Should you make a lateral move? A decision guide for partners and associates.

There is rarely a perfect moment, but there are clearer ones. The strongest time to explore a move is when you have recent, demonstrable wins — a closed deal, a won matter, a portable book, a promotion you can point to — and when your reasons for leaving are about the next decade rather than this week's frustration. Moving from a position of strength, not exhaustion, gives you leverage on practice fit, compensation and platform. If you are simply burned out, a conversation about workload or a sabbatical may serve you better than a transition that resets your tenure clock.

Not through a search firm that does its job. A reputable recruiter approaches the market on a no-names basis, secures your written consent before your materials go anywhere, and never circulates your CV to a firm you have not specifically approved. Leaks almost always come from candidates moving on their own — applying directly, talking too widely, or using a recruiter who pitches you blindly to win a mandate. Confidentiality is a process, not a promise: ask exactly who will see your name and when before you share anything.

Portability matters far more than headline billings. Firms assess what share of your originations would realistically follow you given client relationships, conflicts, fee structures and any institutional ties. A genuinely portable book — clients who engage you, not just your firm's brand — is the single biggest factor in lateral partner economics. Associates and counsel are evaluated on practice depth, trajectory and the quality of their training rather than originations. We help you assess portability candidly before you ever approach a firm, because over-claiming it is the fastest way to a failed move.

For a confidential, senior move, a specialist recruiter usually protects you better and opens doors you cannot see. We know which firms are genuinely hiring in your practice (versus collecting CVs), where the conflicts and culture fit sit, how compensation is really structured, and how to position your candidacy. We also manage the process so your current firm never learns of it. Applying directly can work for a posted associate role, but for partner and in-house moves the market is largely unadvertised. Either way, never let anyone send your materials anywhere without your explicit sign-off.

Look past the number. Ask about the platform (the bench, support and systems behind the practice), conflicts that could shelve clients, the real compensation structure (guarantee period, draw, origination credit, clawbacks), the integration plan, and the firm's trajectory in your practice area. Understand how decisions are made and who your sponsors will be. A higher headline package at a firm where your clients cannot follow, or your practice has no runway, is not a better deal. Our Lateral Partner Questionnaire (LPQ) guide walks through the formal diligence firms will expect — and the questions you should ask in return.