Understanding the Legal Recruiting Process

As you consider your next career move, working with a legal recruiter can open doors and streamline your job search. This FAQ addresses the most common questions we hear from attorney associates new to the recruiting process. For questions about the lateral partner recruiting process, check out our partner FAQ.

Timeline & Process

How long does the recruiting process typically take?

The timeline varies considerably based on market conditions, practice area, and individual circumstances. Generally, expect 6–12 weeks from initial interview to offer, though it can be shorter or longer. The process typically includes: initial recruiter conversation (1 week), application submission (1–2 weeks depending on how quickly you can finalize your materials), firm interviews (2–4 weeks), and offer negotiations (1–2 weeks).

Lateral hiring can happen year-round, though activity tends to pick up in late summer through fall and again in late winter through spring.

What are the main steps in the process?

First, you'll have an initial consultation with us to discuss your background, career goals, and target opportunities. This is a 100% confidential call in which we discuss not just market opportunities but build out a long-term strategy to maximize your chances of success (e.g., timing, location, tiers of outreach).

Next, we will identify suitable positions and prepare your application materials. We will work with you to polish your resume and cover letter — and again, nothing goes out without your stamp of approval. Then comes the submission phase, where we present your candidacy to selected firms. Following that, you'll interview with interested firms, typically starting with hiring partners and then meeting with additional attorneys and sometimes firm leadership. Finally, if there's mutual interest, you'll receive an offer and negotiate terms with our guidance.

Can I start the process even if I'm not ready to move immediately?

Absolutely. Many attorneys begin conversations with us 6–12 months before they're ready to make a move. This allows time to strategically plan your search, understand the market, and identify the right opportunities. We can work with you to determine optimal timing based on your practice area, transaction experience, and market conditions.

Confidentiality

Will my current firm find out I'm looking?

Confidentiality is paramount in legal recruiting. We will never submit your resume anywhere without your explicit permission for each firm. We will not contact your current firm or anyone at your firm.

How do I maintain confidentiality during the process?

Schedule interviews during vacation days, personal days, or outside of business hours when possible. Be mindful of who you tell about your search — even trusted colleagues can inadvertently share information. Avoid using your work email or conducting search-related activities on your work computer or phone. Be cautious about updating your LinkedIn profile with new skills or recommendations during an active search, as this can signal you're exploring options.

What if I see someone I know during an interview?

This happens occasionally in the legal community. Most attorneys understand that confidential searches are normal and professional. If you encounter someone you know, a simple acknowledgment is fine, and most people will respect the implicit confidentiality. We can also help you navigate situations where you have connections at a target firm.

Materials Needed

What materials do I need to provide to start the process?

We can help you determine which materials are needed for each specific opportunity. For associate-level searches, you will generally need an updated resume, cover letter, and a law school transcript (official or unofficial). A writing sample may be required for some positions (particularly in litigation); typically a brief or memorandum that showcases your analytical and writing abilities (10–15 pages is ideal). Some firms also request a deal sheet or transaction list if you're in a corporate practice.

How should my resume be formatted?

Legal resumes follow specific conventions. Use a clean, traditional format with clear sections for professional experience, education, bar admissions, and any honors or publications. List your professional legal experience first and remember to focus on substantive work, highlighting your role in significant matters, transactions, or cases. Quantify your experience where possible (e.g., "drafted motions in 15+ commercial litigation matters"). In the education section, list your law school first, including class rank or GPA if strong (generally if you're in the top third of your class). Keep it to 2–3 pages for most associate-level roles.

What makes a good writing sample?

Choose a writing sample that demonstrates sophisticated legal analysis and clear writing. A brief or memorandum you authored individually is ideal, though sections of larger documents are acceptable if you drafted them independently. Redact confidential client information and be prepared to explain the context of the matter. Avoid overly technical or niche pieces unless specifically relevant to the position. Make sure the sample is polished and error-free — have someone review it if possible.

Do I need to update my materials regularly?

Yes. Update your resume as you take on new matters or complete significant transactions. Keep your deal sheet current, adding details about transaction values, your role, and notable aspects of each deal. Refresh your writing sample if you produce stronger work. An outdated resume can cost you opportunities, especially if you've gained valuable experience since your last update.

