How to Position Yourself for a Successful Lateral Partner Move in 2025

The legal market is shifting—are you ready to move with it?

Lateral partner hiring has become one of the most strategic levers for law firm growth, and firms are actively seeking partners who bring specialized expertise, strong client relationships, and portable business. If you’ve been considering a move, the current market conditions are ideal for attorneys who know how to position themselves.

But here’s the catch: the competition is fierce, and simply “testing the waters” isn’t enough. To stand out, you need a clear strategy.

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1. Understand what law firms really want

According to industry data, 92% of firms prioritize a candidate’s book of business when evaluating lateral partners. This isn’t just about revenue numbers—it’s about demonstrating client loyalty and the ability to grow business at a new firm.

Other top priorities include:

• Specialized expertise (72%): Firms want partners with niche skills in high-demand practice areas.
• Cultural alignment (67%): Even the most profitable partner won’t thrive if they clash with firm culture.

Pro Tip: Take stock of your client base, practice strengths, and leadership style before you start conversations. These are the areas you’ll be evaluated on.

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2. Clarify your value proposition

Think of your lateral move as a business case. Firms want to know: Why should we bring you on board?

Be ready to articulate:

• Your client relationships: Who are your key clients, and how portable is that business?
• Your growth plan: Where do you see your practice expanding over the next 3–5 years?
• Your unique differentiator: What do you offer that others in your space don’t?

When you can clearly show how you’ll contribute to the firm’s strategic goals, you’ll set yourself apart.

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3. Evaluate culture fit early

Cultural alignment isn’t just a buzzword. The best lateral moves happen when there’s a true match between your style and the firm’s values.

Ask questions like:

• How does the firm support cross-selling and collaboration?
• What’s the leadership style?
• How does the firm invest in partner integration?

A move that looks great on paper can quickly sour if the culture doesn’t feel right.

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4. Leverage diversity momentum

Firms are placing an even greater emphasis on diversity in lateral hiring. 81% of law firms report actively recruiting more female partners, and many are broadening candidate pools to include attorneys from underrepresented groups.

If you’re part of a diverse background, highlight your leadership contributions and how you’ve driven inclusion within your practice.

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5. Streamline your process with expert help

One of the biggest mistakes lateral candidates make is waiting too long or trying to navigate the market alone. Meanwhile, firms are moving quickly, and timelines can be tight.

Working with a trusted recruiter can help you:

• Access opportunities that aren’t widely advertised
• Prepare for firm interviews and lateral partner questionnaires
• Stay organized and engaged during what can be a complex process

Remember, speed matters—firms that take too long to decide often lose candidates, and the same is true for candidates who delay their own search.

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6. Be ready to integrate

Getting the offer is only half the battle. True success comes from how well you integrate into your new firm.

Firms are looking for partners who will hit the ground running. That means:

• Building relationships quickly with colleagues and clients
• Taking advantage of onboarding resources
• Contributing early to the firm’s business development initiatives

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Your next move starts now

The lateral partner market in 2025 is full of opportunity for attorneys who are prepared. If you want to make a strategic move—one that accelerates your practice growth and aligns with your long-term goals—start laying the groundwork today.

We help attorneys like you navigate every step of the process confidentially and strategically.

👉 Schedule a confidential consultation with us today