The Complete Attorney Career Guide: Navigating Legal Career Paths, Bar Admissions, and Lateral Moves

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Executive Summary

The legal profession in 2025 presents attorneys with more career path options than ever before. This comprehensive guide addresses the critical questions facing legal professionals today: Should you pursue the traditional partner track or consider alternative roles? How do bar admission requirements affect your mobility? What should you expect in lateral interviews? Which firms offer genuine remote work opportunities?

Post-COVID workplace flexibility has fundamentally changed the legal landscape. While some BigLaw firms are mandating return-to-office policies, others are embracing permanent remote work arrangements. Understanding these dynamics is crucial for making informed career decisions.

This guide provides actionable insights based on current market data, firm policies, and real attorney experiences to help you navigate your legal career strategically.

PART I: UNDERSTANDING LAW FIRM ROLES

Chapter 1: Partner Track vs. Non-Partner Track Career Paths
Chapter 2: Associate Positions and Partnership Trajectories
Chapter 3: Counsel Roles and Alternative Career Tracks
Chapter 4: Staff Attorney Positions
Chapter 5: Of Counsel and Contract Attorney Roles

For attorneys exploring life beyond traditional law firm roles, check out this alternative legal career paths for attorneys guide—packed with 50+ career paths across sectors like tech, consulting, and more. Before deciding on your next move, watch Why Most Attorneys Look in the Wrong Places for Career Happiness — a must-see reflection on aligning purpose with your professional path. As part of your career strategy, check out Everything an Attorney Needs to Know About Surviving in a New Law Firm Job for tips on establishing a strong foundation in a new firm.

PART II: BAR ADMISSION AND PORTABILITY

Chapter 6: Understanding Bar Reciprocity Rules
Chapter 7: State-by-State Admission Requirements
Chapter 8: Portable Book of Business Valuation
Chapter 9: Multi-State Practice Considerations

PART III: LATERAL INTERVIEW MASTERY

Chapter 10: Preparing for Lateral Interviews
Chapter 11: Common Interview Questions by Practice Area
Chapter 12: Explaining Your Career Move
Chapter 13: Questions to Ask Interviewers

PART IV: REMOTE AND HYBRID OPPORTUNITIES

Chapter 14: BigLaw Remote Work Policies in 2025
Chapter 15: Geographic Arbitrage Opportunities
Chapter 16: Best Practice Areas for Remote Work

See Related Articles:

PART I: UNDERSTANDING LAW FIRM ROLES

Chapter 1: Partner Track vs. Non-Partner Track Career Paths

The Fundamental Choice: Partnership or Alternative Paths

Every attorney entering private practice faces a critical decision that will shape their entire career: pursue the traditional partnership track or explore alternative roles that offer different benefits and challenges. This choice is more nuanced than many realize, with significant implications for work-life balance, compensation, and long-term career satisfaction.For attorneys considering different career trajectories, 'The Legal Career Specialization Imperative' explains why concentrating on a specialty can lead to faster growth and more opportunities." For attorneys looking for actionable strategies to secure, retain, and advance in legal jobs, check out this insightful video: Seven Proven Strategies for Attorneys to Secure, Retain, and Advance in Legal Jobs.
Read the full article here

Explore over 50 non-traditional legal career options for attorneys.

Understanding the Partner Track

The partner track represents the traditional law firm career progression: associate to non-equity partner to equity partner. This path typically requires 8-10 years at larger firms, though mid-size and boutique firms may offer faster timelines. Partners become business owners, purchasing equity stakes in the firm and sharing in profits. Before making lateral moves or navigating new practice areas, view our video on seven reasons attorneys fail to reach their potential to avoid common mistakes.

To supplement your move strategy, this video on exploring multiple markets breaks down the top reasons attorneys benefit from looking beyond their current city.

Of course, resumes are only one part of the equation—lateral candidates must also steer clear of the biggest career mistakes attorneys make in law firm moves.

Key characteristics of the partner track include:

High billable hour requirements (often 2,000+ hours annually)
Business development expectations
Administrative responsibilities
Significant earning potential
Long-term job security through ownership
24/7 availability expectations

Non-Partner Track Alternatives

Non-partner track roles have gained popularity as attorneys seek better work-life balance and firms seek experienced talent without partnership obligations. These positions include:

Counsel: Senior attorneys with specialized expertise, often former partnership-track associates
Staff Attorney: Experienced lawyers hired specifically for non-partnership roles
Of Counsel: Part-time or consulting arrangements with seasoned attorneys
Contract Attorney: Project-based work with flexibility

For additional insights on advancing in the legal profession and practical career strategies, see Navigating the Legal Ladder: Practical Insights and Strategies for Attorney Career Growth. If your ultimate path involves partnership, you’ll find valuable insights in Want to Make Partner? Learn the 10 Characteristics of Successful Associates, which highlights the habits that make lateral moves more strategic.

Compensation Analysis: Partner Track vs. Non-Partner Track

Role Type	Starting Salary Range	Senior Level Range	Bonus Potential	Benefits
BigLaw Associate (1st Year)	$215,000-$230,000	$385,000-$425,000 (8th Year)	$15,000-$115,000	Full
Non-Equity Partner	$350,000-$500,000	$500,000-$800,000	Variable	Full
Equity Partner	$500,000-$1,200,000	$1,000,000-$5,000,000+	Profit sharing	Full
Counsel	$200,000-$350,000	$300,000-$500,000	$10,000-$50,000	Full
Staff Attorney	$120,000-$180,000	$150,000-$250,000	Limited	Varies
Of Counsel	$150,000-$300,000	$200,000-$400,000	Minimal	Limited

Work-Life Balance Considerations

The most significant difference between partner track and non-partner track roles often lies in work-life balance expectations:

Partner Track Reality Check

Billable Hours: 2,000-2,500+ hours annually
Availability: 24/7 responsiveness expected
Travel: Frequent client meetings and court appearances
Business Development: Networking events, client entertainment, marketing activities
Administrative Work: Non-billable management responsibilities

Non-Partner Track Benefits

Predictable Hours: Often 1,800-2,000 billable hours
Limited Availability: More boundaries around weekend/evening work
Reduced Travel: Less client development travel required
Focused Work: Legal work without business development pressure
Flexibility: Some positions offer part-time or flexible scheduling

Chapter 2: Associate Positions and Partnership Trajectories

The Traditional Associate Path

Associates represent the entry point for most private practice attorneys. Understanding the associate experience is crucial whether you're a recent law school graduate or considering a lateral move from another career path. For an in-depth breakdown of partner-level strategies, complement this guide with The Ultimate Guide to Law Firm Partner Lateral Moves.

For those considering a career inside a top-tier BigLaw firm, our in-depth insider’s guide to mastering your legal career at Alston & Bird provides a real-world example of how attorneys can thrive in elite environments.

Not every move goes smoothly, and rejection is part of the process—this guide on turning setbacks into success in your legal career shows how resilience helps you thrive during transitions.

Associate Classifications by Experience Level

Junior Associates (1-3 Years):

Document review and due diligence
Legal research and memo writing
Draft discovery requests and responses
Assist with deposition preparation
Basic contract drafting and review

Mid-Level Associates (4-6 Years):

Client interaction and case management
Deposition taking and defense
Draft motions and briefs
Negotiate contract terms
Supervise junior associates
Begin business development activities

Senior Associates (7+ Years):

Lead matter management
Court appearances and arguments
Client counseling and strategy
Complex transaction leadership
Substantial business development
Partnership consideration

Partnership Timeline and Requirements

The path to partnership varies significantly by firm size and culture. Here's what to expect:

BigLaw Firms (AmLaw 100)

Timeline: 8-10 years to partnership consideration
Non-Equity Partner: Years 8-10, $350,000-$500,000
Equity Partner: Years 10-15, varies by firm profitability
Requirements: Exceptional legal skills, business development, firm citizenship
Success Rate: 5-15% of associates make partner

Mid-Size Firms (AmLaw 200)

Timeline: 6-8 years to partnership
Equity Partnership: Often available earlier than BigLaw
Requirements: Strong legal skills, some business development
Success Rate: 15-25% of associates make partner

Boutique and Regional Firms

Timeline: 5-7 years to partnership
Flexibility: More individualized paths
Requirements: Legal competence, cultural fit
Success Rate: 20-40% of associates make partner

For a focused exploration of lateral transitions, check out Navigating New Horizons: Mastering the Art of Lateral Moves in the Legal World, which builds on this broader career guide.

What Firms Look for in Partnership Candidates

Understanding partnership criteria helps associates make strategic career decisions:

Essential Partnership Criteria

Legal Excellence: Consistent high-quality work product and client service
Business Development: Demonstrated ability to generate new business
Firm Citizenship: Active participation in firm committees and initiatives
Leadership: Mentoring junior attorneys and managing teams
Client Relationships: Strong relationships with existing clients
Financial Performance: Meeting or exceeding billable hour and revenue targets

Chapter 3: Counsel Roles and Alternative Career Tracks

The "Counsel" position has evolved into a sophisticated alternative to traditional partnership tracks, offering senior-level responsibility without the business development pressures and financial commitments of partnership. Attorneys evaluating offers can compare compensation data in The Highest-Paying Law Firms in the United States. Considering alternative paths? The video Why You Should (and Should Not) Quit the Practice of Law provides a helpful framework for evaluating your options. Understanding the primary decision-driver for changing firms is critical—this video discusses the essential factor: The Only Thing That Attorneys Should Consider When Accepting or Leaving a Legal Job.