The Recruiter Relationship

How do legal recruiters get paid?

Legal recruiters are compensated by the hiring law firm, not by you as a candidate. The firm pays a fee (typically a percentage of your first-year base salary) when you accept a position. This means our services are completely free to you. Because we're paid by the firm, it's important that you understand we represent both parties' interests, though our role is to facilitate the best match for everyone involved.

Can I work with multiple recruiters?

While you can technically work with multiple recruiters, it's generally not advisable. Having multiple recruiters submit you to the same firm creates confusion, can damage your candidacy, and may result in firms declining to interview you altogether. It's better to find one recruiter you trust who knows your market and practice area well. If you do choose to work with more than one recruiter, be transparent about it and maintain clear communication about where you're being submitted.

What should I expect from my recruiter?

A good recruiter serves as your advisor, advocate, and strategic partner — and these are the values we abide by at Forward Lateral. Expect honest feedback about your marketability and target firms. We can provide market intelligence about compensation, firm culture, and practice group strength. We will prepare you for interviews with specific information about the interviewers and firm. Throughout the process, we will communicate regularly, update you on submission status, and advocate for your interests during negotiations. After you start your new position, many of us continue to maintain the relationship for future career guidance and any other conversations you want to have about the market going forward.

How involved should I be in selecting target firms?

Very involved. While we will make recommendations based on market knowledge and your profile, we want you to have active input into every firm where you're submitted. Discuss the pros and cons of each opportunity, ask questions about culture and practice, and never submit somewhere you're not genuinely interested in joining. Quality over quantity is the right approach — targeted submissions to firms that truly fit your goals are far more effective than blanket submissions.

Interviews & Evaluation

What should I expect during firm interviews?

Initial interviews are typically with one or two hiring partners or practice group leaders, either in person or via video. These usually last 30–60 minutes and focus on your experience, practice interests, and fit with the firm. If there's mutual interest, you'll be invited for a callback interview, which involves meeting with multiple attorneys — often 4–8 people over a few hours. These are typically in person and include a mix of partners and senior associates. Some firms also include meetings with recruiting coordinators or firm leadership.

How should I prepare for interviews?

Research the firm thoroughly, including recent news, major clients, significant cases or transactions, and practice group strengths. Review the backgrounds of your interviewers on the firm website or LinkedIn. Prepare thoughtful questions about the practice, culture, and career development. Be ready to discuss your experience in detail — have specific examples of matters you've worked on, challenges you've addressed, and your contributions.

At Forward Lateral, we will provide additional guidance specific to each firm and interviewer at each stage of the process. We will also provide interview prep tailored to every candidate's specific strengths and needs.

What questions should I ask?

Ask substantive questions about the work, such as the types of matters you'd handle, typical client industries, and how work is distributed. Inquire about mentorship, training, and partnership track. Questions about culture are important too — ask about collaboration style, hybrid work policies, and associate retention. Avoid leading with questions about billable hour requirements or vacation policies in initial interviews; focus first on the work and fit.

Save compensation questions for the offer stage, as we will handle those discussions and advocate for the best offer on your behalf.

How do I evaluate whether a firm is right for me?

Consider multiple factors: the sophistication and variety of work, opportunities for client contact and leadership, quality of mentorship and training, partnership prospects, firm culture and values alignment, and compensation and benefits. Pay attention to how you're treated during the process — are people enthusiastic about the firm? Do associates seem happy and engaged? Trust your instincts about cultural fit, as this significantly impacts job satisfaction. We can provide insight into a firm's reputation and culture beyond what you'll see in interviews.

Offers & Negotiations

When should I expect an offer after final interviews?

Timing varies by firm. Some firms make quick decisions and extend offers within a few days, while others may take 1–2 weeks. If you haven't heard anything within a week or two, we typically follow up on your behalf. Silence often (though not always) indicates the firm is pursuing other candidates or has concerns. However, firms sometimes move slowly due to internal processes or partner availability, so don't assume the worst.

Can I negotiate my offer?

Yes, though the extent of negotiation depends on various factors. At large firms with lockstep compensation, base salary typically isn't negotiable, but signing bonuses, relocation assistance, or credit for your class year might be. At smaller firms or those without lockstep systems, there's often more flexibility. We will guide you on what's appropriate to negotiate based on the firm's practices and your leverage. Remember that how you negotiate sets a tone for your long-term relationship with the firm.

