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Why Attorneys Move to Smaller Markets

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

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

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

 

The Compensation Gap Between Large and Smaller Markets

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

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

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

 

Preparing Candidates for Reality From the Start

I always prepare my candidates for this reality at the outset of their job search when they are interested in these markets. Smaller-market recruiting coordinators emphasize two things above all else: To integrate salary considerations into your broader career plan, see Lateral Attorney Moves: Strategic Guide to Switching Firms in 2026 for negotiation tips and strategic advice.

1. They prefer candidates with strong local ties.

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

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

Lateral candidates researching specific employers can gain valuable insight from the Hunton Andrews Kurth LLP Complete Guide: Salaries, Culture, Rankings & Career Insights, which explains what attorneys can expect when considering a move to this firm.

When Negotiation Makes Sense

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

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

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

 

Why Salary Shouldn’t Be the Deciding Factor

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

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

 

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

 

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

 

How Firms Evaluate Candidates From Big Markets

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

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

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

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

Negotiating From a Position of Credibility

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

• You understand the market realities.

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

• You bring unique skills that will immediately add value.

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

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

 

Taking the Long-Term View

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

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

Attorneys concerned about preserving their reputation after changing firms should also watch How to Keep BigLaw Doors Open After a Lateral Move, which explains how certain decisions can quietly affect future hiring prospects.
 

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

 

Final Word

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

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

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