It has been widely observed that the decision to make a lateral move to a new role often becomes an increasingly relevant consideration for attorneys as they progress through their careers. As a matter of fact, most attorneys make at least one lateral move within their first seven years of practice—a decision often influenced by the realization that the role they envisioned during law school’s On-Campus Interviewing (OCI) process doesn’t fully align with their long-term career aspirations or firm preferences. Recent analysis on this trend has thrown light on key considerations attorneys need to bear in mind when contemplating a lateral move.
According to industry reports, the majority of lateral moves to firms happen between an attorney’s 2nd and 5th year of practice. This “sweet spot” sees attorneys possessing the right mix of expertise and adaptability while also maximizing marketability by not being too senior. Beyond the 5th-year mark, the opportunities begin to thin out due to growing seniority.
Another pivotal factor in making a lateral move is mentoring and training. The current working environment, where in-office time differs from firm to firm, means the level of mentoring and training varies significantly across firms. The availability and quality of mentorship and training are impacted by factors like formal programs, partner availability, and the presence of a supportive associate team.
Portraying the significance of practice area fit, many attorneys have found themselves facing challenges in picking the “perfect” practice area – a decision often made in law school without sufficient information. Reevaluating the fit and considering a lateral move to broaden or narrow your current practice can be a considerable decision.
An evaluation of your current firm’s pathway for partnership prospects is also a key factor—it’s crucial to discern if your firm provides a clear and supportive pathway to partnership, including opportunities to lead cases/deals, formal business development training, client exposure, and mentorship. The branding of a firm and its role in your capacity to secure clients is another aspect that cannot be ignored.
For those aiming for a transition to in-house roles, it’s important to consider your firm’s track record in facilitating such moves. Firms that see the long-term advantage in having attorneys go in-house often have strong practices in relevant industries, a robust alumni network, and actively market their support for in-house transitions.
The biggest driver for associates to make a career move is their cultural alignment with the firm. This takes into account aspects like group dynamics, office location, work hours, and mentorship availability. For many attorneys personal career needs sometimes clash with their loyalty to the firm. In such cases, lateral moves have often been necessary for a better alignment with personal and professional goals.
Moreover, relocation as a career strategy also seems to be an increasing trend amongst many attorneys. Many consider relocation for personal or professional reasons such as family proximity, industry opportunities, work-life balance, or community environment. This allows for a reassessment of current roles and an exploration of better-aligned long-term opportunities.
Though making a lateral move can be daunting, especially when attorneys feel “mostly” content in their current role, a continual assessment of your career against your long-term goals and job satisfaction is important. The decision to make a lateral move should be guided by a careful evaluation of your current positioning and how well it aligns with your professional and personal aspirations.