Understanding the Counsel Role

Counsel positions typically fall into several categories:

Senior Counsel

Experienced attorneys with 10+ years of practice who provide specialized expertise. These lawyers often:

Command partnership-level respect and compensation
Focus on complex legal work rather than business development
May have flexible work arrangements
Often former partnership-track associates who chose an alternative path

Special Counsel

Attorneys with niche expertise in specialized areas such as:

Regulatory compliance
Tax law
Intellectual property
Employment law
Government relations

Associate Counsel

Mid-level attorneys who desire senior associate responsibilities without partnership pressure.

Counsel vs. Associate: Key Differences

Aspect	Associate	Counsel
Partnership Track	Yes	Generally No
Business Development	Increasing expectation	Limited expectation
Billable Hours	2,000-2,400	1,800-2,100
Client Responsibility	Supervised	Independent
Mentorship Role	Limited	Significant
Job Security	Tenure-based	Performance-based
Flexibility	Limited	Often Greater

When to Consider a Counsel Role

Counsel positions are ideal for attorneys who:

Have reached senior associate level but don't want partnership pressures
Seek work-life balance while maintaining challenging legal work
Prefer specialization over business development
Want to mentor junior attorneys without administrative burden
Need flexibility for family or personal reasons
Are transitioning from in-house roles

Counsel Role Success Story

Sarah, a former BigLaw associate with 9 years of securities law experience, transitioned to a Senior Counsel role at a mid-size firm. Her compensation increased from $385,000 as an 8th-year associate to $425,000 as Senior Counsel, while her billable hours decreased from 2,300 to 1,950 annually. She now leads complex SEC investigations while mentoring three associates, with no business development requirements. As part of planning your legal career, check out California Bar Admission: Complete Guide for Out-of-State Attorneys for expert guidance on CA bar eligibility and preparation.

As you plan your next move, consider the 8 ways how to make partner in a big law firm, which highlights the long-term strategies that make lateral transitions count toward partnership.

If relocation is on your radar, keep realistic expectations—this salary expectations when moving to smaller markets article lays out the compensation realities across markets.

Chapter 4: Staff Attorney Positions

Staff attorney positions represent a growing segment of law firm employment, offering experienced attorneys stable careers without partnership pressure or business development requirements. To understand how New York admission fits into career planning, consult our New York Bar Reciprocity Requirements: Complete Guide.

Defining the Staff Attorney Role

Staff attorneys are permanent employees hired explicitly for non-partnership track positions. Unlike associates, they are not expected to progress toward partnership and often have different compensation structures and work arrangements. To better understand how prestige influences career choices across different firms, check out this video on Challenging Prestige Perceptions in Different Legal Practice Settings.

Common Staff Attorney Specializations

Document Review: Large-scale litigation support and compliance reviews
Regulatory Compliance: Ongoing compliance monitoring and reporting
Contract Management: Template development and routine contract review
Research Specialists: Complex legal research for multiple practice groups
Discovery Management: E-discovery coordination and management

Staff Attorney vs. Associate: Compensation and Benefits

Compensation structures for staff attorneys vary significantly from traditional associate models:

Component	Associate	Staff Attorney
Base Salary	$215,000-$425,000	$120,000-$250,000
Bonus Structure	Large discretionary bonuses	Small performance bonuses
Benefits	Full partnership-track benefits	Standard employee benefits
Professional Development	Extensive firm investment	Limited CLE support
Mentorship	Formal programs	Informal guidance

Advantages of Staff Attorney Positions

Work-Life Balance: More predictable hours and limited weekend work
Reduced Stress: No partnership pressure or business development requirements
Specialization: Opportunity to develop deep expertise in specific areas
Job Security: Often more stable than associate positions
Flexibility: Some positions offer part-time or remote work options
Career Longevity: No "up or out" pressure

Potential Drawbacks

Limited Advancement: Fewer opportunities for career progression
Lower Compensation: Significantly lower pay than partnership track
Reduced Prestige: May be viewed as "second tier" within firms
Limited Client Contact: Often work behind the scenes
Fewer Resources: Less investment in professional development

Who Should Consider Staff Attorney Roles?

Staff attorney positions are excellent for:

Attorneys seeking work-life balance
Parents returning to practice after time away
Lawyers changing careers or practice areas
Those who prefer specialized work over general practice
Attorneys interested in long-term stability

Chapter 5: Of Counsel and Contract Attorney Roles

Of Counsel Positions

The "Of Counsel" designation represents one of the most flexible arrangements in legal practice, accommodating various professional relationships and career stages.

Types of Of Counsel Arrangements

Traditional Of Counsel: Senior attorneys, often former partners, who maintain close relationships with firms while reducing their commitments. These arrangements typically involve:

Part-time schedules (20-30 hours per week)
Reduced billable hour requirements
Advisory roles on complex matters
Mentorship of junior attorneys
Client relationship maintenance

Permanent Of Counsel: Full-time attorneys who work closely with firms but are not on partnership tracks. These lawyers often:

Have specialized expertise
Prefer stable arrangements without partnership pressure
May have conflicts that prevent partnership
Desire flexibility without associate-level supervision

Transitional Of Counsel: Attorneys in transition periods, such as:

Former in-house counsel exploring private practice
Government attorneys testing firm life
Retired partners maintaining limited practices
Attorneys between permanent positions

Of Counsel Compensation Models

Model	Structure	Typical Range	Benefits
Salary + Bonus	Fixed salary with performance bonus	$150,000-$400,000	Full or partial
Hourly Rate	Percentage of billable hours	$200-$600/hour	Limited
Revenue Sharing	Percentage of client billings	25-50% of originations	Negotiable
Retainer	Monthly retainer for availability	$10,000-$50,000/month	Minimal

Contract Attorney Opportunities

Contract attorney work has evolved from temporary document review to sophisticated project-based legal services.

Types of Contract Work

Document Review: Traditional high-volume discovery review
Due Diligence: M&A transaction support
Regulatory Compliance: Specialized compliance projects
Legal Research: Complex research assignments
Brief Writing: Appellate and motion drafting
Contract Drafting: Specialized agreement preparation

Contract Attorney Platforms and Opportunities

Traditional Staffing Agencies:

Robert Half Legal
Major, Lindsey & Africa
Axiom Law
Hire Counsel

Technology-Enabled Platforms:

LawClerk: Project-based legal work marketplace
Priori Legal: On-demand legal services
UpCounsel: Business legal services platform
Lawtrades: Freelance legal work platform

Benefits and Challenges of Contract Work

Benefits of Contract Attorney Work

Flexibility: Choose projects and schedules
Variety: Experience different practice areas and firms
Skill Development: Gain specialized expertise
Work-Life Balance: Control over workload
Geographic Freedom: Many remote opportunities
Higher Hourly Rates: Often $75-$200+ per hour

Challenges of Contract Work

Income Instability: Project-based income fluctuations
Limited Benefits: No health insurance or retirement plans
Professional Isolation: Less colleague interaction
Career Development: Limited advancement opportunities
Client Relationships: Minimal direct client contact
Administrative Burden: Self-employment tax and business issues

PART II: BAR ADMISSION AND PORTABILITY

Chapter 6: Understanding Bar Reciprocity Rules

Bar reciprocity allows attorneys licensed in one jurisdiction to gain admission in another state without retaking the bar exam. Understanding these rules is crucial for attorneys considering lateral moves or expanding their practice geography. For a deeper look at the practical steps involved in moving to a new position or firm, read Mastering the Legal Career Transition.

For those pursuing lateral opportunities, Mastering the Interview: Key Focus Areas for Lateral Attorneys is a practical roadmap to navigating firm interviews successfully.

What is Bar Reciprocity?

Bar reciprocity, also called "admission by motion" or "waiver," permits attorneys to become licensed in new jurisdictions based on their existing bar admission and practice experience. Each state sets its own reciprocity requirements, creating a complex patchwork of rules. Out-of-state attorneys targeting California can follow a detailed process in our Complete Guide for Out-of-State Attorneys on California Bar Admission.

For an example of how we assist attorneys while respecting firm priorities, see We Respect Your Firm and are Trying to Help Attorneys Get a Job and Grow Your Business.

For those interested in understanding how one elite firm cultivates success, see The Comprehensive Guide to a Successful Career at Fried Frank as a real-world example.

Common Reciprocity Requirements

Practice Experience: Typically 3-5 years of active practice
Good Standing: Current license in good standing
Character and Fitness: Background check and moral character review
Continuing Education: Recent CLE completion
Residency: Some states require residency or office presence
Reciprocal Agreement: The target state must have reciprocity with your current state

The Uniform Bar Examination (UBE) Advantage

The UBE has revolutionized attorney mobility by creating portable scores that can be transferred between participating jurisdictions.

