Written by: Ru Bhatt

During my tenure at Major, Lindsey & Africa, I’ve been focused on placing experienced lateral candidates at partner and associate levels at law firms. While partner moves are most often motivated by greater compensation, associate candidates generally seek positions that don’t provide a salary boost.

That approach to job hunting may seem strange, but many candidates I’ve encountered share a misconception that all law firms are the same.

Associates generally move to unlock some other benefit instead of salary—such as a more significant role and responsibility on matters, a shift in client base or industry focus, a better culture, or increased potential to make partner. A defining feature of these lateral moves is that this is usually an “informed decision” after a few years practicing and understanding the industry.

While entry-level (summer associate) hiring isn’t directly in my purview, I spend a lot of time consulting with students at law schools and engaging law firm clients who are eager to share their thoughts about the process.

In the past, there was a frenzied summer associate hiring season, when firms were bound by the National Association for Law Placement guidelines concerning offers and interview periods. This forced firms to evaluate students at schools by taking in the whole package.

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