The Best Time for Associates to Move Law Firms: A Strategic Guide for Lateral Success

 

Why Midlevel Associates Are the Sweet Spot: Timing Your Move at 2–6 Years

The best time for most associates to move firms is during their midlevel years—between 2–3 and 5–6 years of experience. Why? Midlevel associates are highly marketable for several reasons:


Selecting the right destination isn’t just about timing—it’s about fit; learn how to evaluate prospective firms effectively before making your move.

• Deep Practice Area Knowledge: By your third to sixth year, you’ve mastered your practice area—whether it’s corporate transactions, litigation, or intellectual property. You can handle complex tasks independently and take on a broader range of work than junior associates, making you a valuable asset to any firm.
• Reasonable Billing Rates: Unlike senior associates (seventh- or eighth-years), whose rates creep closer to partner levels, midlevels still bill at rates clients find palatable—often $400–$600 per hour versus $800+ for seniors. This affordability keeps you in demand for substantive work.
• Upward Trajectory Appeal: Firms, especially BigLaw, love midlevels who’ve moved to progressively better firms over 1–2-year stints. It shows ambition and adaptability without suggesting instability.

Before even assessing the ideal year to switch, it’s critical to weigh the key considerations before pursuing a lateral move, and this guide breaks them down clearly. Lateral moves succeed when aimed at firms like Dickinson Wright LLP, where excellence and expertise shape careers.
 

• For insight on how timing and strategy work in practice, see Discovering Munger, Tolles & Olson LLP: Your Gateway to a Rewarding Legal Career, which profiles real attorney career move

For example, if you’ve been at your current firm for six months, moving now is premature. Wait until you hit 12–24 months—ideally closer to two years. This tenure lets you build a solid track record while keeping you in that marketable midlevel window. Start your search around the one-year mark to land a role by your second year, ensuring you’re seen as experienced yet hungry to grow. To see how timing plays into partner-level transitions, read The Ultimate Guide to Law Firm Partner Lateral Moves.




As highlighted in Dorsey & Whitney LLP’s legal career journey, associates can often find the right balance of growth and mentorship without needing an immediate lateral move.
 

• If your lateral move involves stepping across state lines, it’s wise to start early on licensing—the guide to bar reciprocity rules will help streamline that process.

Key Takeaway: Move between your third and sixth years—after at least 12–24 months at your current firm—to leverage your skills and billing appeal.
 

• Timing your move isn’t just about experience—it also requires preparation; here’s the typical timeline for a lateral move to succeed.

Your tenure at your current firm shapes how hiring partners perceive you. Here’s the breakdown:

• Less Than a Year: Too soon. Firms question your stability and wonder if there’s a problem with your work. You might get interviews, but skepticism looms.
• One Year: The safe minimum. It proves you can commit and gives you enough experience to showcase on your resume. For midlevels, this is a viable jumping-off point.
• Two Years or More: The gold standard. Staying 2–3 years demonstrates reliability and lets you tackle significant matters—think high-stakes litigation or major deals. A resume with three years at one firm and two at your current one builds trust with BigLaw recruiters.

Timing is only part of the equation — understanding how to successfully transition between small firms and BigLaw is just as critical for long-term success. For more attorney career insights, visit Legal Career FAQs: Expert Answers to Succeed in Today's Legal Job Market.


Each move should reflect an upward trajectory—better firms, bigger roles. A midlevel associate staying two years at a midsize firm before targeting an Am Law 100 giant is far more appealing than one hopping annually. For a visual breakdown of timing strategy, watch this video explaining when an attorney should make a lateral move, which complements this guide with practical insights from recruiters.
 

• Once you know when the timing is right, the next question is how—explored fully in Navigating New Horizons: Mastering the Art of Lateral Moves in the Legal World.

Sometimes the right move is staying put — firms like Carlton Fields PA: Unlocking Career Pathways in a Prestigious Law Firm demonstrate the long-term benefits of internal growth.