UBE Participating Jurisdictions (2025)

The following jurisdictions accept UBE scores:

Alabama, Alaska, Arizona, Arkansas
Colorado, Connecticut, District of Columbia
Idaho, Illinois, Iowa, Kansas
Maine, Maryland, Massachusetts, Minnesota
Missouri, Montana, Nebraska, New Hampshire
New Jersey, New Mexico, New York, North Carolina
North Dakota, Ohio, Oregon, Pennsylvania
Rhode Island, South Carolina, Tennessee, Texas
Utah, Vermont, Virginia, Washington
West Virginia, Wisconsin, Wyoming

UBE Score Transfer Requirements

Minimum Score: Most jurisdictions require 260-270
Time Limit: Scores typically valid for 2-3 years
Character and Fitness: Full background review required
Local Requirements: Some states require additional education or testing

State-Specific Reciprocity Challenges

Several states present unique challenges for attorney mobility:

California

California does not offer reciprocity and requires all attorneys to take the California Bar Exam, regardless of experience. However, attorneys admitted in other states may be eligible for the "Attorney Examination," a shorter version of the exam. For a concise visual overview, this video on the best time for an attorney to make a lateral move provides an accessible entry point for readers navigating the timing aspect of career transitions.

Florida

Florida has limited reciprocity, primarily with states that offer reciprocity to Florida attorneys. Most out-of-state attorneys must take the Florida Bar Exam.

Louisiana

Louisiana's unique civil law system means it offers very limited reciprocity, generally requiring the Louisiana Bar Exam.

Delaware

Delaware offers reciprocity but requires 5 years of practice experience, higher than most states.

Chapter 7: State-by-State Admission Requirements

This chapter provides detailed information about admission requirements for key legal markets where attorneys commonly seek to practice.

New York Bar Admission

New York is a popular destination for lateral attorneys due to its large legal market and relatively attorney-friendly admission rules.

Admission by Motion Requirements

Practice Experience: 5 years within the last 7 years
Good Standing: Current admission in another state
Educational Requirements: J.D. from ABA-approved law school
Character and Fitness: Full investigation
Pro Bono: 50 hours over 2 years (or equivalent payment)

UBE Score Transfer to New York

Minimum Score: 266
Transfer Period: Within 3 years of exam date
Additional Requirements: New York Law Course (NYLC) and New York Law Exam (NYLE)

California Bar Admission

California's large legal market attracts many attorneys, but admission requirements are among the most stringent in the nation.

Attorney Examination Option

Attorneys admitted in other states for at least 4 years may be eligible for the shorter Attorney Examination instead of the full California Bar Exam.

Requirements Include:

Practice Experience: 4 years within the last 6 years
Good Standing: Current admission in another state
Education: J.D. from ABA-approved law school or equivalent
Examination: Pass the Attorney Examination (4 hours vs. 12 hours for regular exam)
Character and Fitness: Moral character determination

District of Columbia Bar Admission

D.C. offers attractive reciprocity options and is popular among government and regulatory attorneys.

Admission by Motion

Practice Experience: 5 years within the last 7 years
Good Standing: Current admission in reciprocal jurisdiction
Reciprocal States: Most states with similar reciprocity rules
Examination: No examination required

UBE Score Transfer

Minimum Score: 266
No Additional Requirements: Unlike New York, D.C. requires no additional courses or exams

Texas Bar Admission

Texas offers admission by motion for qualified attorneys and accepts UBE scores.

Admission by Motion Requirements

Practice Experience: 5 years within the last 7 years
Good Standing: Current admission in reciprocal jurisdiction
Reciprocal States: States offering similar reciprocity to Texas attorneys
Pro Bono: Commitment to pro bono service

Illinois Bar Admission

Illinois offers both reciprocity and UBE score transfer options.

Admission by Motion

Practice Experience: 5 years within the last 7 years
Education: J.D. from ABA-approved law school
Good Standing: Current admission in reciprocal jurisdiction

UBE Score Transfer

Minimum Score: 266
Illinois Rules: Additional Illinois-specific rules examination required

Admission Timeline Planning

Planning bar admission timing is crucial for lateral moves:

State	Application Processing Time	Character & Fitness Timeline	Total Timeline
New York	6-8 weeks	3-6 months	4-8 months
California	8-12 weeks	6-12 months	8-18 months
D.C.	4-6 weeks	2-4 months	3-6 months
Texas	6-8 weeks	4-6 months	5-8 months
Illinois	4-8 weeks	3-6 months	4-8 months

Set yourself up for success with our first 90 days guide.

Chapter 8: Portable Book of Business Valuation

A portable book of business represents client relationships and revenue that an attorney can reasonably expect to bring to a new firm. Understanding how to value and present your book of business is crucial for lateral partner moves and senior associate positions. Attorneys exploring Midwest mobility often begin with the Michigan bar reciprocity requirements to evaluate how an additional bar license can strengthen long-term career opportunities.

Among the most common shifts, how to successfully transition between small firms and BigLaw remains a key guide for attorneys weighing firm size changes.

For an in-depth look at one AmLaw firm, The Comprehensive Guide to a Successful Career at Pepper Hamilton provides detailed insights into career planning within a major law firm environment.

Defining Portable Business

Not all client relationships are portable. Firms evaluate portability based on several factors:

Highly Portable Relationships

Personal Clients: Individuals who hired you personally
Small Business Clients: Companies where you have direct relationships with decision-makers
Referral Sources: Attorneys and professionals who refer work directly to you
Niche Expertise: Clients who seek your specific expertise

Less Portable Relationships

Institutional Clients: Large corporations with formal panel arrangements
Firm Relationships: Clients with long-standing firm relationships
Partner-Owned Clients: Where you're the service attorney but not the relationship owner
Conflict-Prone Clients: Where new firm conflicts would prevent representation

Book of Business Valuation Methods

Revenue-Based Valuation

The most common method focuses on historical revenue generation:

Annual Revenue: Total fees generated over the past 1-3 years
Trend Analysis: Growing, stable, or declining revenue patterns
Recurring Revenue: Ongoing matters vs. one-time transactions
Rate Realization: Actual collected rates vs. standard billing rates

Relationship-Based Valuation

Focuses on the strength and durability of client relationships:

Relationship Length: How long you've represented each client
Matter Diversity: Range of legal services provided
Client Dependence: How much clients rely on your specific expertise
Personal Connection: Strength of personal relationships with decision-makers

Book of Business Benchmarks by Practice Area

Practice Area	Entry-Level Partner	Established Partner	Senior Partner	Portability %
Corporate/M&A	$500,000-$1,000,000	$1,500,000-$3,000,000	$3,000,000+	60-80%
Litigation	$400,000-$800,000	$1,000,000-$2,500,000	$2,500,000+	70-90%
Employment	$300,000-$600,000	$800,000-$1,800,000	$1,800,000+	80-95%
Real Estate	$400,000-$700,000	$1,000,000-$2,000,000	$2,000,000+	75-90%
Tax	$350,000-$650,000	$800,000-$2,000,000	$2,000,000+	85-95%
IP/Patent	$300,000-$600,000	$750,000-$1,800,000	$1,800,000+	90-95%

Understand the most in-demand practice areas and where they’re headed.

Building a Portable Book of Business

For attorneys seeking to develop portable business relationships:

Early Career Strategies (Years 1-5)

Relationship Building: Develop direct relationships with clients
Networking: Join professional associations and attend industry events
Expertise Development: Become known for specific skills or knowledge
Content Creation: Write articles and speak at conferences
Alumni Networks: Maintain law school and undergraduate connections

Mid-Career Development (Years 6-10)

Client Ownership: Transition from service attorney to relationship owner
Cross-Selling: Expand services to existing clients
Industry Focus: Develop deep expertise in specific industries
Thought Leadership: Establish yourself as an expert in your field
Referral Network: Build relationships with other professionals

For senior attorneys, this partner lateral move strategies guide offers deep tactical advice—perfect for making a smooth and advantageous move.

Presenting Your Book of Business

When presenting your book of business to potential firms:

Essential Documentation

Client List: Names, relationship length, annual revenue
Matter Types: Description of typical work performed
Revenue History: 3-year trend showing stability or growth
Origination Credit: Clear documentation of your role in client relationships
Portability Analysis: Realistic assessment of which clients will follow
Conflict Check: Preliminary analysis of potential conflicts

Common Book of Business Pitfalls

Overestimating Portability: Assuming all clients will follow you
Ignoring Conflicts: Not considering new firm's existing client base
Timing Issues: Not allowing sufficient time for client transition
Non-Compete Clauses: Overlooking restrictive covenants in current firm agreements
Economic Changes: Not accounting for market conditions affecting client spending

Chapter 9: Multi-State Practice Considerations

Modern legal practice increasingly involves multi-state issues, from remote work arrangements to client matters spanning multiple jurisdictions. Understanding the rules governing multi-state practice is essential for career planning. As you plan your next move, our video provides essential insight into what distinguishes successful attorneys from the rest. Obtaining DC admission can be a strategic move — see Washington DC Bar Reciprocity Requirements 2025 for step-by-step guidance.

Jurisdictional issues often overlap with broader career transitions—our comprehensive guide to attorney lateral movement expands on these intersections.

