categorized into a specific specialty?
  4. Seeking Increased Responsibility: Does your firm’s culture overly value hierarchy?
  5. Yearning for Enhanced Client Interaction and Business Development: Firms have diverse outlooks on associate participation in client development.
  6. Preference for Diverse Industry Exposure: Are you more inclined towards corporate interaction rather than dealing with financial institutions?
  7. Choosing Smaller Boutique Law Firms: Particularly among litigators, boutique firms could offer more sustainable hours and smaller, personalized teams.
  8. Caught in a Demanding Project: Predominantly observed among litigators. Sometimes, a switch to a different firm becomes the only feasible solution!
  9. Relocating to a New City: Are you contemplating a move to a new market for enriched work exposure or client interaction?
  10. Incompatibility with Colleagues: The overarching culture of your firm might not align with your personality or career aspirations.
  11. Eyeing Government or In-House Roles: A lateral transition could pave the way for your dream in-house or government role.
  12. Striving for Better Compensation: A transition to a firm offering industry-standard or even higher remunerations might be possible.

A skilled legal recruiter can provide valuable insights considering your unique experiences, seniority level, prevailing legal market conditions, and anticipated industry trends. After evaluating your options, you might decide to continue with your present firm. The critical point to remember is: take the reins of your career and professional development. Whether you choose a transition or remain with your present firm, ensure it’s a conscious decision, not a mere default option.

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Adapting to Market Shifts: U.S. Law Firms in Hong Kong Rethink COLA Strategy

At least three top-tier US law firms in Hong Kong are currently planning to phase out Cost Of Living Adjustment (COLA) allowances within the next two years, and others are discussing doing the same. The plan is to reduce the payment by 50% in 2024 and to zero by 2025. At least one firm has announced the change internally office-wide, while two others have apparently made the decision internally but have yet to announce to their associates and counsels in Hong Kong.

Will this work? Time will tell, but history suggests these firms are facing an uphill battle to phase out COLA in Hong Kong. This isn’t the first time firms have made moves to rein in COLA. Similar plans have been deployed during previous down cycles. The problem is that unless every firm in the market ends the practice, associates will simply move from firms that reduce COLA to peer firms that maintain it.

If the current hiring downturn lasts for an additional two full years, it is conceivable that no firm would see an advantage in maintaining COLA, while others are phasing it out over two years, and using that policy to attract lateral talent. But a downturn of that length, with both soft and hard hiring freezes going on for three total years, would be unprecedented. It is more likely that the hiring market will pick up in due course at some point in 2024, reestablishing the tight supply dynamics that led firms to offer significant COLA allowances in Hong Kong in the first place. If that happens, firms will have a strong incentive to use COLA as a recruiting tool. And the firms now planning to stop paying it may find themselves reconsidering, especially when their star associates may consider moves next year as their COLA begins to be phased out.

Around ten years ago, two top US firms in Hong Kong made plans to have a three-year tail on their COLA for their US associates, whereby COLA would only be in effect for an associate’s first three years at those firms’ Hong Kong offices. However, around seven years ago, when the scheduled end to COLA for their star associates was looming, both firms quietly continued providing COLA after the three years. One of these two firms completely abandoned the idea of the three-year tail.

Unsurprisingly, firms would rather not make substantial COLA payments, especially in the current down market. There are presently very few associate openings in Biglaw offices in Asia—a major deviation from the norm. Some firms perceive this rare hiring downturn as an opportunity to implement change.

Cost of Living Adjustments: Why Biglaw Offices in Asia Pay US Associates More Than Any Other Region

The market for US-qualified Biglaw associates in Asia has long been unique. As in other regions, Biglaw firms are looking for candidates with top academic credentials and deal experience. But in addition, they look for local language skills—most commonly, fluent Mandarin. This combination of attributes shrinks the eligible candidate pool, and under normal market conditions, competition for the relatively limited number of associates who check all the boxes is intense.