How long do I have to accept or decline an offer?

Firms typically give you one to two weeks to decide, though this can vary. If you need more time due to pending interviews elsewhere, you can request an extension, but be reasonable. Firms are generally accommodating if you're transparent about your timeline. Don't accept an offer unless you're genuinely prepared to join that firm — reneging on an acceptance can seriously damage your professional reputation.

What if I receive multiple offers?

This is a good problem to have. Work with us to carefully evaluate each opportunity against your priorities. Consider the work, culture, compensation, location, and long-term career trajectory. Don't rush the decision — take the time you need to make an informed choice. It's acceptable to ask for more time or additional information to help you decide. When you make your decision, be gracious and professional in declining the other offer(s).

Special Situations

I'm a junior associate without much experience — is it too soon to look?

Generally, firms prefer associates with at least 2–3 years of experience, as you'll be more marketable with substantive experience and developed skills. However, there are exceptions for particularly strong candidates or specific practice needs. Discuss your timeline with us — sometimes it makes sense to wait and build your experience, while other times there may be appropriate opportunities available now. We will be upfront and transparent with you about opportunistic timing; we want you to get the best offer possible, and sometimes that does mean waiting another year or two.

What if I want to change practice areas?

Lateral moves work best when you're staying in the same practice area, as firms are typically looking for attorneys with portable skills and experience. Changing practice areas is possible but more challenging and often requires a step back in seniority or compensation. Your best chance is to pivot to a closely related area or to demonstrate transferable skills. Be prepared to explain your motivation for the change and how your existing experience is relevant.

I'm concerned my current firm isn't prestigious enough — will that limit my options?

While firm pedigree matters, it's not the only factor. Strong academic credentials, quality work experience, and demonstrable skills can overcome a less prestigious firm background. Many attorneys successfully move from smaller or regional firms to larger or more prestigious platforms. Focus on building substantive experience and be prepared to articulate the value you'll bring to a new firm.

What if I've only been at my current firm for a short time?

Moving too frequently raises red flags about commitment and judgment. As a general rule of thumb, we recommend you stay at a firm for at least two to three years before making a lateral move. Multiple short stints can significantly damage your marketability. If you have legitimate reasons for a short stay (firm financial issues, practice group dissolution, significant misrepresentation during hiring), be prepared to explain these clearly and have us help position your candidacy with our internal firm contacts.

Making the Decision

How do I know when it's the right time to move?

Consider moving when you're not getting the experience or training you need, when partnership prospects are unclear or unfavorable, when compensation is significantly below market, when firm culture or values don't align with yours, or when you've maximized the opportunity at your current firm.

Don't move simply because a recruiter calls with an opportunity — make sure you have clear, affirmative reasons for making a change. The best moves are toward something, not just away from something.

What if I'm happy at my current firm but curious about opportunities?

It's perfectly fine to explore the market while being satisfied with your current position. Having conversations with a recruiter and learning about opportunities doesn't commit you to anything. Many attorneys find that exploring options either leads them to an even better opportunity or confirms that they're in the right place — both outcomes have value. Just be honest with us about where you are mentally so we can help you think through whether a move makes sense.

Should I tell my current firm I'm looking?

Generally, no — at least not until you have an offer in hand, you have cleared conflicts, and are certain you're leaving. While some attorneys have strong enough relationships with their firms to have exploratory conversations, this is risky and can limit your opportunities at your current firm even if you decide to stay. Once you've accepted an offer elsewhere and have cleared conflicts with your new firm, give appropriate notice (typically two weeks, though some firms may want more time for transitions) and be professional throughout your departure.

Final Thoughts

The legal recruiting process can feel overwhelming when you're navigating it. Remember that we are here to guide you through each step, provide honest feedback, and advocate for your interests. The key to a successful search is being strategic about timing, selective about opportunities, and authentic in your interactions. Take the time to find the right fit — your next position is an important step in your legal career, and it's worth the effort to get it right.

If you have additional questions not covered here, don't hesitate to reach out. We're here to help you navigate your career with confidence and clarity.