Law firms continue to take a close look at lateral associates before extending interviews or offers. While class year remains an important screening factor, firms also consider practice experience, credentials, performance and long-term fit.
A recent lateral associate hiring guide highlights how hiring expectations can change as attorneys progress through their careers. The process can therefore look very different for a first-year associate than for a midlevel or senior lawyer.
Learn more from this guide: Lateral Associate Hiring Guide: What Law Firms Screen For by Class Year
Class Year Remains a Key Hiring Factor
Class year gives firms a quick way to assess an associate’s experience and expected level of responsibility.
Second- through sixth-year associates often attract significant interest because they can bring meaningful experience while still developing within the firm. However, firms may consider candidates outside that range when they need specific skills or practice-area expertise.
For junior associates, law school performance, firm reputation and early training can carry more weight. Meanwhile, firms increasingly focus on substantive matters and independent responsibility as attorneys gain experience.
What Firms Look For in Junior Associates
First- and second-year associates typically have limited legal experience. As a result, firms may examine academic credentials, clerkships, early work assignments and reasons for seeking a move.
By the third year, firms can evaluate a stronger record of actual legal work. Writing ability, research skills, practice-area experience and professional development can become more important.
Candidates should also explain why they want to change firms. A clear career-focused explanation can strengthen an application.
Midlevel Associates Face Higher Expectations
Fourth- through sixth-year associates often enter a highly competitive portion of the lateral market.
At this stage, firms want lawyers who can contribute quickly. They may review matter experience, specialization, billable work, judgment and the level of responsibility a candidate has handled.
Senior associates also need to demonstrate increasing leadership and client-facing skills. Furthermore, firms may consider whether the candidate has a realistic path toward counsel or partnership.
Senior Associates Need a Strong Business Case
Seventh- and eighth-year associates can still find opportunities. However, firms may apply a more demanding business test.
Hiring partners may ask whether a candidate brings specialized expertise, important client relationships or valuable matter experience. Therefore, senior associates should clearly explain the value they can bring to the new firm.
How Candidates Can Improve Their Chances
Lateral candidates should research firms before applying. They should identify openings that match their class year, practice area and experience.
A targeted résumé can also make a difference. Candidates should highlight relevant matters, responsibilities and skills instead of simply listing every assignment.
Additionally, candidates should prepare for questions about their current firm, reasons for leaving and long-term goals.
The Bottom Line
Lateral associate hiring involves more than class year. Firms also consider experience, credentials, practice fit and the immediate value a candidate can provide.
For attorneys considering a move, understanding these screening factors can help create a more focused and effective lateral job search.
Learn more from this guide: Lateral Associate Hiring Guide: What Law Firms Screen For by Class Year
See Also:
Powerful Attorney Salary Calculator: Know Your Worth
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Lateral Hiring Secrets: What Firms Really Screen For first appeared on
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