Most attorneys have never been walked through what a lateral search actually looks like from the inside, which is part of why the whole thing feels opaque. So here is ours, start to finish. Ten steps, in order, so you always know what is happening now, what happens next, and what we need from you along the way.
The ten steps
Every search we run moves through the same sequence. Timelines vary with your schedule and with the market, and a few of these stages overlap, though the order holds.
A quick call
We start with a short call to discuss what you're looking for and how we can help you get there. You tell us what you like about your current seat, what you don't, and where you want your career to go over the next several years.
Treat it as a conversation. Everything that follows is built on the criteria that come out of it, so it's worth being candid with us here.
The role search
We then perform an extensive role search using proprietary software, which searches tens of thousands of roles across all practice areas and specialties nationwide. We narrow that universe down using the criteria you set out on our initial call.
What comes back is a picture of what's genuinely available to someone with your background, in the markets you're willing to consider. It's usually broader than people expect.
Your application materials
You provide us with your application materials, typically a resume and a transcript. We review everything and help fine-tune it if needed.
Small changes in how your matters are described often make a real difference in how a hiring partner reads your experience. This is a quick step, and it's one of the highest-return ones.
The summary chart
We send you a summary chart of the roles that came back, with the key information in one place: job description, pay scale, firm information, available cities, and so on. You review it and let us know which roles you're interested in.
You stay in control of the list the entire time. Nothing goes anywhere until you tell us to send it.
Pitching your candidacy
For the firms you select, we draft additional materials pitching your candidacy. Then we liaise with the various heads of recruiting at each law firm.
That means your submission arrives with context attached and a person behind it, and there's someone following up on it who already has a relationship at the firm.
Coordinating interviews
Once we receive bites from firms, we work with your availability to coordinate the various interviews. Billable hours don't pause for a job search, so we build the schedule around your calendar.
We handle the back and forth with each firm, including the rescheduling that inevitably comes up when a deal or a filing takes over your week.
Interview preparation
We prepare you for interviews by running through the questions you're likely to be asked and providing key information about the firm. We also put together cheat sheets laying out in-depth background on each interviewer you'll meet with.
Where they trained, what they work on, what they've written or spoken about, and how they tend to run a conversation. You should walk in already knowing who's across the table.
Managing the offers
Once we receive an offer, we use it. We go back to the other firms in your process and press them to shorten their decision timelines, so we have all of your options in front of us as soon as possible.
We also review each firm offer with you in detail, and we reach out to our contacts at each firm to get a clear picture of the true workplace culture. You should be comparing real places, described by people who work there.
Negotiation
We negotiate several points on your behalf with each firm you wish to move forward with. Those points can include a signing bonus or a guaranteed year-end bonus, a hybrid work schedule, class seniority, and any other points you find uniquely important.
There's usually more on the table than people realize. We handle those conversations so you're never the one pressing on money with people who are about to be your colleagues.
You accept your offer
You accept your offer. By that point you've seen what's actually out there, you know what the group is really like from people inside it, and the terms are ones we negotiated together.
That's the whole reason for running it this way. The goal is the right seat, on terms you understood before you signed.
What we need from you
The process asks less of your time than most people assume. Your part is the initial call, your materials, telling us which roles you want to pursue, showing up for the interviews, and being honest with us about what you're thinking as things develop.
We do the rest. If something changes mid-search, including deciding you'd rather stay where you are, tell us. That's a completely acceptable outcome, and we would much rather hear it early.
Where to start
Step one is a conversation, and it's confidential. You tell us where you are and what you want, and we tell you what we're seeing in your market. There's no obligation attached to it and no pressure to move on any particular timeline.
Start with a confidential conversation
Tell us where you are and what you're looking for, and we'll tell you what we're seeing. No obligation, and useful either way.
Talk with us