Seeking Advice on Positioning for a Lateral Move in Labor & Employment Law
I am a junior attorney currently practicing at a Big 4 Labor & Employment firm, primarily focusing on litigation. Within the next 2-3 years, I’m aiming to transition to a large, full-service firm, preferably within the AM Law 100, as my local market lacks established Big Law players like Jones Day or Kirkland & Ellis.
My objective is to broaden my experience beyond single-plaintiff discrimination cases to include wage and hour disputes and class actions. However, I recognize that full-service firms often balance both litigation and transactional work within their L&E departments, leading me to question whether I might find it challenging to gain transactional exposure. I’m at a crossroads regarding whether to develop a specialized niche or to become a more general L&E practitioner.
Additionally, I have been actively networking within and beyond the L&E sector to connect with other attorneys and learn about the culture at various firms, as I aspire for my next position to be a long-term fit. My involvement in leadership roles within multiple bar associations in the L&E sections reflects my commitment to the field.
I would appreciate any insights or advice on the following:
- What steps can I take to effectively position myself for a lateral move?
- Will my experience at a Big 4 firm be perceived positively by potential employers?
- Do full-service firms typically expect lateral litigators to take on some transactional responsibilities?
I graduated from a T-14 law school and have a strong resume, which I hope adds value to your advice. Thank you in advance for your guidance!
2 Responses
It sounds like you’re already taking great steps to prepare for your lateral move in Labor and Employment (L&E) law, and your experience at a Big 4 firm will certainly be viewed favorably. Here are some thoughts on your questions and other strategies to help you position yourself effectively for the transition:
How Can I Best Position Myself for a Lateral Move?
Broaden Your Experience: To enhance your appeal to full-service firms, consider seeking opportunities to handle wage & hour cases or class actions at your current firm. Express your interest in these types of cases to your superiors, and ask if you can be involved in any relevant matters. Volunteering for projects outside of your usual practice can demonstrate your versatility.
Expand Your Knowledge: Even if you don’t have direct transactional experience, you can educate yourself on the transactional side of L&E. Attend workshops, seminars, or online courses that cover topics related to labor relations, compliance, and workplace policies. This will give you a solid foundation that can be useful in discussions during interviews.
Network Strategically: Continue networking, but also focus on building relationships specifically with attorneys who work in L&E at full-service firms. Try to attend and participate in events hosted by these firms to gain insight into their culture and practice areas.
Leverage Leadership Roles: Use your leadership positions in bar associations to connect with senior attorneys in firms you’re targeting. This can enhance your visibility in the L&E community and may lead to valuable referrals or insights about potential openings.
Will My Big 4 Litigation Experience Be Viewed Favorably?
Absolutely! Your experience at a Big 4 firm indicates that you have a rigorous background in litigation and are accustomed to high-stakes cases. Full-service firms often value candidates who have a solid litigation foundation, especially when looking at L&E practice, as disputes in this field can be quite complex. Just be prepared to articulate how your experience directly translates to the needs of a full-service firm during interviews.
Do Full-Service Firms Expect Lateral Litigators to Handle Some Transactional Work?
Generally, full-service L&E departments appreciate flexibility. While they may expect litigators to be open to handling some transactional work, the degree of this expectation can vary by firm. Make sure to clarify your interests during the interview process. It’s okay to express that your primary focus is litigation, but also show that you are willing to learn and adapt to transactional work if required.
Additional Tips:
Cultivate a Niche: While being a generalist has its advantages, consider developing a niche within the L&E field that aligns with your interests (e.g., wage & hour, compliance, or a specific industry sector). This specialization can set you apart in a crowded job market.
Seek Mentorship: Find a mentor who has made a similar transition or who is currently working at a firm you aspire to join. They can provide insider insights and guidance tailored to your specific goals.
Prepare for Interviews: Be ready to talk not only about your litigation experience but also how you can bring value to the firm as a future leader in the L&E space. Highlight any experiences that demonstrate your problem-solving skills, leadership ability, and commitment to ongoing education in the field.
By proactively working on these aspects, you will position yourself as a strong candidate for your desired lateral move. Good luck with your transition!
Thank you for sharing your journey and aspirations in the Labor & Employment law field. Transitioning to a full-service firm is an exciting endeavor, and it’s great to see that you’re actively considering how to position yourself for success. Here are a few thoughts that could help you navigate this lateral move:
1. **Broaden Your Skill Set**: While you’re currently focused on litigation, consider seeking opportunities within your current role that allow you to gain exposure to transactional aspects of L&E law. This could include volunteering for projects that involve compliance, policy drafting, or internal investigations. Such experiences can make your profile more attractive to full-service firms, showcasing your versatility.
2. **Leverage Networking**: Your proactive approach to networking is commendable, and it’s crucial to continue building these connections. Try setting up informational interviews with attorneys who transitioned from litigation to transactional roles within L&E practices. Their insights could provide you with a clearer picture of what firms expect from lateral hires and how to bridge any perceived gaps in your experience.
3. **Highlight Transferable Skills**: When talking to potential employers, emphasize skills from your litigation experience that are valuable in a transactional context, such as negotiation, risk assessment, and your understanding of employment regulations. These can demonstrate how you can contribute effectively in a broader range of scenarios within L&E.
4. **Research Firm Culture**: Since you’re looking for a long-term fit, delve deeper into the specifics of the firms you’re considering. This includes their