Salary Realities in a Lateral Move

 

Why Attorneys Move to Smaller Markets

A large part of my work as a legal recruiter is helping candidates move to a different geographic location, rather than switching firms within the same city. Quite often this involves a candidate moving from a large market (New York, Chicago, Los Angeles) to a smaller one (Seattle, Portland, Phoenix).

The motivations are almost always personal: to be closer to family, because a partner or spouse needed to make their own career move, or to pursue a better quality of life. What is never the case is a candidate moving from a large market to a smaller one in order to increase their salary. To better align salary expectations with career strategy, refer to our Lateral Attorney Moves — Strategic Guide for insights on balancing compensation with long-term growth.
 

• As seen in Dorsey & Whitney LLP: Embarking on a Rewarding Legal Career Journey, factors like mentorship, culture, and professional growth can outweigh pure salary considerations.

 

The Compensation Gap Between Large and Smaller Markets

Even though places like Phoenix, Seattle, and Portland are still major cities, the salaries on average are significantly lower. This often creates sticker shock for lateral attorneys once they see the number in an offer letter.

For instance, the total annual compensation (base salary plus bonus) for a sixth-year associate at a big firm in a major market can exceed $250,000. That same associate would likely see a maximum of $200,000 in Portland or Seattle—a 20% net cut in a best-case scenario. In many cases, the gap is even wider. Before making a lateral transition, watch The Ultimate Guide to Attorney Salary Negotiations to learn how to negotiate fair compensation while protecting your career growth trajectory.

• Since compensation often aligns with timing, you may also want to explore when associates should move law firms for the strongest opportunities.

 

Preparing Candidates for Reality From the Start

I always prepare my candidates for this reality at the outset of their job search when they are interested in these markets. Smaller-market recruiting coordinators emphasize two things above all else:

1. They prefer candidates with strong local ties.

2. They need the candidate to be realistic about lower compensation levels.
   
   
   Beyond salary considerations, The Complete Attorney Career Guide explains how lateral decisions affect career trajectory, practice fit, and bar admissions.
    

Some firms will even bluntly ask whether a candidate would accept a hypothetical offer within their standard salary range before proceeding with the interview process. This is fair. There is no point in wasting anyone’s time if a candidate insists on an amount outside the firm’s structure. For a comprehensive overview of practice-area-specific salary outcomes, the BigLaw Lateral Salary Guide highlights where laterals gain or lose the most financially.

When Negotiation Makes Sense

It is certainly appropriate to negotiate for a stronger package if you are a stellar candidate in a high-demand practice area. I always try to help my candidates get the best deal possible. But the simple reality is that you must be prepared to take a hit in compensation when lateraling to a smaller market, no matter what you may be worth in a larger market. To see how staying marketable affects compensation negotiations, watch this practical video on avoiding common career pitfalls.

Compensation often amplifies a firm’s hesitation to hire an unemployed candidate. This video on overcoming reluctance in lateral hiring explores how to reframe your value when salary discussions come up.

• For a practice-area-specific breakdown of what to expect, see the BigLaw Lateral Salary Guide (2023-2025 Data).

 

Why Salary Shouldn’t Be the Deciding Factor

One of the biggest mistakes attorneys make when evaluating a lateral move—especially from a large market to a smaller one—is focusing too heavily on salary. The most successful attorneys I’ve seen don’t build their careers around chasing short-term compensation. Instead, they focus on long-term stability, professional growth, and personal fulfillment. BCGSearch’s insights on when to make a lateral move for better salary outcomes explain how timing impacts earning potential across markets and practice areas.

• Beyond salary considerations, attorneys also need to think about practice area shifts and geographic trends—see our comprehensive guide to attorney lateral movement for a deeper breakdown.
• Beyond salary, lateral transfers can position attorneys for strategic career growth—explained in Law Firm Lateral Transfers: A Strategy for Growth and Success.

 

If you’re moving to a smaller market, you need to reframe your mindset: this is not about maximizing compensation—it’s about maximizing career fit and quality of life.

 

• Before negotiating numbers, you may want to see what happens immediately after applying—our After Resume Submission guide outlines the process and next steps.

 

How Firms Evaluate Candidates From Big Markets

Smaller market firms are cautious when hiring attorneys from larger markets. They worry you’ll take one look at the salary, compare it to what your peers in New York are making, and leave within a year. They also fear you don’t truly intend to stay in the region.

This is why firms ask about compensation expectations and local ties early. From their perspective, the worst outcome is recruiting an attorney who quickly backs out or departs. Those planning lateral moves can use Law Firm Partner Compensation by Practice Area 2025-2026 to benchmark realistic partner compensation levels across practice areas.

• Managing salary expectations is only one piece of the puzzle; for a broader approach to securing opportunities, see Advice for Attorneys Struggling to Find Employment: Tips and Strategies for Success.

Beyond salary, firms should also consider the broader hiring strategy outlined in Transforming Your Legal Hiring: The Five Most Important Questions to Ask to ensure each candidate is a long-term fit.
 

Negotiating From a Position of Credibility

Negotiation is possible—but only if you approach it from the right place. That means showing that:

• You understand the market realities.

• You are committed to staying in the region long-term.

• You bring unique skills that will immediately add value.

From that position, firms may stretch with signing bonuses, extra vacation, or slightly higher pay. But walking in expecting New York compensation in Portland will end your candidacy before it begins.
 

• If you’re weighing a lateral to or from V&E, read Working at Vinson & Elkins: Insights for Prospective Attorneys for insider perspective on why attorneys choose the firm in the first place.

 

Taking the Long-Term View

The attorneys who thrive after making these moves are the ones who view the salary adjustment as temporary. Smaller markets often offer faster partnership tracks, earlier client exposure, and greater opportunities to build a book of business.

Over the course of a career, these benefits can outweigh the initial pay cut—and often lead to greater financial success down the line. More importantly, many attorneys find themselves living a life that is far healthier, happier, and more sustainable.
 

• Understanding how a proven application system leads to successful job placement can be found in Why Just About Every Candidate Who Follows BCG’s System Gets Interviews and Hired.

 

Final Word

If you are considering a lateral move to a smaller market, prepare yourself now: your salary will almost certainly decrease. But if you accept this reality and focus on the bigger picture—career growth, quality of life, and long-term stability—you may discover that the move is the best decision you ever make.
 

• Beyond salary, attorneys must adapt to cultural and career shifts—a theme covered in Navigating New Horizons: Mastering the Art of Lateral Moves in the Legal World. Compensation is only one part of the equation—attorneys serious about breaking into elite firms can learn more in 6 Secrets How to Get Hired Laterally in A Prestigious Law Firm.

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About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

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With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

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Unmatched Commitment to Attorney Success - The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm's unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison's legal career insights are the most widely followed in the profession.

• His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
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With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials-he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

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A Legal Recruiter Who Changes Lives

Harrison believes that every attorney-no matter their background, law school, or previous experience-has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

He has worked with:

• Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
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For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist-often in places they never expected.

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If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison's expertise will help you take control of your future.

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Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.

About BCG Attorney Search

BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.