
The world of lateral hiring in law is nuanced.
For law firms, the decision to bring in an attorney from a different market involves a meticulous evaluation that goes beyond the resume.
They weigh the candidate's expertise against potential risks and costs, and question how well this new piece would fit into their existing puzzle.
On the flip side, attorneys looking to make a lateral move grapple with their own set of challenges.
They must identify markets where their skills will not only be in demand but also where they can envision building a life – professionally and personally. The journey is fraught with questions of requalification, cultural adaptation, and establishing oneself in a new, sometimes daunting, legal landscape.
As we explore the intricacies of this subject, we'll examine both sides of the equation – the law firm and the attorney.
It's a tale of ambition, adaptability, and the often-overlooked subtleties that govern the legal job market's ebb and flow.
So, what does it really take for an attorney to successfully navigate this transition, and how do law firms decide who's worth the gamble?
Let's find out.
Understanding Lateral Hiring: The Law Firm's Perspective
When a law firm contemplates hiring an attorney from a different market, it’s like a chess grandmaster planning several moves ahead.

The decision is far from impulsive; it’s a calculated strategy, enveloped in layers of consideration.
At the heart of this decision-making process are a few critical factors: the candidate's area of expertise, the potential risks and costs involved, and how well the attorney might integrate into the firm's culture.
The expertise of an attorney is the first checkpoint.
Firms look for a unique blend of skills and experiences that align with their clients' needs and the firm's long-term objectives. It's not just about having a stellar resume; it's about filling a specific niche that the firm is looking to develop or strengthen.
Next comes the evaluation of risks and costs.
Hiring an attorney from another market isn’t just a matter of covering moving expenses. It's about weighing the potential return on investment. This includes considering the time and resources needed for the attorney to requalify, adapt to new legal frameworks, and assimilate into a new cultural environment.
For instance, a firm might ponder whether the attorney will pass the local bar exam or how long it will take for them to build a significant client base.
Cultural fit is an often understated, yet crucial element.
Law firms are not just workplaces; they are ecosystems with their own unique environments. An attorney who thrives in one setting might struggle in another.
Firms assess how a candidate's personality, work ethic, and values align with their own. This compatibility is vital for long-term success, both for the attorney and for maintaining the harmony of the firm's existing team.
Lateral hiring is a balancing act for law firms.
They must consider the immediate benefits of an attorney’s expertise against the backdrop of longer-term implications, both financial and cultural. It’s a decision that requires foresight, a deep understanding of the firm's current and future needs, and an assessment of whether the attorney in question can meet these expectations.
The Attorney's Journey: Challenges and Opportunities
For attorneys considering a lateral move to a different market, the journey is akin to navigating a labyrinth, where each turn presents its own set of challenges and potential rewards.

This process is more than a career move; it’s a life decision that encompasses professional aspirations, personal life, and the adaptability to new environments.
The first step in this journey often involves identifying markets where an attorney's skills and experience are in high demand.
It's not just about finding a job; it's about finding the right fit – a place where their expertise can flourish and contribute meaningfully.
This requires a keen understanding of different legal markets, the types of firms operating within them, and the specific needs these firms have.
For instance, a patent attorney with a background in biotechnology may find more opportunities in markets known for their biotech industries.
However, professional considerations are just part of the equation.
Personal implications play a significant role in the decision to relocate. This includes evaluating the impact on family, lifestyle, and personal goals.
For some, this might mean weighing the benefits of career advancement against the challenges of uprooting their family or leaving behind a well-established personal network.

The prospect of establishing oneself in a new legal market can be daunting.
It often involves requalifying, such as passing a new state bar exam, which in itself is a significant undertaking.
Beyond the legal qualifications, there's the task of adapting to a new professional culture. Each market has its nuances, from client expectations to work-life balance.
Building a new professional network is also critical. Attorneys need to forge connections not just for business development, but for mentorship, support, and integrating into the local legal community.
Attorneys embarking on this path must be prepared for a period of adjustment and learning. It requires resilience, a willingness to step out of one’s comfort zone, and a proactive approach to building new relationships.
This journey, while challenging, can also be a pathway to new opportunities, personal growth, and a renewed sense of professional fulfillment.
See Related Articles:
- At What Point Does a Lawyer's Experience Outweigh Their Law School Grades, Law School and Class Rank
- A Guide to Understanding When Practicing Attorneys Can and Cannot Relocate to Different Markets
- Taking Time Off? Consider What Firms Will Ask When You Seek a Return
The Role of Supply and Demand in Legal Markets
The legal job market, much like any other sector, operates under the fundamental laws of supply and demand.
These economic principles play a pivotal role in shaping the landscape of attorney hiring and relocation. Understanding this dynamic is crucial for both law firms considering lateral hires and attorneys contemplating a market move.
In regions where certain legal expertise is scarce, but the demand is high, law firms are often more willing to overlook the risks and costs associated with hiring from outside their market.
For example, if a city's burgeoning tech sector creates a surge in demand for intellectual property lawyers, firms in that area may look beyond their local talent pool to fill this niche. This scenario presents a prime opportunity for attorneys with the sought-after expertise, offering them a chance to leverage their skills in a market where they are highly valued.

