What Law Firms Really Look for When Hiring Lateral Associates
What Law Firms Really Look for When Hiring Lateral Associates
The lateral market can often feel opaque. You send your CV into the void, interview in front of a dozen people, and hope the firm “likes” you. But the truth is: law firms are remarkably consistent in what they look for when hiring lateral associates. After years of running searches for Am Law and elite boutiques, here’s what actually moves the needle.
- A Clear, Coherent Story
One of the biggest misconceptions candidates have is that firms only focus on prestige. Yes, pedigree helps, but what hiring partners really want is a narrative that makes sense.
They’re asking:
Why are you leaving your current firm? Why now? Why this practice and this firm? Does your move fit logically with how you’ve built your career so far?
A good story shows intention, maturity, and stability. A messy or vague story is far more damaging than a lack of brand-name credentials.
- Genuine Experience (Not Just What’s on the CV)
Firms dig beneath buzzwords. A CV might say “broad transactional experience”, but interviews test how deep that experience actually runs.
Strong candidates can speak confidently about:
Their role on deals or matters Where they took ownership What they can handle independently What they still need training on
Partners don’t expect perfection; they expect honesty and self-awareness. Precision beats over-selling every time.
- Writing Quality
This is underestimated. For litigation candidates, writing samples matter. For transactional candidates, deal summaries matter. In both cases, the firm wants to know:
Can you write clearly? Do you understand the business/legal issues? Do you communicate like someone they can trust with clients?
A clean, concise writing sample can dramatically elevate a candidate — especially at the junior and mid levels.
- Cultural Fit and Professionalism
Law firms hire for the long term, and they’re very intentional about personality and cultural fit. During interviews, partners are evaluating:
Are you collaborative? Do you ask thoughtful questions? Can you work well with different teams and personalities? Are you someone they’d want on deals at 2 a.m.?
Firms want people who make the team stronger, not just busier.
- Evidence of Strong Work Ethic and Reliability
References matter more than most candidates realise. Partners want to know:
Do you meet deadlines? Do you own your work? Can you handle pressure? Do senior lawyers trust you?
A stellar reference can push a “maybe” to a “yes.” A weak one can end the process instantly.
- Stability and Commitment
Firms are wary of candidates with short stints or frequent moves unless the story is compelling. They want associates who will:
Stay long enough to provide value Integrate into the team Grow into senior roles
Even if you're exploring options, showing that you understand the long-term implications of a move builds confidence.
- A Respectful, Engaged Interview Style
This one often decides it. Partners want to see that you’re:
Prepared Curious Engaged in the practice Interested in their firm specifically
A candidate who shows genuine interest always stands out.
Final Thoughts
The lateral process isn’t about being the “perfect” candidate, it’s about being the right one for a specific team. If you can articulate your story clearly, demonstrate real experience, show strong fundamentals (writing, work ethic, communication), and present yourself as someone who will make the team better, you’re already ahead of most candidates in the market.