Unauthorized Practice of Law Concerns

Practicing law without proper state licensure can result in serious professional and legal consequences:

What Constitutes Practice of Law

Client Counseling: Providing legal advice to clients
Document Drafting: Preparing legal documents for clients
Court Appearances: Representing clients in court proceedings
Negotiations: Negotiating on behalf of clients
Legal Research: When performed for specific client matters

Safe Harbors and Exceptions

Federal Practice: Federal court admissions often have different rules
Temporary Practice: Limited representation for specific matters
In-House Counsel: Many states have specific rules for corporate counsel
Pro Hac Vice: Temporary admission for specific litigation
Legal Research: General research that doesn't constitute client advice

Remote Work and Multi-State Issues

The rise of remote work has created new questions about where attorneys are "practicing" law:

Key Considerations

Physical Location: Where you perform the work
Client Location: Where clients are located
Subject Matter: Which state's law governs the matter
Court Jurisdiction: Where legal proceedings take place
Firm Office: Where your primary office is located

Best Practices for Remote Work

Obtain Multiple Admissions: Get licensed in states where you'll regularly work
Monitor Client Locations: Track where your clients are based
Understand Temporary Practice Rules: Know the limits of temporary representation
Maintain Detailed Records: Document the nature and location of your work
Seek Ethics Opinions: Consult state bars when situations are unclear

In-House Counsel Multi-State Rules

Many states have adopted special rules for in-house counsel that may not apply to law firm attorneys:

Typical In-House Counsel Provisions

Limited Scope: May only represent the employing organization
Supervision Requirements: May require local counsel supervision
Registration Requirements: Often require registration with local bar
CLE Requirements: May have continuing education obligations
Fee Restrictions: Cannot charge separate legal fees

Federal Practice Opportunities

Federal practice can provide opportunities to work across state lines:

Federal Court Admissions

District Courts: Usually require state bar admission plus federal court admission
Circuit Courts: Appellate practice before federal circuit courts
Supreme Court: Admission to practice before the U.S. Supreme Court
Specialized Courts: Tax Court, Federal Circuit, etc.

Federal Agency Practice

SEC Practice: Securities and Exchange Commission proceedings
IRS Practice: Tax matters before the Internal Revenue Service
Patent Practice: USPTO registration for patent prosecution
Immigration: Practice before immigration courts and agencies

Multi-State Practice Strategy

For attorneys planning multi-state careers:

1. Identify Target States: Where do you want to practice long-term?
2. Plan Admission Timing: Allow sufficient time for bar admission processes
3. Consider UBE Strategy: Take the UBE to maximize portability
4. Maintain Good Standing: Keep all bar admissions current
5. Build Reciprocity Bridge: Ensure your states offer reciprocity
6. Monitor Rule Changes: Stay current with evolving multi-state practice rules

When factoring compensation into career decisions, rely on the Complete Attorney Compensation Report 2025-2026 for accurate data.

PART III: LATERAL INTERVIEW MASTERY

Chapter 10: Preparing for Lateral Interviews

Lateral interviews differ significantly from law school interviews and entry-level positions. Firms expect experienced attorneys to demonstrate sophisticated understanding of practice areas, business development potential, and cultural fit.

Unsure which field suits you best? Our ultimate guide to attorney practice areas provides in-depth insights on specialties and market demand.

Pre-Interview Research and Preparation

Firm Research Essentials

Recent News: Mergers, major hires, significant wins, office expansions
Practice Group Dynamics: Size, recent growth, key partners
Client Base: Major clients, industry focus, matter types
Culture and Values: Firm publications, attorney profiles, community involvement
Competitive Position: How the firm differentiates itself in the market
Financial Performance: AmLaw rankings, revenue trends, profitability

Interviewer Research

Background: Education, career path, years at firm
Practice Focus: Specific areas of expertise and recent matters
Recognition: Rankings, awards, publications
Personal Interests: Professional associations, community involvement
Recent Work: Public matters, deals, published articles

The Lateral Interview Process

Most lateral interview processes follow a predictable structure:

Initial Screening (30-45 minutes)

Recruiter or HR Call: Basic qualifications and interest
Practice Group Head: Technical competency assessment
Compensation Discussion: Salary expectations and structure

First Round Interviews (2-4 hours)

Multiple Partners: 3-5 interviews with different partners
Practice Group Focus: Deep dive into relevant experience
Cultural Assessment: Fit with firm culture and values
Business Development: Portable business and growth potential

Final Round (Half or Full Day)

Management Committee: Senior partner interviews
Peer Associates: Cultural fit and day-to-day interaction
Client Development: Marketing partner or business development head
Final Decision: Managing partner or practice group head

Interview Preparation Strategy

Develop Your Core Messages

Prepare 3-5 key messages you want to convey:

Expertise Value: What unique skills you bring
Growth Potential: How you'll contribute to firm growth
Cultural Fit: Why you want to join this specific firm
Career Motivation: What drives your career decisions
Long-term Vision: Where you see yourself in 5-10 years

Practice Your Elevator Pitch

Develop a compelling 60-90 second summary covering:

Current role and key responsibilities
Notable achievements and experience
What you're seeking in your next role
Why you're interested in this firm

Sample Elevator Pitch

"I'm a corporate attorney with eight years of experience at [Current Firm], where I focus on middle-market M&A transactions and securities offerings. I've closed over $2 billion in transactions, including several first-of-their-kind deals in the fintech space. I'm looking to join a firm with a stronger middle-market focus where I can build on my existing client relationships—I have about $800,000 in portable business—and develop the next generation of M&A attorneys. [Target Firm] appeals to me because of your innovative approach to deal structuring and strong reputation in the mid-market space."

For readers weighing a comeback after time off, This Is What Happens to Your Law Career After a Break offers actionable lessons on resilience and career rebuilding.

Technical Preparation

Practice Area Deep Dive

Be prepared to discuss:

Recent Developments: New regulations, court decisions, market trends
Complex Matters: Detailed discussion of your most sophisticated work
Problem-Solving: How you handle challenging legal or business issues
Client Counseling: Examples of strategic advice you've provided
Team Leadership: Experience managing junior attorneys and projects

Business Development Preparation

Networking Strategy: How you've built professional relationships
Referral Sources: Other attorneys and professionals who send you business
Industry Expertise: Deep knowledge of client industries
Cross-Selling: Experience expanding services to existing clients
Thought Leadership: Speaking, writing, and professional recognition

Common Interview Mistakes to Avoid

Insufficient Research: Not knowing basic facts about the firm
Negative Comments: Criticizing your current firm or colleagues
Vague Answers: Failing to provide specific examples
No Questions: Not asking thoughtful questions
Overconfidence: Appearing arrogant or dismissive
Compensation Focus: Making money the primary topic
Poor Timing: Arriving late or seeming rushed

Before jumping, learn from others—avoid common mistakes in lateral law firm moves with tactical insights from seasoned lateral attorneys.

Chapter 11: Common Interview Questions by Practice Area

Different practice areas tend to focus on specific competencies and experiences during lateral interviews. This chapter provides practice area-specific questions and guidance for effective responses.

Corporate and M&A Interviews

Technical Competency Questions

"Walk me through a complex M&A transaction you've worked on recently."

Strategy: Choose a deal that demonstrates your level of responsibility and problem-solving skills. Cover:

Deal structure and rationale
Your specific role and responsibilities
Challenges encountered and how you addressed them
Outcome and lessons learned

"How do you approach due diligence for a middle-market acquisition?"

Strategy: Demonstrate systematic thinking and practical experience:

Initial risk assessment and prioritization
Team coordination and project management
Red flags you look for
How you communicate findings to clients

"Describe a time when a deal was at risk of falling apart. How did you help save it?"

Strategy: Show problem-solving skills and business judgment:

Clear description of the problem
Your analysis and proposed solutions
Collaboration with other parties
Creative legal or business solutions

Business Development Questions

"How do you identify and develop new client relationships?"

Effective responses include:

Industry-focused networking strategies
Speaking engagements and thought leadership
Referral relationships with other professionals
Specific examples of successful business development

Litigation Interviews

Case Experience Questions

"Tell me about your most challenging litigation matter."

Structure your response around:

Case background and stakes involved
Legal and factual challenges
Your strategy and tactics
Opposition strategy and your responses
Outcome and what you learned

"How do you prepare for a deposition of a hostile witness?"

Demonstrate systematic preparation:

Document review and organization
Factual investigation and witness preparation
Legal research on key issues
Strategic planning for different scenarios

"Describe a time when you had to make a quick strategic decision during trial."

Show judgment under pressure:

The situation and time constraints
Available options and their risks
Your decision-making process
The outcome and lessons learned

Client Management Questions

"How do you handle unrealistic client expectations about litigation outcomes?"

Effective responses demonstrate:

Clear communication skills
Ability to manage difficult conversations
Risk assessment and explanation abilities
Long-term relationship management

Employment Law Interviews

Practical Experience Questions

"Walk me through how you handle a harassment investigation."

Cover the complete process:

Initial assessment and immediate actions
Investigation planning and scope
Interview techniques and documentation
Findings analysis and recommendations
Follow-up and monitoring

"How do you stay current with employment law developments?"