That’s why firms have for many years paid so-called Cost of Living Adjustments (COLA) to US-qualified associates working in Asian offices. Describing these payments as COLA is a misnomer, in that they bear no particular relation to cost of living (which is typically in Biglaw Asian markets roughly the same or slightly lower than in New York). Further, there are substantial tax windfalls for associates who land in tax havens such as Singapore and Hong Kong. This is true for both US taxpayers and non-US taxpayers, although the latter’s tax windfall is much larger than the former’s.

Instead, COLA is more accurately understood as simply an increase in base pay, rather than being tied to any cost of living adjustments or living expenses in general.

How much COLA do firms pay?

Before getting into the numbers, allow me to offer some context about my background. I recently joined Lateral Link, but my close association with Biglaw offices in Asia goes back nearly two decades, and over 500 attorney placements have been made in Asia, mostly at top-tier and second-tier US firms.

The table below presents the typical range of annual COLA (in US Dollars) in Hong Kong. To keep things simple, I have listed a Low, Medium, and High value, along with the number of firms paying at that level, among what we consider to be the top 20 US and UK law firms in Hong Kong. Please note that these COLA numbers are basic and do not include additional COLA allowances paid to associates who have children (a minority of firms in Hong Kong do this). Further, it is likely that by this time next year, there will only be one firm in the “High” range, with one of those firms considering lowering COLA a bit and one of those firms planning to phase out COLA. Outside of the handful of firms considering to phase out COLA, there has been no move to lower the COLA below the current low-end range ($60,000 to $95,000) in the Hong Kong market. This has been the range of COLA for the top 20 firms in Hong Kong for more than ten years.

LocationLow (11 Firms)Medium (6 Firms)High (3 Firms)
Hong Kong$60,000 – $70,000$75,000 to $85,000$90,000 to $95,000

One might assume that COLA is for Americans moving to Asia as expats. In the mid-2000s when the COLA system was more basic and the US law firm offices in Asia were very small, that was basically true. But the picture today is more nuanced, especially in Hong Kong—the most competitive market for associate hiring.

COLA is typically offered to attorneys that are in a “US team” (e.g., US Capital Markets, M&A, FCPA, etc.) usually (but not always) led by US-trained and qualified partners. Keep in mind that members of such teams are not necessarily Americans. Many associates are native to the region but are qualified as US lawyers. So a native Hong Kong citizen with an American JD (and with no obligation to pay US taxes) will earn COLA despite living in his or her home jurisdiction.

There are also numerous UK and Australian qualified associates at US firms in Hong Kong that work on US teams and get COLA, regardless of whether they are admitted in any US state.

Interestingly, a minority of US law firms in Hong Kong provide COLA to all or most of their solely Hong Kong-qualified associates. These lawyers are admitted to practice only in Hong Kong and typically grew up in Hong Kong, or at least have been living in Hong Kong their entire legal career. They work side-by-side with US-qualified colleagues who receive COLA, and their firms want to retain them. Accordingly, at these select offices, COLA has effectively transformed into increased base pay for all associates across the board.

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Mastering Lateral Hiring Interviews for Your Legal Career: Essential Strategies and Insights

Understanding the Importance of Lateral Hiring Interviews

Navigating the complex web of the legal profession often leads to lateral hiring interviews, a key component of legal career progression. As a managing partner of a prominent Houston law firm highlights, the lateral hiring market remains exceptionally strong. Consequently, mastering these interviews is crucial for those looking to achieve notable advancement in their legal career. These interviews markedly differ from entry-level or on-campus interviews, requiring distinct preparation strategies to maximize success.

Prioritizing Practical Legal Expertise in Lateral Interviews

During these lateral hiring interviews, your practical legal expertise takes center stage. As one Houston law firm managing partner shares, “The deal sheet gets more attention from us than the resume.” However, there’s no need to fret over intricate legal questions as these are seldom asked. Instead, the focus shifts to your professional background, predominantly your legal resume and your past legal experiences, or case history. A thorough review of past cases and clearly articulating your unique role and contributions becomes a fundamental preparation step.

