How can I best position myself for a lateral move in L&E?

Seeking Guidance for a Lateral Move in Labor & Employment Law

I’m currently a junior attorney at a Big 4 Labor & Employment firm, focusing mainly on litigation. In the next 2-3 years, I’m planning to transition to a large full-service firm, ideally one that’s part of the AM Law 100, as my local market doesn’t include the likes of Jones Day or Kirkland & Ellis.

My aim is to broaden my experience beyond single-plaintiff discrimination cases, particularly by gaining exposure to wage & hour cases and class actions. However, I recognize that full-service firms typically engage in both litigation and transactional work within their Labor & Employment departments. I’m uncertain about my opportunities to acquire transactional experience. Should I focus on carving out a niche, or would it be better to position myself as a generalist in L&E?

I’ve been actively networking within the L&E community to learn more about various firms and their cultures since I want my next role to be a long-term fit. Additionally, I’m involved in leadership positions at several bar associations within their L&E sections.

Here are my key questions:
* How can I effectively position myself for a lateral move?
* Will my experience at a Big 4 litigation firm be seen as a positive by potential employers?
* Do full-service firms typically expect lateral litigators to take on some transactional responsibilities?

Any insights or advice would be greatly appreciated! I graduated from a T-14 school and have a solid resume, which I hope adds to my profile. Thank you!

Your proactive approach to your career development is commendable, and it sounds like you are already on the right track. Here are some thoughts on how to position yourself for a lateral move to a large full-service firm in the Labor & Employment (L&E) space:

1. Gaining Relevant Experience

Broaden Your Skill Set: Since you are interested in expanding your experience beyond single-plaintiff discrimination litigation, seek out additional opportunities to work on wage and hour cases or class action lawsuits within your current firm. If your firm has a mechanism for requesting work on different types of cases, use it to your advantage.
Transactional Exposure: While it can be challenging to get transactional experience at a litigation-heavy firm, explore opportunities to collaborate with transactional attorneys on matters involving L&E issues. This could be in relation to mergers and acquisitions, compliance, or workplace policies. Even if it’s informal, showing a willingness to understand the transactional side can enhance your profile.

2. Networking and Cultural Fit

Continue Networking: It’s great that you’re actively networking. Make sure to connect with attorneys at the firms you’re targeting, as well as recruiters who specialize in lateral moves. Informational interviews can also help you gain insights into the culture at various firms.
Bar Association Involvement: Your leadership positions within bar associations add significant value to your profile. Leverage these roles to showcase your commitment to the field and to build relationships that might benefit you in your lateral move.

3. Branding Yourself

Consider a Niche vs. Generalist Approach: Given your interest in wage and hour cases and class actions, it might be beneficial to position yourself as someone with expertise in these areas, while also being open as a generalist. Highlighting a niche can set you apart, especially if you can show how your litigation experience intersects with broader transactional issues.
Market Your Big 4 Experience: Your Big 4 experience will likely be viewed favorably, as it indicates that you’ve been exposed to high-stakes litigation and significant matters. Be prepared to articulate how this experience has equipped you with unique skills that you can bring to a full-service firm.

4. Expectations Regarding Transactional Work

Understanding the Landscape: Full-service firms often deal with both litigation and transactional work, so be prepared for a variety of expectations. While it varies by firm, many will appreciate lateral hires who have a willingness to learn and engage with transactional matters. Be open to taking on some transactional responsibilities, as it will broaden your skill set and increase your marketability.

5. Making Your Move

Tailor Your Applications: When the time comes to apply for positions, tailor your resume and cover letters to highlight your relevant experience and how it aligns with the firm’s needs. Emphasize your accomplishments in litigation and any skills or experiences that might translate to transactional work.
Be Transparent in Interviews: During interviews, be transparent about your goals for gaining more diverse experience. Firms appreciate candidates who have clarity about their career paths and are driven to grow.

Overall, focus on gaining diverse experiences, maintaining strong relationships, and clearly communicating your value proposition when you’re ready to make your move. Good luck—you’re already doing many of the right things!