Conversely, in markets saturated with legal talent, firms have less incentive to recruit from afar.
Take New York City, for instance, a legal hub teeming with highly qualified attorneys in almost every specialty of law, such as corporate law, workers compensation, education, municipal law, family law, real estate law and more.. In such an environment, local firms have a vast array of candidates to choose from, reducing the necessity to bear the additional costs and uncertainties of hiring someone from a different market.
For attorneys, understanding these market dynamics is key to identifying the best opportunities for lateral moves.
It's about aligning one's skills and experience with markets where they are most needed and valued. This alignment not only increases the chances of a successful transition but also positions the attorney to command a better role and compensation.
However, this isn't just a numbers game. Supply and demand in the legal sector are also influenced by economic trends, regulatory changes, and evolving industry needs. Attorneys who stay attuned to these shifts and are flexible in adapting their career paths accordingly can navigate the market more effectively.
In summary, the interplay of supply and demand forms the backdrop against which all movements in the legal job market occur. For both law firms and attorneys, a strategic approach that considers these economic principles can lead to more informed and successful hiring and career decisions.
Unique Challenges and Hidden Costs of Relocating
When attorneys ponder a move to a new market, they often focus on the visible aspects of the change – new opportunities, career growth, and a different work environment. However, lurking beneath the surface are several hidden challenges and costs, both for the attorney and the law firm involved.
From a law firm's perspective, the decision to hire an attorney from another market is not merely about filling a vacancy.
It's an investment that comes with its own set of risks and expenses.

These range from the tangible – like relocation costs and expenses related to the attorney passing the local bar exam – to the less tangible, such as the time and effort invested in helping the new hire adapt to the firm's culture and work practices.
There's also the risk that the attorney may not integrate well into the new environment or may decide to move on sooner than expected, rendering the investment a loss.
For the attorney, the costs of relocating are more than just financial. There's the emotional toll of leaving behind a familiar professional network and support system. The stress of adapting to a new legal environment, building new relationships, and perhaps facing a different work-life balance, can be significant.
If the move involves a family, the decision becomes even more complex, with considerations around spousal employment, children’s education, and overall family well-being.
Another often-overlooked aspect is the time and effort required to familiarize oneself with the local legal landscape. This includes understanding specific local laws and regulations, court procedures, and client expectations, which can vary significantly from one jurisdiction to another.
The process of establishing credibility and a reputation in a new market can be slow and challenging.
These challenges underscore the importance of thorough research and consideration before making a move.
Attorneys need to weigh not only the potential benefits but also these hidden costs.
For law firms, it’s about looking beyond the immediate skills and experiences an attorney brings and considering the broader implications of such a hiring decision.
In the end, while relocating can offer new vistas of opportunity, it’s a decision that needs to be navigated with eyes wide open to both the visible and hidden costs involved.
Regional Cultural Nuances and Hiring Preferences
The legal landscape across different markets is not just defined by the law; it's also shaped by the unique cultural nuances of each region. These cultural aspects play a significant role in the hiring decisions of law firms and the success of attorneys relocating to new markets.
For law firms, understanding and respecting regional cultures is paramount when considering lateral hires.
In cosmopolitan areas like New York or Los Angeles, the diversity and pace of the market might attract a wide range of candidates, making cultural fit a less pressing concern.
However, in smaller or more homogenous markets, the cultural fit becomes a crucial aspect. Firms in these areas are often looking for candidates who not only bring the right skills but also resonate with the local ethos, values, and way of life. This alignment ensures smoother integration and reduces the risk of a quick turnover.
Attorneys, on their part, need to be cognizant of these cultural differences when considering a move.
In some markets, there might be an unspoken preference for hiring 'locals' or those with a connection to the area. In others, the professional environment could be heavily influenced by local customs and business practices.
For example, an attorney moving from a high-paced market to a region with a more relaxed approach to business might find the adjustment challenging both professionally and personally.
Cultural nuances also extend to client interactions. In certain regions, clients may prefer working with attorneys who have a deep understanding of the local community and its particular legal needs. For attorneys relocating, this means not only adapting to a new work culture but also building a rapport with clients who may have different expectations from what they're used to.
Navigating these regional cultural nuances requires attorneys to have a high degree of adaptability and emotional intelligence. It's about being open to learning and respecting new ways of working and interacting, both within the law firm and with clients.
For law firms and attorneys alike, recognizing and adapting to these cultural differences is not just about ensuring a successful hire or a smooth transition. It's about building lasting relationships and establishing a presence that resonates with the local market.
Prestige and Experience: Critical Factors in Hiring Decisions
In the realm of legal market relocations, two factors often tip the scales for both law firms and attorneys:
The prestige of the originating law firm and the experience level of the attorney.
These elements are crucial in determining the feasibility and desirability of a lateral move.
For law firms, the prestige of an attorney's current or previous employer can be a significant consideration. A candidate coming from a highly regarded law firm often carries a mark of quality and competence.
This perception can be especially important in markets where the competition for clients is fierce, and the firm's reputation is a key differentiator.
See Related Articles:
- Whether Most Attorneys Consider Prestige or Salary More Important
- The Top 6 Ways Attorneys Choose What Law Firm to Work For
- Why Representing Individuals without a Lot of Money Is Often Far More Lucrative, Secure, and a Much Better Career Path for Attorneys than Working for Large to Mid-Sized Law Firms?
BCG Law Firm Prestige Ranking
BCG categorizes law firms into rankings based on prestige levels, providing a clear structure for understanding the hierarchy within the legal industry. These rankings are as follows:

Rank 1: Serving individuals with the most constrained budgets, these firms provide essential legal services at the most accessible price points.
Rank 2: Focused on smaller businesses and individuals, these firms work with clients who have limited budgets.
Rank 3: These firms often cater to middle-market clients and occasionally smaller ones, offering services at a more moderate cost.
Rank 4: Comprising primarily AmLaw firms and elite boutiques, they serve a mix of large and mid-sized clients.
Rank 5: Representing the pinnacle of prestige, these firms handle the most significant and complex legal matters for the largest clients.
Attorneys often find greater success in securing positions when transitioning from higher-ranked to slightly lower-ranked firms in different markets.
For instance, moving from a rank 5 to a rank 4 firm, or from a rank 4 to a rank 3 firm, is generally more feasible.
This is because law firms are more willing to take a chance on attorneys from prestigious firms, perceiving them as having more marketable experience.
However, it's typically more challenging to move from a rank 3 firm to a rank 2 firm due to the significant differences in work environments and client types.
Attorneys at rank 5 and 4 firms usually work on similar cases with comparable pay scales, making transitions between these firms less risky for the hiring firm.
On the other hand, attorneys moving from a rank 4 firm to a rank 3 firm face different challenges, as they transition to working with mid-sized to smaller companies, potentially leading to dissatisfaction and impacting the morale and dynamics within the new firm.
In contrast, law firms ranked as 1 or 2 often cater to smaller clients and have lower hiring standards compared to higher-ranked firms.
As a result, these firms have less incentive to recruit attorneys from outside their local market, especially since sufficient talent is typically available locally through state law schools.
Consequently, these firms focus on attracting attorneys suited to their specific market needs and client base, often offering competitive pay within their market segment.
However, it's not just about prestige for its own sake.
Firms are looking for attorneys who can bring not only their legal expertise but also potentially valuable client relationships and a level of professionalism that aligns with their standards.

On the other side of the coin, attorneys from top-tier firms looking to move to a smaller or less prestigious market might face their own set of challenges.
They need to demonstrate that they are not just seeking a temporary landing spot but are genuinely interested in contributing to the new market. This might involve adjusting their expectations around work culture, compensation, and the nature of the legal work available.
Experience level plays a similarly critical role.
Law firms often have specific needs based on the seniority of the roles they are looking to fill.
A seasoned attorney with years of specialized experience might be highly sought after in a market lacking such expertise. Conversely, a mid-level attorney might find more opportunities in markets where firms are looking to build depth in their teams without the cost associated with very senior attorneys.
For attorneys, understanding how their experience level fits into the target market's needs is vital. It's not just about the years of practice but the relevance of their experience to the market's demands.
An attorney's ability to articulate how their background and expertise align with a new market's needs can make a significant difference in their success in securing a position.
In essence, when considering a lateral move, both law firms and attorneys must carefully assess how prestige and experience play into the larger picture of market dynamics. It's a delicate balance of finding the right fit, where an attorney's background is both valued and valuable, and where a law firm can leverage these assets to enhance its practice and market standing.
See Related Articles:
- How to Easily Determine the Best Attorneys and Law Firms: The Five Prestige Levels of Attorneys and Law Firms
- Law Firm Rankings Methodology
- What Credentials Do the Top Law Firms Consider in Evaluating a Lateral Associate Candidate?
Conclusion
In conclusion, the decision for an attorney to move between legal markets, and for law firms to hire laterally from different markets, is a multifaceted one.
It's a blend of professional aspirations, personal circumstances, market dynamics, and cultural nuances.
Law firms must weigh the potential benefits of a new hire's expertise and experience against the risks and costs involved, including cultural integration and long-term commitment.
Attorneys, on the other hand, must navigate the complexities of adapting to new environments, establishing themselves in unfamiliar legal territories, and aligning their skills with the market's demand.