Action Step: Aim for 1–2 years to balance experience with opportunity, targeting your move before you hit your seventh year.
 

• For example, many attorneys look at Dechert during prime lateral windows, and resources like building a successful career at Dechert LLP provide insights into how such moves can shape career trajectory. For an in-depth perspective on timing your associate lateral move, BCGSearch’s guide explores how experience level and market cycles align for the strongest opportunities.

The Stability Factor: Why It Matters (and When It Hurts)

Stability is a cornerstone of lateral success—but it’s a balancing act. Understanding which roles deliver the biggest salary jumps can guide your move—covered in The Highest-Paid Attorney Jobs: A Complete Guide to Maximum Legal Earnings in 2025.
 

• Timing a move is critical, but equally important is what happens after you arrive—see unlocking career success at Pillsbury Winthrop Shaw Pittman for strategies to build momentum once you’ve joined a top firm.

 

Pros of Stability

• Inspires Confidence: A 2–3-year tenure per firm reassures hiring partners you’re not a flight risk. They’ll assume your work is strong and you’re a team player.
• Builds Expertise: Longer stays let you dive deep into complex cases, enhancing your transferable skills—crucial for impressing BigLaw.

Firms like Clark Hill PLC demonstrate how associates can thrive when timing their career shifts strategically, as seen in our article on Clark Hill’s employment environment.

 

Cons of Staying Too Long

• Stagnation Risk: Beyond 2–3 years without growth (e.g., no new responsibilities), you might look complacent, not ambitious.
• Business Pressure: At smaller firms, staying past your midlevel years can lead firms to expect a book of business—tricky if you’re eyeing BigLaw without clients.

Balance Tip: Stay long enough to shine (1–2 years), then move before you’re typecast or overburdened with partner-level expectations.
 

• While mid-level associates often command attractive billing rates, you should also consider how compensation disparities can affect your lateral decision, especially when moving to smaller markets.

Midlevel Marketability vs. Junior and Senior Associates

Not all associates are created equal in the lateral market. Here’s why midlevels stand out—and why juniors and seniors face hurdles.
 

• For seasoned associates with leadership aspirations, reviewing strategic lateral moves at the partner level can help you plan several moves down the road.

 

Why Midlevels Excel (2–6 Years)

• Versatility: You understand your practice area and can handle diverse tasks with minimal supervision—unlike juniors who need hand-holding.

• Cost-Effective: Your billing rates are reasonable, making you a go-to for clients and partners who balk at senior or partner rates.

Knowing the optimal timing, combined with applying to firms without openings, can greatly increase lateral success for associates. Many attorneys discover that lateral transitions are possible even without matching exact criteria, as outlined in The Degree of Flexibility with Experience Requirements in Law Job Listings.
 

• Timing also plays a role in firms like Jeffer Mangels, where employment prospects at Jeffer Mangels Butler & Mitchell LLP show strong lateral entry points for associates at particular career stages.

 

Junior Associates: Less Marketable (1–2 Years)

• Training Required: First- and second-year associates often lack the skills to work independently, requiring costly oversight from seniors or partners.
• Not Yet Profitable: Most first-years don’t generate enough revenue to offset their salaries and training—making them a liability, not an asset, in the lateral market. Firms prefer to hire fresh graduates than poach unproven juniors.

Strategic timing matters, but so does the platform you choose—see why BCG Attorney Search outperforms job sites like LinkedIn and Indeed for legal careers to understand how BCG ensures attorneys maximize their moves.

 

Senior Associates: Fading Appeal (7–8+ Years)

• High Billing Rates: By your seventh or eighth year, your rates approach partner levels (e.g., $700–$900/hour), but clients and partners prefer to give work to actual partners with established relationships.
• Work Drought: This mismatch often leaves senior associates underutilized—prompting firms to push them out if they don’t make partner or bring business. It’s why most seniors are asked to leave rather than retained.