Show commitment to professional development:

Specific publications and resources you follow
Professional associations and continuing education
Networking with other employment attorneys
How you communicate updates to clients

Intellectual Property Interviews

Technical Expertise Questions

"Explain a complex patent prosecution matter you've handled."

Demonstrate technical and legal competency:

Technology background and innovation
Prior art challenges and responses
USPTO interactions and strategy
Client counseling on patentability and strategy

"How do you approach IP due diligence in M&A transactions?"

Show interdisciplinary knowledge:

IP asset identification and valuation
Risk assessment methodologies
Integration with business objectives
Coordination with corporate attorneys

Tax Law Interviews

Technical Problem-Solving

"Describe a complex tax planning strategy you've implemented."

Demonstrate sophistication:

Client objectives and constraints
Tax law analysis and strategy development
Risk assessment and mitigation
Implementation and ongoing compliance

Universal Interview Questions

Regardless of practice area, expect these common questions:

Career Motivation Questions

"Why are you looking to leave your current firm?"

Focus on positive motivations:

Professional growth opportunities
Better alignment with career goals
Attraction to the new firm's strengths
Desire for new challenges

"Where do you see yourself in five years?"

Show ambition and commitment:

Professional development goals
Leadership aspirations
Contribution to firm growth
Industry expertise development

Competency-Based Questions

"Tell me about a time you had to work with a difficult colleague."
"Describe a situation where you had to learn something quickly."
"Give me an example of how you've managed competing priorities."

Interview Response Framework: STAR Method

Structure behavioral questions using the STAR method:

Situation: Set the context and background
Task: Describe your role and responsibilities
Action: Explain what you did
Result: Share the outcome and lessons learned

Chapter 12: Explaining Your Career Move

One of the most challenging aspects of lateral interviews is explaining why you want to leave your current position. The key is framing your move in positive terms while being honest about your motivations.

Pair this career roadmap with the Complete 2026 Guide to Bar Admission & Portability to understand how mobility shapes opportunities.

Common Reasons for Lateral Moves

Professional Growth and Development

Seeking Greater Responsibility:

"I've reached the ceiling of what I can achieve in my current role and am looking for opportunities to take on more complex matters and client responsibility."
"I want to transition from primarily supporting senior partners to leading my own client relationships and matters."

Practice Area Focus:

"I want to deepen my expertise in [specific area] and your firm's market-leading practice in this area is exactly what I'm looking for."
"My interests have evolved toward [practice area], and I'm seeking a firm with a stronger platform in this space."

Industry Specialization:

"I want to develop deeper expertise in the [industry] sector, and your firm's client base aligns perfectly with this goal."
"My background in [industry] would be better utilized at a firm with a significant [industry] practice."

Timing can make or break your lateral strategy—this timing a lateral move as an associate guide breaks down optimal windows based on years of experience.

Firm Culture and Environment

Size Preferences:

"I'm seeking a more entrepreneurial environment where I can have greater impact on firm direction and client relationships."
"I want to be part of a larger platform with more resources and opportunities for cross-collaboration."

Our video The Seven Untapped Ways for Attorneys and Law Students to Find a Legal Job complements this guide with practical, immediately actionable job-search tips.

Geographic Considerations:

"I'm looking to relocate to [city] for family reasons and am seeking a firm with similar high standards and client base."
"I want to be part of a firm with a stronger presence in [region] to better serve my clients."

When changing firms, protecting and nurturing client trust is critical—see the client-lawyer relationship for strategies on maintaining consistency through career moves. For a practical example of a career tactic that can accelerate growth, watch The Secret Legal Career Tactic of ‘Lock In’ to see how attorneys create a powerful niche for themselves.

Business Development Opportunities

"I'm at a stage in my career where I want to focus more on business development, and your firm's approach to supporting attorneys in this area is very attractive."
"I have a book of business that would complement your existing client base, and I see opportunities for mutual growth."

Use proven recruiter strategies to advance your legal career.

How NOT to Explain Your Move

Avoid these negative framings that will hurt your candidacy:

Complaints About Current Firm

"My current firm doesn't appreciate my contributions"
"The partners are difficult to work with"
"There's too much politics and infighting"
"The firm is poorly managed"
"I don't get enough interesting work"

Compensation-Focused Reasons

"I'm not being paid enough"
"I heard your firm pays better"
"I want to make more money"

Work-Life Balance Concerns

"The hours are too demanding"
"I want better work-life balance"
"The expectations are unreasonable"

Addressing Difficult Situations

Sometimes lateral moves are motivated by challenging circumstances. Here's how to address them professionally:

Your move isn’t done at signing—the working successfully in your first 90 days at a new firm guide ensures a strong start.

Being Asked to Leave

If you're being counseled out or asked to leave:

Be Honest: Don't try to hide the circumstances—they often become apparent
Take Responsibility: Acknowledge what you learned from the experience
Focus Forward: Emphasize how the experience has clarified your career goals
Show Growth: Demonstrate how you've addressed any shortcomings

Sample Response for Difficult Departure

"My current firm and I mutually recognized that there wasn't a good long-term fit. The experience has helped me clarify what I'm looking for in my next role—specifically, a firm with a stronger [practice area] platform where I can focus on the type of work I do best. I've learned valuable lessons about the importance of cultural fit and am confident that your firm's collaborative approach aligns much better with my working style." As part of mapping your career, watch this video on how relocating to a different market can be a game-changer for attorneys.

Short Tenure at Current Firm

If you've been at your current firm less than two years:

Acknowledge the Timing: Recognize that short tenure requires explanation
Explain the Mismatch: Focus on factors that weren't apparent initially
Emphasize Learning: What the experience taught you about your preferences
Show Commitment: Demonstrate that you're looking for a long-term home

Multiple Short Tenures

If you have a pattern of short stays:

Address the Pattern: Acknowledge the concern directly
Explain Evolution: Show how your career goals have evolved and clarified
Demonstrate Stability: Provide evidence of commitment and stability in other areas
Make a Strong Case: Explain why this move will be your last for the foreseeable future

Practice Area Transitions

When changing practice areas, address potential concerns about your commitment and competency:

Transferable Skills Approach

Identify Commonalities: Highlight skills that transfer between practice areas
Show Preparation: Demonstrate your commitment through education or training
Provide Examples: Give specific instances where you've done related work
Express Passion: Explain why you're excited about the new practice area

Sample Practice Area Transition Response

"While my background is primarily in corporate law, I've become increasingly interested in employment law through several transactions involving significant workforce issues. I completed the [specific program] certificate program and have been working on employment-related aspects of deals for the past year. I'm excited about the opportunity to focus entirely on employment law and believe my transaction background gives me a unique perspective on how employment issues affect business operations." To support attorneys making informed career decisions, the Complete Legal Publications Directory offers a centralized hub of leading legal research and industry publications.

Timing Your Departure

Address questions about your departure timeline professionally:

Notice Period Considerations

Professional Standards: Commit to appropriate notice (typically 2-4 weeks)
Matter Transitions: Ensure client matters are properly transitioned
Relationship Preservation: Leave on good terms when possible
Flexibility: Show willingness to accommodate reasonable requests

Addressing Immediate Availability

If you need to start immediately due to termination:

Be transparent about your situation
Emphasize your readiness to contribute immediately
Provide context without disparaging your former firm
Show enthusiasm for the new opportunity

Chapter 13: Questions to Ask Interviewers

Asking thoughtful questions demonstrates genuine interest in the firm and helps you evaluate whether the opportunity aligns with your career goals. Your questions should vary based on the interviewer's role and the stage of the interview process. Integrating bar portability into your career plan is crucial; our 2026 guide on Bar Admission & Portability explains how to align admissions with strategic career moves.

Questions for Practice Group Heads and Partners

Practice and Business Development

"What are the practice group's strategic priorities for the next 2-3 years?"
"How does the firm differentiate itself from competitors in this practice area?"
"What types of matters would I likely work on in my first year?"
"How does the firm support business development efforts for mid-level associates?"
"What industry trends are driving the most demand for your services?"
"Can you tell me about the firm's most significant recent wins in this practice area?"

Growth and Opportunities

"How has the practice group grown over the past few years?"
"What opportunities exist for advancement within the practice group?"
"How does the firm identify and develop future leaders?"
"What role would I play in mentoring junior associates?"
"Are there opportunities for cross-collaboration with other practice groups?"

Client Relationships

"Can you describe the typical client profile for this practice group?"
"How involved would I be in client relationship management?"
"What's the firm's approach to client service and communication?"
"How does the firm handle conflicts of interest with a large client base?"

Questions for Associates and Peers

Day-to-Day Experience

"What does a typical week look like for someone at my level?"
"How are work assignments typically distributed?"
"What's the collaboration like between associates and partners?"
"How much client contact do associates typically have?"
"What's the review and feedback process like?"

Culture and Work Environment

"How would you describe the firm's culture?"
"What do you enjoy most about working here?"
"How has the firm handled remote work and flexibility?"
"What's the social dynamic like among associates?"
"How does the firm support work-life balance?"

Professional Development

"What training and development opportunities are available?"
"How does the mentorship program work?"
"Are there opportunities to attend conferences or industry events?"
"How does the firm support associates in building their professional networks?"