Crafting an Effective Deal Sheet for Lateral Interviews

Assembling a well-structured list of past cases, also known as a “deal sheet” in legal terminology, can significantly enhance your professional profile. Drawing insights from a corporate and securities partner from a renowned New York law firm, focus on three essential aspects when crafting this list: format, substance, and length.

  1. Format: Interviewers often favor case lists arranged by transaction type rather than chronological order. Use this preference to your advantage by placing your most notable legal cases at the top of each category.
  2. Substance: Replace generic terms such as “client” with more specific descriptions, as advised by legal professionals. Highlight aspects that align with the interviewing law firm’s key practice areas and elaborate on your role and contributions.
  3. Length: A comprehensive list that reflects the wide scope of your legal work is typically more appealing than a limited selection of cases.

Upholding Professionalism During Legal Interviews

Despite the evolving workplace norms and a casual attire trend, a formal approach is generally expected during law firm interviews. As one Houston-based law firm partner points out, “Most law firm hirers still expect professional attire because their clients still expect professional attire.”

Conducting Thorough Background Research

Performing background research about the potential law firm employer is another critical preparation step for lateral hiring interviews. Familiarize yourself with the firm’s unique strengths, its distinctive attributes, and the specifics of the department or group you’re interviewing with to leave a positive impression.

Harnessing Effective Communication Skills

Clear and concise articulation is a vital skill that interviewers assess during the hiring process. This skill is especially valued in law firms where associates are expected to interact with budget-conscious clients early in their careers, as per insights from a New York-based law firm partner.

Explaining Your Interest in the Firm

When asked about your interest in the firm, well-thought-out answers are appreciated. Possible reasons may include the desire to specialize in a domain not available at your current firm, the aspiration to diversify your client base, or positive feedback about the firm’s culture.

Evaluating the Prospective Law Firm

Lastly, remember that a lateral hiring interview also provides you with the opportunity to assess the law firm and its professionals. The prospect of mentorship, which is particularly important for junior attorneys, should be part of your evaluation. A partner from a Houston law firm points out that this doesn’t just mean a formal mentorship program, but also assessing whether the interviewers seem supportive of junior colleagues’ professional growth.

Choosing the Right Law Firm for You

Different law firms have unique selling propositions. A partner from a prominent Texas law firm suggests considering firms that emphasize their growth trajectory, entrepreneurial spirit, and dedication to nurturing junior attorneys. Others, as a partner from a renowned New York law firm highlights, may accentuate their unique culture, molded by their client base, and the opportunities available to associates. Recognizing these unique traits and the growth potential within such firms can aid in your lateral career progression in the legal profession.

Making the Most of Your Legal Career

Ready to take the next step in your legal career? Leverage this guide on lateral hiring interviews to make a positive impression and increase your chances of success. For more resources on lateral hiring and to explore potential opportunities, connect with a Lateral Link industry expert today.

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Hybrid Work and Generational Divide: Navigating Differences in Modern Law Firm Practices

More than three years after COVID-19 upended where and how we work, law firm offices in some ways resemble the pre-pandemic normal. Attorneys mingle freely at in-person gatherings. Face masks and hand sanitizer have receded. But one thing is still starkly different: just how many desks are unoccupied on any given day.

Return-to-office policies are not uniform

One might have predicted that Biglaw firms would potentially use their return-to-office policies as a recruiting tactic that resulted in uniform policies given the fierce competition for talent and the ensuing (and somewhat uniform) salary increases over the past few years. The competition for talent has cooled as firms have learned to deal with COVID-19, however, and firms are moving towards bringing their attorneys back into the office on at least a hybrid basis. Superficially, it may seem that Biglaw has arrived at something approaching consensus: a survey released in January found that a third of Am Law 100 firms mandate three days per week of in-office presence, with another third encouraging three days in office. But dig a little deeper, and you find a surprising lack of convergence as firms determine what works best for their needs.