After choosing the right time, you’ll also want to know what comes next—see Welcome to BCG Attorney Search – After Resume Submission for insights on our immediate process.


Insight: Midlevels hit the sweet spot—skilled yet affordable—while juniors need too much investment and seniors cost too much for their output.
 

• In fact, many recruiters suggest that third-year associates are particularly marketable—here’s why mid-career (third-year) is often ideal to transition.

Developing Business: Pros, Cons, and Timing

Should you build a book of business before moving? It’s a smart long-term play, but context matters—especially when transitioning from smaller firms to BigLaw. Understanding how compensation changes during these transition windows is essential, and the BigLaw Lateral Salary Guide breaks down salary trends for laterals by practice area.
 

• Before making a lateral move, it’s wise to review how to qualify for a traditional legal recruiter.

 

Pros of Starting Early

• Boosts Marketability: Even a modest $100K–$200K book shows initiative—a huge plus for any firm. Midlevels who generate business stand out.
• Future Leverage: As I often tell associates, “When you have clients, firms work for you.” You gain support—associates, paralegals—and portability to any firm.

Timing is critical, but sometimes the best move is to consider leaving BigLaw entirely—explore these options in Breaking Away from BigLaw: Career Strategies in Tough Times.
 

Cons of Early Business Development

• Client Mismatch: At smaller firms, your clients likely have lower rates or simpler needs—rarely transferable to BigLaw’s Fortune 500 clientele. Firms won’t hire you for that roster.
• BigLaw Challenges: As a midlevel in a large firm, landing clients is tough. Major companies prefer partners with titles and networks, not associates. You’d need to become an income partner first—a step BigLaw delays until you prove yourself.

Timing is important at every level of seniority. Explore how it impacts experienced lawyers in our piece on navigating the job search maze for senior attorneys with 10+ years of experience.

 

Strategic Timing

• Smaller Firms: Start small now. A modest book proves potential without delaying your move.
• BigLaw: Focus on skills first. Midlevel hires are valued for expertise, not clients—save serious business development for after you’ve secured the platform.

Understanding firm hierarchies is crucial before making a lateral move—see Navigating Legal Waters: A Comprehensive Guide to Law Firm Titles to evaluate your current position. Timing matters, but so does avoiding critical mistakes — see Avoid These 10 Common Pitfalls to Stay Marketable as a Lateral Law Firm Attorney for additional guidance.

For associates contemplating a move back to a major firm after joining a smaller one, this video breaks down timing and considerations:
Can You Re-Enter a Larger Law Firm After Going Smaller?


Timing is key, and our article We Respect Your Firm and are Trying to Help Attorneys Get a Job and Grow Your Business shows how we approach submissions strategically to benefit both candidates and firms.
 

• Once you’ve chosen the right moment, the next step is excelling in the hiring process—this guide on Mastering the Interview as a Lateral Attorney highlights how to stand out at every stage.

Takeaway: Build business where you are, but don’t let it stall your midlevel move—BigLaw wants your work product now, not your Rolodex.

To put lateral timing into context, it helps to review Navigating Legal Waters: A Comprehensive Guide to Law Firm Titles and understand how titles evolve.

• Timing matters, but so does grit—the brutal truth about legal careers is that extraordinary lawyers adapt and thrive at every stage.”

BCG Attorney Search expands on this timing advantage in Unleashing the Power of BCG Attorney Search: How We Transform Legal Careers.


Timing is only one piece of the puzzle; understanding broader practice area and market dynamics is equally critical, as covered in this comprehensive guide to lateral attorney movement.

 

Income Partners: Why Firms Create Them and Why Partners Win at Business

BigLaw often hires senior associates as income partners—a non-equity role with a partner title but no ownership stake. Why?

• Testing Ground: Firms use this title to assess your potential for equity partnership. They expect you to develop business within 2–3 years, proving you can contribute to the bottom line.
• Client Appeal: The “partner” label makes you more credible to clients than an associate title, easing business generation slightly.

