How to Strategically Position Myself for a Lateral Move in Labor & Employment Law?
I’m a junior attorney currently with a Big 4 L&E firm, focusing primarily on litigation. In the next 2-3 years, I plan to transition to a large full-service firm, preferably one in the AM Law 100, as my current market doesn’t feature true Big Law firms like Jones Day or Kirkland & Ellis.
My aim is to broaden my experience beyond single-plaintiff discrimination cases by gaining exposure in wage & hour matters and class action lawsuits. However, I recognize that full-service firms typically deal with both litigation and transactional work within their L&E departments, and I’m uncertain about how much transactional experience I’ll be able to acquire. This leads me to question whether I should specialize in a niche area or strive to be a generalist in L&E.
I’ve been actively networking with attorneys both within and outside the L&E space to understand the culture at different firms, as I’m eager for my next position to be my long-term fit where cultural alignment is key. Additionally, I hold leadership roles in several bar associations focusing on L&E law.
Here are my main questions:
– What steps can I take to enhance my candidacy for a lateral move?
– Will my experience in a Big 4 litigation setting be viewed positively by prospective firms?
– Do full-service firms expect lateral litigators to also engage in some transactional work?
I appreciate any insights or advice you might have! For context, I graduated from a T-14 law school and have a solid resume that I believe supports my goals.
2 Responses
It’s great that you’re thinking strategically about your career Path in Labor & Employment (L&E) law! Here are some insights that may help you position yourself for a successful lateral move:
Developing a Niche vs. Generalist Approach: Given your interest in moving beyond single-plaintiff discrimination cases, it may be beneficial to gain experience in wage & hour and class actions, as these are often seen as valuable areas of expertise in L&E. However, being versatile can also be an asset. You might consider positioning yourself as someone who is well-versed in both litigation and particular niche areas while being open to broader L&E issues as well. This way, you can appeal to firms that might be looking for comprehensive skill sets.
Networking and Firm Culture: As you’ve been actively networking and engaging at bar associations, continue to build those relationships. Attend L&E-focused events or seminars, and ask attorneys about their firms’ experiences and expectations. This not only boosts your visibility but can also provide insight into whether a firm may be a good fit for your long-term goals.
Leveraging Your Big 4 Experience: Your experience at a Big 4 L&E firm will likely be viewed favorably, especially in terms of the volume and complexity of litigation work you have handled. Highlight this experience in your applications and interviews, focusing on the skills you’ve developed in managing cases, client communication, and working under pressure.
Transaction Work Expectations: Many full-service firms do expect lateral litigators to be flexible and potentially handle some transactional work. However, this often depends on the firm’s specific needs. While you may not need to become a transactional expert, demonstrating a willingness to learn about this aspect of L&E can be helpful. If you have opportunities to work on projects that intersect with transactional aspects even now, take advantage of them.
Continuing Education and Certification: Consider pursuing additional certifications or attending workshops that enhance your skills in wage & hour law or class action litigation. This will also show your commitment to expanding your expertise.
Mentorship: Seek out mentors in the firms you’re interested in. They can provide valuable guidance and help you better understand the expectations of lateral hires at their firms. They may also provide insights into how to bridge any gaps in your experience that you perceive.
Overall, it seems you’re on the right track by networking and seeking a culture that aligns with your values. Focus on developing your experience intentionally while remaining adaptable. Good luck with your lateral move!
It’s great to see your proactive approach to planning for a lateral move in Labor & Employment law. Your experience at a Big 4 firm will certainly be viewed positively, particularly as it often signifies a strong foundation in litigation and a rigorous work ethic. To enhance your candidacy for a lateral move, consider the following strategies:
1. **Broaden Your Skill Set**: Since you’re interested in gaining more exposure to wage & hour matters and class action lawsuits, actively seek opportunities within your current practice to engage in these areas. This could include asking to participate in cases that touch on these topics or pursuing related training through CLEs or workshops.
2. **Develop Transactional Acumen**: While your focus may have been primarily on litigation, many full-service firms appreciate litigators who understand the transactional side of L&E law. Try to get involved in cases that have transactional components—or, at a minimum, familiarize yourself with the concepts and terminology. This knowledge can set you apart.
3. **Network Strategically**: Your efforts in networking are commendable. Consider reaching out to attorneys who practice in the specific environments you aspire to join. Ask about their experiences and the kinds of skill sets they value in lateral hires. Such connections can lead to mentorship opportunities and potential job referrals when you’re ready to make your move.
4. **Emphasize Cultural Fit**: As you continue to assess firms based on culture, think about how your leadership roles in bar associations can be highlighted as a testament to your