For instance, O’Melveny and Myers, like its peer firms, wants attorneys to spend more time in the office. But instead of specifying a set number of days per week, O’Melveny has announced an expectation that lawyers be present in the office for more than half the time over the course of the year. This policy emerged from a series of town halls and surveys, which delivered the clear message that flexibility was important to O’Melveny attorneys.

Even among the firms with a three-day mandate or expectation, there is no consensus on who chooses the days. Some firms have designated “anchor days,” either at an office or practice group level, where the whole team is expected to go in together. Several Morgan Lewis practice groups have recently mandated attendance on Tuesdays, Wednesdays, and Thursdays, justifying the decision in part by noting that summer associates will be in the office on those days. Meanwhile, other firms allow lawyers to choose any three days.

And then there is the matter of compliance. Despite supposed “mandates,” noncompliance has been widespread at many firms, with limited attempts at enforcement. Many firms have preferred carrots to sticks, offering incentives such as free lunch to entice lawyers to come in. But some have been more pointed, making payout of annual bonuses contingent upon in-office attendance. Firms taking that stand include: Simpson Thacher, Sidley Austin, Davis Polk, Cahill, and Ropes & Gray.

The generational divide

So why are we seeing a lack of convergence regarding a model for the future of work at law firms? A key factor is generational differences, particularly among seasoned attorneys and junior attorneys.

Firm and practice group leaders entered the profession under very different circumstances from those of today’s junior associates. Two or three decades ago, the notion of a lawyer routinely working from home would have sounded strange. The early-career experiences of today’s senior partners were defined by long hours in the office, yes, but also by substantial in-person mentorship and training.

Given that background, it’s unsurprising that firm leadership is eager for associates to return, both for cultural and developmental reasons. It’s difficult to build culture when attorneys are remote, and effective training in a remote setting is challenging. When law firm leaders consider how they became partners—by creating strong ties with the partnership while they were associates—they struggle to conceive of how a fully remote associate could build comparable relationships and successfully navigate the path to partnership. 

Meanwhile, at the base of the pyramid are Gen Z associates who graduated from law school during the pandemic and began their law firm careers in a fully remote setting. Now that these junior lawyers are (largely) expected to be back in the office, they miss the flexibility. I sometimes receive questions about whether it’s possible to find a fully remote job at a firm. One current Biglaw junior associate recently asked me if he could go to a smaller firm with a lower hours expectation and work remotely. When I brought up the professional development benefits of in-person work for early-career attorneys, he responded that he was not sure if he wanted to practice law long-term, let alone become a law firm partner. He also mentioned that he put a premium on work-life balance and flexibility, which he thought remote work could help him achieve.

This candidate is hardly alone. A recent survey of Gen Z attorneys found that 60% would sacrifice compensation for a flexible work schedule and just 23% aspire to be a law firm partner. Gen Z also prioritizes work-life balance and flexibility.

Having been a judicial law clerk for over a year and a law firm associate for almost five years, I also know that the first five years of practice are critical for skills development, even if partnership is not necessarily in your future. I benefited tremendously from in-person mentorship and training, and I still value my mentorship and training even though I no longer practice law. When candidates ask about fully remote positions, I tell them that some midsize and boutique firms do not have a formal policy for days in the office. But I advise them to consider various types of firms with hybrid schedules, both to keep all their options open and to accelerate their development of transferable skills, for if and when they do leave the law firm track.

Ultimately, the generations are each going to have to give some ground in acknowledgment of the other’s reasonable perspectives. It remains to be seen how firms will treat hybrid or remote work to promote work-life balance and attract (and retain) talent. Whatever the equilibrium is, we haven’t reached it yet.