This intricate dance between law firms and attorneys in the realm of lateral moves underscores a larger narrative about the legal profession. It's a narrative that speaks to the ever-evolving nature of legal markets, the continuous quest for growth and opportunity, and the delicate balance of professional and personal fulfillment.
For those considering such a move or hiring decision, it's about more than just the immediate change. It's about a strategic, well-informed approach that considers the long-term implications and opportunities.
The journey, while fraught with challenges, can lead to rewarding new beginnings and avenues for growth.
In essence, while the legal landscape offers a spectrum of opportunities for mobility, it demands not just legal acumen but also a strategic mindset, adaptability, and a keen understanding of the unique tapestry of each legal market.
So, as you stand at this crossroads, considering a leap into a new legal market or contemplating bringing in talent from afar, ask yourself: Are you ready for the challenges and rewards that such a move entails?
For a deeper insight into the legal industry and more resources, visit BCG Attorney Search. Explore a wealth of information and opportunities tailored for your legal career.
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.
A Reach Unlike Any Other Legal Recruiter
Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations-from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:
- Immigration Law
- Workers Compensation
- Insurance
- Family Law
- Trust and Estate
- Municipal law
- And many more...
This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.
Proven Success at All Levels
With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:
- Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
- Elite boutique firms with specialized practices
- Mid-sized firms looking to expand their practice areas
- Growing firms in small and rural markets
He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.
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.
- He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
- His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
- He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.
Submit Your Resume to Work with Harrison Barnes
If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.
Submit your resume today to start working with him: Submit Resume Here
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:
- Finds and creates job openings that aren't publicly listed, giving attorneys access to exclusive opportunities.
- Works closely with candidates to ensure their resumes and applications stand out.
- Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.
This level of dedicated support is unmatched in the legal recruiting industry.
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.
- Senior attorneys who believed they were "too experienced" to make a move and found better roles with firms eager for their expertise.
- Attorneys in small or remote markets who assumed they had no options-only to be placed at strong firms they never knew existed.
- Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.
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.
Submit Your Resume Today - Start Your Career Transformation
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.
Submit Your Resume Here to get started with Harrison Barnes today.
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.
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.
Harrison Barnes does a weekly free webinar with live Q&A for attorneys and law students each Wednesday at 10:00 am PST. You can attend anonymously and ask questions about your career, this article, or any other legal career-related topics. You can sign up for the weekly webinar here: Register on Zoom
Harrison also does a weekly free webinar with live Q&A for law firms, companies, and others who hire attorneys each Wednesday at 10:00 am PST. You can sign up for the weekly webinar here: Register on Zoom
You can browse a list of past webinars here: Webinar Replays
You can also listen to Harrison Barnes Podcasts here: Attorney Career Advice Podcasts
You can also read Harrison Barnes' articles and books here: Harrison's Perspectives
Harrison Barnes is the legal profession's mentor and may be the only person in your legal career who will tell you why you are not reaching your full potential and what you really need to do to grow as an attorney--regardless of how much it hurts. If you prefer truth to stagnation, growth to comfort, and actionable ideas instead of fluffy concepts, you and Harrison will get along just fine. If, however, you want to stay where you are, talk about your past successes, and feel comfortable, Harrison is not for you.
Truly great mentors are like parents, doctors, therapists, spiritual figures, and others because in order to help you they need to expose you to pain and expose your weaknesses. But suppose you act on the advice and pain created by a mentor. In that case, you will become better: a better attorney, better employees, a better boss, know where you are going, and appreciate where you have been--you will hopefully also become a happier and better person. As you learn from Harrison, he hopes he will become your mentor.
To read more career and life advice articles visit Harrison's personal blog.