Questions for Management and Administrative Personnel

Firm Strategy and Direction

"What are the firm's key strategic initiatives for the next five years?"
"How is the firm positioned relative to its main competitors?"
"What geographic markets is the firm focused on?"
"How does the firm approach technology and innovation?"

Integration and Support

"What does the integration process look like for lateral hires?"
"How does the firm support attorneys in building their practices?"
"What resources are available for business development?"
"How does the firm measure success for lateral hires?"

Questions About Compensation and Benefits

Handle compensation questions carefully—usually best addressed with HR or the hiring partner:

Compensation Structure

"Can you explain the firm's compensation philosophy?"
"How is bonus eligibility determined?"
"What factors are considered in annual reviews?"
"How does the firm handle origination credit?"

Benefits and Perquisites

"What professional development stipend is available?"
"Does the firm provide technology stipends for remote work?"
"What are the health and wellness benefits?"
"Are there sabbatical or extended leave policies?"

Questions to Avoid

Some questions can hurt your candidacy:

Inappropriate Questions

Questions easily answered by the firm's website
Detailed compensation questions in early interviews
Questions about work-life balance that suggest lack of commitment
Negative questions about firm problems or challenges
Questions comparing the firm unfavorably to competitors

Strategic Question Planning

Tailor Questions to Interviewers

Interviewer Type	Best Question Categories	Questions to Avoid
Senior Partners	Strategy, vision, market position	Day-to-day operations, benefits
Practice Group Heads	Practice development, opportunities	Firm-wide strategy
Peer Associates	Culture, work environment, development	Business strategy, compensation
HR/Administration	Benefits, policies, integration	Legal practice questions

Build on Interview Conversations

Listen Actively: Ask follow-up questions based on their responses
Show Interest: Reference specific points they made
Connect Experiences: Relate their comments to your background
Demonstrate Knowledge: Show you understand the context of their remarks

Question Preparation Strategy

Research First: Understand what's publicly available
Prepare 8-10 Questions: Have more than you need
Prioritize by Interviewer: Match questions to appropriate people
Leave Room for Follow-ups: Don't over-script the conversation
Take Notes: Show you value their responses

PART IV: REMOTE AND HYBRID OPPORTUNITIES

Chapter 14: BigLaw Remote Work Policies in 2025

The legal profession's approach to remote work has evolved significantly since 2020, with firms adopting varied policies ranging from full return-to-office mandates to permanent work-from-anywhere arrangements. Understanding these policies is crucial for attorneys seeking flexible work arrangements.

The Current Remote Work Landscape

According to recent surveys, 45% of legal professionals now follow hybrid schedules, while only 25% work fully in-office. However, BigLaw firms are increasingly implementing return-to-office requirements, creating a polarized market between traditional firms and those embracing flexibility.

For those considering lateral moves or new directions, it’s worth reflecting on why being a lawyer remains a fulfilling career at its core.

Categories of Remote Work Policies

Full Return-to-Office (5 Days):

Sullivan & Cromwell
Wachtell Lipton (with limited exceptions)
Several other white-shoe firms

Four-Day Mandates (Monday-Thursday):

Paul Weiss Rifkind Wharton & Garrison
Skadden Arps Slate Meagher & Flom
Davis Polk & Wardwell
Weil Gotshal & Manges
Ropes & Gray
Simpson Thacher & Bartlett
Vinson & Elkins
Latham & Watkins
WilmerHale
White & Case

Three-Day Hybrid Models:

Cravath Swaine & Moore (Tuesday, Wednesday, plus one additional day)
Many AmLaw 100 firms
Most mid-size firms

Flexible/Work-from-Anywhere:

Quinn Emanuel Urquhart & Sullivan
Husch Blackwell
Fennemore Craig
Various boutique and specialty firms

Detailed Firm Policy Analysis

Quinn Emanuel: The Work-from-Anywhere Pioneer

Quinn Emanuel has emerged as the leader in flexible work arrangements, offering a comprehensive "Work from Anywhere" program:

Geographic Freedom: Associates can work from anywhere in the U.S. indefinitely
Bar Requirements: Must be admitted in state of residence and office location
Office Access: Welcome to use firm offices but not required
Technology Support: Full technology and administrative support
Training Programs: Enhanced remote mentorship and training
Recruiting Advantage: Hiring attorneys who don't live near firm offices

Attorneys considering lateral moves may find Porter Wright’s legacy particularly relevant: learn more here.

Paul Weiss: The Four-Day Standard

Paul Weiss's policy, implemented in April 2025, represents the new BigLaw standard:

Required Days: Monday through Thursday in office
Friday Option: Remote work permitted on Fridays
Holiday Flexibility: Remote options during Thanksgiving week and year-end holidays
August Policy: Two-week remote option in August
Rationale: "Physical presence together" for talent development and client service

Davis Polk: The Remote Day Bank

Davis Polk has implemented an innovative "remote day bank" system:

Core Requirement: Four days in office (Monday-Thursday)
Remote Bank: 16 additional remote days annually
Holiday Flexibility: Remote work during specific holiday periods
Rollover Policy: Limited ability to carry unused days forward

Cravath: The Anchor Day Model

Cravath requires specific days plus flexibility:

Anchor Days: Tuesday and Wednesday mandatory
Third Day: Choice of Monday, Thursday, or Friday
Remote Limit: Maximum six business days remote per month
Evolution: Started with full flexibility, moved to structured hybrid

Practice Area Variations

Remote work policies vary significantly by practice area:

Most Remote-Friendly Practice Areas

Practice Area	Remote Work Suitability	Key Considerations
Intellectual Property	Very High	Document-heavy, limited court appearances
Tax Law	Very High	Research-focused, federal practice
Corporate/Securities	High	Deal-based, global client coordination
Employment Law	High	Counseling-focused, document review
Real Estate	Moderate	Transaction-based but may require local presence
Litigation	Moderate	Court appearances, depositions require travel
Banking/Finance	Moderate	Client meetings, regulatory requirements

Geographic Arbitrage Opportunities

Remote work enables attorneys to leverage cost-of-living differences:

High-Value Markets for Remote Work

New York Salary, Lower-Cost Living: Florida, Texas, North Carolina
California Salary, No State Tax: Washington, Nevada, Tennessee
D.C. Salary, Suburban Living: Virginia, Maryland suburbs
Illinois Salary, Regional Living: Wisconsin, Indiana, Iowa

Bar Admission Considerations

Multi-State Requirements: Often need admission in both work state and residence state
UBE Advantages: Portable scores facilitate multi-state practice
Reciprocity Planning: Choose residence states with favorable reciprocity rules
In-House Exceptions: Some states have special rules for corporate counsel

For a deeper look at how regional variations in pay affect long-term earnings, see our Partner Compensation by Geography: New York, California & Regional Market Analysis 2024.

Technology and Infrastructure Requirements

Successful remote work requires robust technology support:

Firm-Provided Technology

Hardware: Laptops, monitors, phones, printers
Software: Document management, time tracking, communication platforms
Security: VPN access, encrypted communications, secure file sharing
Support: IT help desk, equipment replacement, software training

Home Office Requirements

Internet: High-speed, reliable connection
Privacy: Dedicated workspace for confidential communications
Ergonomics: Proper desk setup to prevent injury
Backup Systems: Secondary internet, power backup

Career Impact of Remote Work

Potential Benefits

Work-Life Balance: Elimination of commute time
Geographic Flexibility: Live anywhere within bar admission rules
Cost Savings: Reduced commuting, meal, and clothing expenses
Productivity: Fewer office distractions for some attorneys
Family Time: More time with family and personal pursuits

Beyond new roles, strategic lateral transfers can boost your network and exposure—read more in strategic lateral transfers at law firms.

Potential Drawbacks

Advancement Concerns: "Out of sight, out of mind" for promotions
Networking Limitations: Reduced informal interactions with colleagues
Mentorship Challenges: Less access to senior attorney guidance
Client Relationship Building: Fewer opportunities for in-person client development
Isolation: Potential for professional and social isolation

Best Practices for Remote Work Success

Overcommunicate: Proactively update colleagues on work progress
Maintain Visibility: Participate actively in firm meetings and events
Invest in Relationships: Schedule regular check-ins with colleagues
Professional Development: Continue attending conferences and training
Client Focus: Ensure client service doesn't suffer due to remote work
Boundary Setting: Establish clear work-life boundaries at home

Career mobility begins with relationships—master them through What Are the 10 Proven Networking Essentials for Lawyers?.

Chapter 15: Geographic Arbitrage Opportunities

Geographic arbitrage—earning a salary based in one high-cost market while living in a lower-cost area—has become a significant opportunity for attorneys with remote work arrangements. This chapter explores the practical, legal, and financial considerations.

For attorneys who feel stuck or discouraged while trying to make these transitions, this companion guide — Advice for Attorneys Struggling to Find Employment: Tips and Strategies for Success — offers practical ways to regain confidence and create momentum.

