Lateral Link

From Shanghai and San Francisco to Dallas and New York, Lateral Link recruiters are former big law attorneys who know legal recruiting.

Posts by Lateral Link

Ed. note: This is the latest installment in a series of posts Lateral Link’s team of expert contributors. Ryan Belville is the Principal for Lateral Link’s New York office, where he oversees attorney placements and client services. Ryan also establishes and maintains relationships with new employers in need of attorney placement services on a national level. Before joining Lateral Link, he practiced litigation for several years and then became a legal recruiter in New York in 2004. In 2007, Ryan joined Lateral Link as a Director, and worked both the New York and California markets before being promoted to Managing Director in 2012. Ryan holds an undergraduate degree from the University of Michigan, where he attended the Honors College, and a J.D. from Vanderbilt University Law School.

It seems that there are few more dreaded tasks for junior associates than creating a résumé from scratch, or even updating an outdated version. However unpleasant, it is critical: a résumé is your 30-second “pitch” to a Partner that will make or break your chances to land that coveted interview. Given the ultra-competitive environment that is today’s lateral market, the importance of presenting a clean, effective résumé is paramount. Here are ten guiding principles and tips- they ought to save you some time and make your résumé stand out as truly interview-worthy…

double red triangle arrows Continue reading “Creating An Effective Lateral Résumé”

Ed. note: This is the latest installment in a series of posts Lateral Link’s team of expert contributors. Larry Latourette is Principal at Lateral Link, focusing exclusively on partner placements with Am Law 200 clients.

In Part 1 of this series, I introduced three lawyers — Alpha, Beta, and Gamma — to help explain the value that a partner candidate can gain from working with the right recruiter. Each candidate was relatively junior, each had in the high six figures in business, and each had decided to leave his or her current firm for the right opportunity. When last we left our intrepid trio, I had used no-name profiles at appropriate firms to obtain interviews for each of them.

While I kept in close contact with each candidate throughout the process (see Anatomy of a Lateral Move for an overview of the steps commonly involved), each candidate had unique issues that required particular attention…

double red triangle arrows Continue reading “Much To Gain And Little To Lose From Using The Right Recruiter (Part 2)”

Ed. note: This is the latest installment in a series of posts Lateral Link’s team of expert contributors. Larry Latourette is Principal at Lateral Link, focusing exclusively on partner placements with Am Law 200 clients.

As a partner, you may ask, “Why should I work with a recruiter and why should it be you?”

The quick answer is because I can provide material value to you that you can’t obtain any other way. Let me explain, using the experiences of three candidates with whom I recently worked. Each were lawyers in their mid-to-upper thirties, had a book of business in the high six-figure range, and had concluded they wanted to explore other options…

double red triangle arrows Continue reading “Much To Gain And Little To Lose In Working With The Right Recruiter”


Michael Allen

Ed. note: This is the latest installment in a series of posts Lateral Link’s team of expert contributors. Michael Allen is Managing Principal at Lateral Link, focusing exclusively on partner placements with Am Law 200 clients.

Every week I hear both good and bad stories about legal recruiters from both associates and partners.

From strong regional names like Alan Miles and Kay Hoppe, to larger international firms like MLA Global and Lateral Link, we all share some common practices, but also operate very differently with our clients and candidates.

There are quite a few names I won’t mention, who regularly garner the attention from partners and associates for questionable recruiter practices.

In a practice that involves highly confidential matters, it is important to chose a recruiter that is servicing your needs and not their own. I compiled a list of six telltale signs your recruiter may not be prioritizing your interests in your search for a new firm.

double red triangle arrows Continue reading “Six Signs That You Are Working With A Bad Recruiter”

Michael Allen

Ed. note: This is the latest installment in a series of posts Lateral Link’s team of expert contributors. Michael Allen is Managing Principal at Lateral Link, focusing exclusively on partner placements with Am Law 200 clients.

The stories about Biglaw over the past five years have been grim, but a closer inspection shows that despite a cacophony of daily doomsday stories from The New Republic, the Wisconsin Law Review, The Atlantic and other publications of varying quality, the future of Biglaw looks promising.

The size of modern-day, Am Law 100 firms allows them to downsize or expand as the market conditions dictate, but as a profession of perception, firms have to handle RIFs with care. Partners and clients might go next door if they doubt the capabilities of the firm. I have worked with partners before who moved simply because the perception of their firm’s stability was questioned by their clients….

double red triangle arrows Continue reading “Biglaw’s Pulse Beats Steadily, Gloom And Doom Notwithstanding”

Kristina Marlow

Ed note: This is the latest installment in a series of posts from Lateral Link’s team of expert contributors. Kristina Marlow is a Director with Lateral Link’s D.C. office who brings almost 20 years of experience in the Washington legal market to her work with associate and partner candidates. Prior to joining Lateral Link, Kristina spent a decade at Gibson Dunn, first as a litigation associate and then as the D.C. office’s recruiting manager. A Michigan native, Kristina earned her J.D., cum laude, from Georgetown University Law Center’s evening program and a B.A. in Journalism from Michigan State University, where she was named “Outstanding Senior.”