For deeper insights, check out the webinar insights on timing your lateral move, where BCG attorneys address common concerns and strategies.

 

• Evaluating firms like Lewis Roca Rothgerber Christie LLP: Empowering Legal Professionals for Impactful Careers can help associates determine if waiting or making a move is the right step.

 

Why Partners Get Business Easier

• Authority and Trust: Clients—especially corporate giants—prefer partners with established reputations and networks. A sixth-year associate pitching to a CEO lacks the gravitas a partner carries.
• Firm Support: Partners get priority staffing and marketing resources, amplifying their ability to land big accounts—resources midlevels rarely access.

Associates can learn from leading firms’ approaches to litigation; see How Miller Barondess LLP Redefine Excellence in Litigation for insights.


For midlevels moving to BigLaw, becoming an income partner is a distant goal. Focus on landing the role first—business expectations come later.
 

• Once you've identified the right timing, your next step is acing the transition—this article on preparing for lateral-move interviews strategically is a must-read.

Smaller Firms to BigLaw: A Proven Path

Moving from a midsize firm to BigLaw is a classic upward move—and midlevels are prime candidates.

• Hunger Stands Out: BigLaw loves smaller-firm attorneys who are motivated to prove themselves, often outworking peers who started in elite firms.
• Skills Matter More: You don’t need business yet—just sophisticated experience (e.g., major cases or deals) to show you can handle BigLaw’s pace.

Challenge: Seek the biggest matters at your current firm. Smaller firms may lack high-profile work, so collaborate with top partners to bridge the gap.


Associates who strategically time their moves often land at elite firms like Kasowitz Benson Torres LLP: Unveiling the Pathways to Success in Law, where career trajectories are shaped by cutting-edge litigation work.
 

• Before making any lateral move, it’s smart to confirm how to qualify for a traditional legal recruiter.

Action Plan: Making Your Move

• Timing: Start looking after 12 months, aiming to move by 18–24 months—before your seventh year.
• Resume: Tackle complex matters and work with senior partners to showcase sophistication.
• Work Hard: High hours and big wins make your experience undeniable in interviews.
• Guidance: Leverage recruiters like BCG Attorney Search for tailored advice and firm connections.

 It’s not just timing that matters—associates must also make fewer, more strategic moves, and this article on how to approach lateral moves with caution and clarity offers important perspective. Timing your move is crucial, but so is understanding your prospective employer. Reviewing insights into firms like Adams and Reese LLP can help associates plan smarter transitions. Timing is critical—our video Partner-Level Transitions: What Law Firms Look for and How to Stand Out explores the nuances of partner-level transitions and the right moment to make a move.
 

• To understand hiring dynamics for lateral associates, watch Why Law Firms of All Sizes Still Hire Partners, Counsel, and Senior Associates Without a Book of Business.

  Conclusion: Seize Your Midlevel Moment

The best time for associates to move firms is as a midlevel—between 2–6 years, ideally after 1–2 years at your current role. You’re skilled, affordable, and primed to shine at a better firm. Juniors lack profitability, seniors face billing hurdles, and midlevels strike the perfect balance. Build your resume, weigh business development, and time your move before seventh-year pressures mount. Your next step could land you in BigLaw—or beyond. Once you’ve identified the right time to move, learn how to convert that timing into an offer at a top-tier firm in 6 Secrets How to Get Hired Laterally in A Prestigious Law Firm.
 

• A lateral move only succeeds when you’ve addressed internal roadblocks—Overcoming Self-Sabotage in Your Legal Career can help ensure you’re ready.

Ready to advance? Start planning now—your midlevel window won’t last forever.
 

• Deciding when to move is just part of the equation—see The Complete Attorney Career Guide for insights on career timing, lateral opportunities, and building long-term success.

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About Harrison Barnes

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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.

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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.