Understanding Geographic Arbitrage

Geographic arbitrage allows attorneys to:

Maintain BigLaw salaries while living in lower-cost areas
Maximize purchasing power and savings potential
Access better quality of life in preferred locations
Maintain career advancement opportunities

Popular Arbitrage Scenarios

New York Firm, Lower-Cost Southeast:

Target States: Florida, North Carolina, Tennessee, Georgia
Salary Advantage: $215,000-$425,000 NYC scale
Cost Savings: 30-50% lower cost of living
Tax Benefits: Florida and Tennessee have no state income tax

California Firm, No-Tax States:

Target States: Washington, Nevada, Texas
Salary Advantage: California market rates
Tax Savings: Avoid 13.3% California state tax
Quality of Life: Often better housing markets

D.C. Firm, Suburban Locations:

Target Areas: Northern Virginia, Maryland, West Virginia
Commute Elimination: No need for expensive urban housing
Family Benefits: Better schools and family amenities
Cost Savings: 20-40% lower housing costs

Financial Analysis of Geographic Arbitrage

Cost-of-Living Comparison: 5th Year Associate

Location	Gross Salary	State Tax	Housing Cost	Net Purchasing Power
NYC (Manhattan)	$315,000	$27,000	$60,000	$180,000
NYC Salary, Florida	$315,000	$0	$30,000	$235,000
NYC Salary, North Carolina	$315,000	$15,000	$25,000	$225,000
SF Salary, Nevada	$315,000	$0	$35,000	$230,000

Long-Term Wealth Building Impact

The financial advantages compound over time:

Increased Savings Rate: 25-40% higher savings potential
Real Estate Investment: Ability to purchase homes earlier
Retirement Acceleration: Faster accumulation of retirement savings
Financial Independence: Earlier achievement of financial goals

Legal and Professional Considerations

Bar Admission Requirements

Multi-state practice requires careful planning:

Home State Admission: Usually required where you physically reside
Firm State Admission: Required where your firm is located
Client State Considerations: May need admission where clients are located
Federal Practice: Can provide additional flexibility

Unauthorized Practice of Law Risks

Key considerations to avoid UPL violations:

Physical Location: Where you perform legal work
Client Domicile: Where your clients are based
Subject Matter: Which state's law governs matters
Court Jurisdiction: Where legal proceedings occur

UPL Risk Mitigation Strategies

Multiple Bar Admissions: Get licensed in key states
Document Everything: Keep detailed records of work location and nature
Understand Limits: Know the boundaries of temporary practice
Seek Guidance: Consult state bars when situations are unclear
Federal Focus: Emphasize federal law practice when possible

Tax Implications

State Tax Planning

Key tax considerations include:

Residency Rules: Each state has different tests for tax residency
Source of Income: Where income is deemed earned for tax purposes
Reciprocity Agreements: Some states have tax reciprocity for residents
Temporary Work: Short-term work assignments may have different rules

Best States for Tax Arbitrage

No State Income Tax:

Alaska, Florida, Nevada, New Hampshire, South Dakota, Tennessee, Texas, Washington, Wyoming

Low State Income Tax:

North Dakota (2.9%), Pennsylvania (3.07%), Indiana (3.23%), Utah (4.95%)

High Tax States to Avoid:

California (13.3%), New York (10.9%), New Jersey (10.75%), Hawaii (11%)

Quality of Life Considerations

Housing Market Advantages

Home Ownership: Earlier ability to purchase homes
Space and Amenities: Larger homes with better amenities
Property Values: Potential for better real estate appreciation
Property Taxes: Often lower than high-cost urban areas

Lifestyle Benefits

Commuting: Elimination of stressful commutes
Family Time: More time for family and personal pursuits
Recreation: Access to outdoor activities and hobbies
Community: Opportunity to be more involved in local communities

Career Development Strategies

Maintaining Visibility

Regular Office Visits: Schedule periodic visits to firm offices
Client Meetings: Travel for important client interactions
Firm Events: Attend retreats, parties, and professional events
Video Presence: Be highly visible in virtual meetings

Building Local Networks

Bar Associations: Join local and state bar associations
Professional Groups: Participate in relevant professional organizations
Business Networks: Engage with local business communities
Referral Sources: Build relationships with local attorneys

Potential Challenges and Solutions

Professional Isolation

Challenge: Reduced informal interactions with colleagues

Solutions:

Schedule regular video calls with colleagues
Participate actively in firm committees and initiatives
Attend virtual firm social events
Maintain relationships through social media and professional networks

Career Advancement Concerns

Challenge: "Out of sight, out of mind" for promotions

Solutions:

Maintain high visibility through exceptional work product
Regularly communicate achievements and contributions
Seek high-profile assignments and client matters
Build strong relationships with key decision-makers

Client Development Limitations

Challenge: Reduced face-to-face client interaction opportunities

Solutions:

Travel strategically for key client meetings
Leverage technology for regular client communication
Focus on developing local business relationships
Participate in industry conferences and events

Geographic Arbitrage Success Factors

Choose the Right Firm: Select firms with genuine remote-work support
Plan Bar Admissions: Get licensed in appropriate states early
Understand Tax Implications: Consult with tax professionals
Maintain Professional Relationships: Invest in relationship maintenance
Excel at Remote Work: Demonstrate exceptional performance
Build Local Networks: Develop professional relationships in your new location

Chapter 16: Best Practice Areas for Remote Work

Not all legal practice areas are equally suited for remote work. Understanding which practices translate well to virtual environments can help attorneys make strategic career decisions and identify opportunities for flexible work arrangements. Integrating career planning with business generation is key — explore The Attorney’s Playbook for Business Generation to see how attorneys can do both effectively.

Highly Remote-Friendly Practice Areas

Intellectual Property Law

IP law is exceptionally well-suited for remote work due to its document-intensive nature and limited court appearances.

Why IP Works Remotely:

Patent Prosecution: USPTO filings are entirely electronic
Document Review: Prior art searches and analysis can be done anywhere
Client Communication: Technical discussions work well via video conference
Research-Heavy: Patent and trademark research is database-driven
Federal Practice: Reduces state-specific licensing requirements

Remote Work Opportunities:

Patent prosecution and portfolio management
Trademark clearance and prosecution
IP due diligence for M&A transactions
Patent and trademark litigation (discovery phases)
Licensing agreement negotiation and drafting

Salary Ranges for Remote IP Attorneys:

Entry Level (1-3 years): $150,000-$220,000
Mid-Level (4-7 years): $200,000-$320,000
Senior Level (8+ years): $300,000-$500,000+

Tax Law

Tax law's research-intensive nature and federal focus make it ideal for remote practice.

Why Tax Law Works Remotely:

Federal Focus: Primarily federal tax law reduces state licensing complications
Research-Intensive: Extensive use of databases and research tools
Document-Based: Tax planning relies heavily on document analysis
Client Counseling: Strategic tax advice translates well to virtual meetings
Compliance Work: Tax return preparation and review can be done remotely

Remote-Friendly Tax Specializations:

Corporate tax planning and compliance
International tax structuring
Tax controversy and audit defense
Estate and gift tax planning
State and local tax (SALT) planning
Tax aspects of M&A transactions

Corporate and Securities Law

While traditionally office-based, corporate law has adapted well to remote work.

Remote-Suitable Corporate Work:

Securities Compliance: Regulatory filings and compliance monitoring
Contract Drafting: Purchase agreements, employment contracts, licensing deals
Due Diligence: Document review and analysis for transactions
Corporate Governance: Board resolutions, corporate maintenance
Regulatory Analysis: Securities law compliance and interpretation

Challenges for Remote Corporate Work:

High-stakes negotiations may require in-person presence
Closing logistics can be complex remotely
Client relationship building is more challenging virtually

Moderately Remote-Friendly Practice Areas

Employment Law

Employment law offers good remote work opportunities, particularly for counseling and compliance work.

Remote-Suitable Employment Work:

Policy development and review
Training program development
Compliance audits and assessments
Employment contract drafting
Wage and hour analysis
EEOC charge responses

Remote Challenges:

Workplace investigations require in-person interviews
Labor negotiations benefit from face-to-face interaction
Court appearances for litigation matters

Real Estate Law

Real estate law has mixed suitability for remote work depending on the specific type of practice.

Remote-Friendly Real Estate Work:

Commercial lease review and negotiation
Real estate investment fund formation
Zoning and land use research
Real estate finance documentation
Property management legal support

Location-Dependent Aspects:

Property closings often require local presence
Local government interactions for zoning matters
Property inspections and due diligence
Court appearances for foreclosures or disputes

Practice Areas with Limited Remote Suitability

Litigation

While some litigation work can be done remotely, many core functions require physical presence.

Remote-Suitable Litigation Tasks:

Legal research and brief writing
Document review and e-discovery
Case strategy development
Settlement negotiations (some)
Client consultations

Location-Required Litigation Work:

Court appearances and hearings
Jury trials
In-person depositions
Witness preparation
Evidence handling and review

Criminal Law

Criminal law generally requires significant physical presence due to court requirements.