Dear Associate at a Biglaw Firm: I am the legal recruiter to whom you were introduced in a recent post on Above the Law. I am hoping we can connect regarding our shared interest in maximizing your use of LinkedIn…

double red triangle arrows Continue reading “LinkedIn for Dummies Lawyers, Part 2: Building Your LinkedIn Network”

Michael Allen

Ed. note: This is the latest installment in a series of posts Lateral Link’s team of expert contributors. Michael Allen is Managing Principal at Lateral Link, focusing exclusively on partner placements with Am Law 200 clients.

A legal recruiter is very similar to a partner at an Am Law 200 law firm in terms of compensation and day-to-day routine, but without the billable hour. Both get paid based on their book of business (i.e., eat what you kill) and maintain a stable of relationships that help them bring in business.

My colleagues and I started out as attorneys at Am Law 200 firms, including several who were partners, such as Larry Latourette (formerly Managing Partner of Preston Gates, D.C. office), Victoria Holstein-Childress (formerly a partner at Troutman Sanders), Ed Wisneski (formerly a partner at Patton Boggs), and Holly Moetell (formerly a partner at Shaw Pittman), just to name a few. Through nearly ten years of legal recruiting experience, I have found that recruiting is not only personally rewarding, but also very lucrative if you have a fire in your belly. Between the compensation, hours, collaborative atmosphere, and meaningful work, legal recruiting offers the same upside as partnership with a law firm but without the billable-hour requirement.

Here are my top five reasons for considering legal recruiting.

double red triangle arrows Continue reading “5 Reasons To Become A Legal Recruiter”

Ed. note: This is the latest installment in a series of posts on lateral moves from Lateral Link’s team of expert contributors. As Michael Allen, Managing Principal at Lateral Link, recently announced, “We are pleased to announce the hiring of Ryan Turley [pictured], who brings years of legal and recruiting experience to Lateral Link. We recently sat down and he gave me his thoughts on the Chicago market and how it compares to the national market.”

As we become further and further distanced from the recession of 2008 and 2009, the market seems to be settling into a new equilibrium state that has seen a modest uptick in the demand for legal services and a sharp rise in the volume of lateral moves since 2009.

My own stomping ground, Chicago, is no exception. From 2009 to today, the Windy City has seen a significant increase in lateral moves:

double red triangle arrows Continue reading “The State Of The Lateral Hiring Market In Chicago”

Kristina Marlow

Ed. note: This is the latest installment in a series of posts on lateral moves from Lateral Link’s team of expert contributors. Kristina Marlow is a Director with Lateral Link’s D.C. office who brings almost 20 years of experience in the Washington legal market to her work with associate and partner candidates. Prior to joining Lateral Link, Kristina spent a decade at Gibson Dunn, first as a litigation associate and then as the D.C. office’s hiring manager. A Michigan native, Kristina earned her J.D., cum laude, from Georgetown University Law Center’s evening program and a B.A. in Journalism from Michigan State University, where she was named “Outstanding Senior.” She also worked as an appellate clerk, as an economic analyst for the federal government, and as a reporter for the Chicago Tribune.

More than a third of the almost six thousand mid-level associates who responded to The American Lawyer’s most recent survey reported that they use social networking tools for job-related purposes, more than ever. Of that third, 94% said that they use LinkedIn, “the one social network most lawyers feel most comfortable in using,” says Glen Gilmore, a lawyer and social media expert who ranks near the top of the Forbes list of “Top 50 Social Media Power Influencers.”

But many of the attorneys who join LinkedIn do so because they are “supposed” to have an online presence, and they appear reluctant to be fully committed members. Their LinkedIn contacts languish in the double (or even single) digits. Their pages do not have a professional picture (or, often, any picture at all). And their profiles lack enticing headlines that capture who they are and summaries that provide a synopsis of what they do….

double red triangle arrows Continue reading “LinkedIn for Dummies Lawyers
More Associates Are Using LinkedIn, But Not Well

Ed. note: This is the latest installment in a series of posts on lateral partner moves from Lateral Link’s team of expert contributors. Michael Allen is Managing Principal at Lateral Link, focusing exclusively on partner placements with Am Law 200 clients.

There are some common ethical issues every partner should know, or at least be able to identify what they don’t know, when planning for a lateral transition.

Most partners do not give ethical considerations enough attention in the process. Without proper planning, partners may breach fiduciary duties to their prior firms and create unnecessary conflicts between their former and new firms.

I asked Trisha Rich, a professional responsibility attorney who practices with Holland & Knight’s Lawyer Ethics, Risk Management and Regulation team, to respond to some of the most common ethical questions I have come across while moving partners and groups between law firms…

double red triangle arrows Continue reading “Ethical Considerations For Lateral Moves”

Page 1 of 215012345...2150