Remote Limitations:

Frequent court appearances
Client meetings in detention facilities
Jury trials and hearings
Investigation and evidence gathering
Prosecutor and judge interactions

Emerging Remote-Friendly Specializations

Cybersecurity and Privacy Law

This growing field is naturally suited for remote work:

Data breach response and notification
Privacy policy development
Cybersecurity compliance audits
International data transfer agreements
Incident response planning

FinTech and Cryptocurrency Law

Technology-focused financial services law offers remote opportunities:

Regulatory compliance for digital assets
Blockchain technology legal analysis
Payment system compliance
Digital banking regulations
Securities law for token offerings

Building a Remote-Friendly Legal Career

Skill Development for Remote Practice

Technology Proficiency: Master legal technology tools and platforms
Written Communication: Develop exceptional written communication skills
Project Management: Learn to manage complex matters virtually
Client Relations: Build skills in virtual client relationship management
Research Efficiency: Become expert in online research tools and databases

Career Positioning Strategies

Specialization: Develop deep expertise in remote-friendly practice areas
Technology Adoption: Become known as a technology-forward attorney
Results Focus: Emphasize results and client outcomes over hours worked
Network Building: Build professional networks that transcend geography
Thought Leadership: Establish expertise through writing and speaking

For attorneys considering paths outside the standard law firm track, our comprehensive guide to 50+ non-traditional legal careers explores diverse opportunities.

Compensation Considerations for Remote Work

Practice Area	Remote Work Prevalence	Compensation Impact	Career Advancement
Intellectual Property	Very High	No negative impact	Strong opportunities
Tax Law	Very High	No negative impact	Strong opportunities
Corporate/Securities	High	Minimal impact	Good opportunities
Employment Law	Moderate	Minimal impact	Moderate opportunities
Real Estate	Moderate	Possible small impact	Limited opportunities
Litigation	Low	Possible impact	Challenging

See the highest-paid legal roles by practice area and location.

Remote Work Career Strategy

Choose Compatible Practice Areas: Focus on remote-friendly specializations
Develop Technology Skills: Become proficient with legal technology
Build Virtual Relationships: Master virtual networking and client development
Demonstrate Results: Focus on outcomes rather than hours
Stay Connected: Maintain strong professional relationships despite distance
Plan for Advancement: Create clear pathways for career growth

Recruiters can be your allies—learn how to navigate that relationship in working effectively with a legal recruiter.

Conclusion

The legal profession in 2025 offers attorneys unprecedented career flexibility and opportunities. From understanding the nuances between partner track and non-partner track roles to navigating complex bar admission requirements and mastering remote work arrangements, success requires strategic planning and informed decision-making. As a companion to this comprehensive guide, watch How Attorneys Destroy their Happiness and Legal Careers by Focusing on Money to understand how refocusing your goals beyond money can create lasting career satisfaction. For a visual supplement to the guide, watch this video on avoiding 10 common pitfalls to reinforce key takeaways. To learn how high-performing attorneys adapt when practice areas falter, watch this insightful video: Why Every Big Firm Practice Area Eventually 'Self-Destructs'. For a deep dive into legal career planning, bar admission considerations, and lateral opportunities, see our Lateral Attorney Moves — Strategic Guide for comprehensive guidance.

For the most current outlook on evolving roles and job categories, see our 2026 comprehensive guide to legal careers.

Key takeaways from this comprehensive guide include:

Career Path Diversity: Multiple viable paths exist beyond traditional partnership tracks
Geographic Mobility: Bar reciprocity and UBE scores enable multi-state practice
Interview Preparation: Lateral interviews require sophisticated preparation and strategic positioning
Remote Work Revolution: Flexible work arrangements are reshaping the legal profession
Practice Area Considerations: Some specializations are more suited for remote work than others

As the legal profession continues to evolve, attorneys who understand these dynamics and plan strategically will be best positioned for career success and personal satisfaction. Whether pursuing traditional partnership, exploring alternative roles, or embracing remote work opportunities, the key is making informed decisions aligned with your professional goals and personal values. For deeper comparisons of hours, pay, and satisfaction by career path, review Work-Life Balance and Compensation Trade-Offs in the U.S. Legal Profession.

For additional clarity on making these moves successfully, consult our Comprehensive Q&A on navigating career transitions in the legal profession.

The future of legal careers is more flexible and diverse than ever before. By leveraging the insights and strategies outlined in this guide, attorneys can navigate their careers with confidence and create fulfilling professional lives that align with their individual circumstances and aspirations. For a data-driven understanding of market opportunities, explore The 2023 State of the Legal Market Report. For insights into why some transitions become career setbacks, view Why Attorneys Who Take Extended Breaks Risk Losing Their Careers.

For a practical look at how we work with attorneys right after they apply, check out Welcome to BCG Attorney Search – After Resume Submissio n.

This guide serves as a comprehensive resource for legal career planning and should be supplemented with current market information and professional consultation as circumstances require. For an inside look at one of the most meaningful public-sector paths, explore Unlock the Secrets of Social Security Law: An Inside Look at a Career as a Social Security Attorney. For a visual and engaging breakdown of nontraditional career paths, watch 60 Nontraditional Jobs You Can Do with a Law Degree (and Should Strongly Consider Doing).

Consider this companion piece on landing top law firm jobs and advancing your career for practical career-building strategies complementing this guide.

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:

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.

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.

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.

I had access to a very large volume of opportunities and openings, I appreciated the depth of picturing experience in te....Read more >

Matthew Nazareth

New York University School of Law, Class Of 2011

Placed at Meyers Nave Riback Silver & Wilson, PLC

I think my favorite thing about BCG is that they identified openings with firms that I wouldn't have otherwise known abo....Read more >

John Clifford

George Washington University Law School, Class Of 2012

Placed at Shulman Rogers Gandal Pordy & Ecker, P.A.

Q. What were some of your favorite things about working with your recruiter and BCG Attorney Search? A: Strict forward a....Read more >

Qian Lu

Fordham University School of Law, Class Of 2014

Placed at Merrill R. Cohen & Associates, PC

1. I enjoyed that BCG gave me options, and lots of them. I also enjoyed that BCG connected me with a specialized recruit....Read more >

Savian Gray-Sommerville

University of North Carolina School of Law, Class Of 2020

Placed at Van Ness Feldman LLP

Responsive company.

Russell Klein

Columbia University School of Law, Class Of 2006

Placed at Citi

It really seemed like my legal placement professional and BCG had a plan and were willing to work the problem. I had con....Read more >

Douglas Gallagher

Indiana University Robert H. McKinney School of Law, Class Of 2003

Placed at Ladas & Parry LLP

The Complete Attorney Career Guide: Navigating Legal Career Paths, Bar Admissions, and Lateral Moves

Executive Summary

Table of Contents

PART I: UNDERSTANDING LAW FIRM ROLES

Chapter 1: Partner Track vs. Non-Partner Track Career Paths

The Fundamental Choice: Partnership or Alternative Paths

Understanding the Partner Track

Non-Partner Track Alternatives

Compensation Analysis: Partner Track vs. Non-Partner Track

Work-Life Balance Considerations

Partner Track Reality Check

Non-Partner Track Benefits

Chapter 2: Associate Positions and Partnership Trajectories

The Traditional Associate Path

Associate Classifications by Experience Level

BigLaw Firms (AmLaw 100)

Mid-Size Firms (AmLaw 200)

Boutique and Regional Firms

What Firms Look for in Partnership Candidates

Essential Partnership Criteria

Chapter 3: Counsel Roles and Alternative Career Tracks

Understanding the Counsel Role

Senior Counsel

Special Counsel

Associate Counsel

Counsel vs. Associate: Key Differences

When to Consider a Counsel Role

Counsel Role Success Story

Chapter 4: Staff Attorney Positions

Common Staff Attorney Specializations

Staff Attorney vs. Associate: Compensation and Benefits

Advantages of Staff Attorney Positions

Potential Drawbacks

Who Should Consider Staff Attorney Roles?

Chapter 5: Of Counsel and Contract Attorney Roles

Of Counsel Positions

Types of Of Counsel Arrangements

Of Counsel Compensation Models

Contract Attorney Opportunities

Types of Contract Work

Contract Attorney Platforms and Opportunities

Benefits and Challenges of Contract Work

Benefits of Contract Attorney Work

Challenges of Contract Work

PART II: BAR ADMISSION AND PORTABILITY

Chapter 6: Understanding Bar Reciprocity Rules

What is Bar Reciprocity?

Common Reciprocity Requirements

The Uniform Bar Examination (UBE) Advantage

UBE Participating Jurisdictions (2025)

UBE Score Transfer Requirements

State-Specific Reciprocity Challenges

California

Florida

Louisiana

Delaware

Chapter 7: State-by-State Admission Requirements

New York Bar Admission

Admission by Motion Requirements

UBE Score Transfer to New York

California Bar Admission

Attorney Examination Option

Requirements Include:

District of Columbia Bar Admission

Admission by Motion

UBE Score Transfer

Texas Bar Admission

Admission by Motion Requirements

Illinois Bar Admission

Admission by Motion

UBE Score Transfer

Admission Timeline Planning

Chapter 8: Portable Book of Business Valuation

Highly Portable Relationships

Less Portable Relationships

Book of Business Valuation Methods

Revenue-Based Valuation

Relationship-Based Valuation

Book of Business Benchmarks by Practice Area

Building a Portable Book of Business