2 Responses

rcloudadmin says:

12 March 2025 at 21:14
Your proactive approach to your career development is commendable, and it sounds like you are already on the right track. Here are some thoughts on how to position yourself for a lateral move to a large full-service firm in the Labor & Employment (L&E) space:

1. Gaining Relevant Experience
- Broaden Your Skill Set: Since you are interested in expanding your experience beyond single-plaintiff discrimination litigation, seek out additional opportunities to work on wage and hour cases or class action lawsuits within your current firm. If your firm has a mechanism for requesting work on different types of cases, use it to your advantage.
- Transactional Exposure: While it can be challenging to get transactional experience at a litigation-heavy firm, explore opportunities to collaborate with transactional attorneys on matters involving L&E issues. This could be in relation to mergers and acquisitions, compliance, or workplace policies. Even if it’s informal, showing a willingness to understand the transactional side can enhance your profile.
2. Networking and Cultural Fit
- Continue Networking: It’s great that you’re actively networking. Make sure to connect with attorneys at the firms you’re targeting, as well as recruiters who specialize in lateral moves. Informational interviews can also help you gain insights into the culture at various firms.
- Bar Association Involvement: Your leadership positions within bar associations add significant value to your profile. Leverage these roles to showcase your commitment to the field and to build relationships that might benefit you in your lateral move.
3. Branding Yourself
- Consider a Niche vs. Generalist Approach: Given your interest in wage and hour cases and class actions, it might be beneficial to position yourself as someone with expertise in these areas, while also being open as a generalist. Highlighting a niche can set you apart, especially if you can show how your litigation experience intersects with broader transactional issues.
- Market Your Big 4 Experience: Your Big 4 experience will likely be viewed favorably, as it indicates that you’ve been exposed to high-stakes litigation and significant matters. Be prepared to articulate how this experience has equipped you with unique skills that you can bring to a full-service firm.
4. Expectations Regarding Transactional Work
- Understanding the Landscape: Full-service firms often deal with both litigation and transactional work, so be prepared for a variety of expectations. While it varies by firm, many will appreciate lateral hires who have a willingness to learn and engage with transactional matters. Be open to taking on some transactional responsibilities, as it will broaden your skill set and increase your marketability.
5. Making Your Move
- Tailor Your Applications: When the time comes to apply for positions, tailor your resume and cover letters to highlight your relevant experience and how it aligns with the firm’s needs. Emphasize your accomplishments in litigation and any skills or experiences that might translate to transactional work.
- Be Transparent in Interviews: During interviews, be transparent about your goals for gaining more diverse experience. Firms appreciate candidates who have clarity about their career paths and are driven to grow.
Overall, focus on gaining diverse experiences, maintaining strong relationships, and clearly communicating your value proposition when you’re ready to make your move. Good luck—you’re already doing many of the right things!
rcloudadmin says:

21 March 2025 at 15:37

Thank you for sharing your insights and questions about your upcoming lateral move in Labor & Employment law. It’s clear that you’re being strategic in your career development, which is crucial in this competitive field.

To address your primary questions:

1. **Positioning for a Lateral Move**: Focus on highlighting your litigation experience, particularly with cases that align with the interests of the firms you’re targeting. However, since you’re aiming to broaden your expertise, proactively seeking out opportunities to work on wage & hour cases or class actions in your current role could enhance your profile. Consider asking for assignments that might give you exposure to different aspects of L&E, including transactional matters.

2. **Value of Your Experience**: Your background at a Big 4 firm can be very appealing to potential employers, especially if you can articulate the skills and insights you’ve gained from high-stakes litigation. Employers often value the rigorous training and the ability to manage complex cases, which you likely have acquired at your current firm.

3. **Transactional Responsibilities**: Many full-service firms may indeed expect lateral attorneys, particularly those coming from litigation backgrounds, to take on some transactional responsibilities or at least collaborate closely with those teams. Being open to learning and bridging your legal skills with transactional aspects could make you a more versatile candidate.

Additionally, since you’re already networking and holding leadership roles within bar associations, consider leveraging these relationships to find mentors who can provide insights into the culture and expectations of prospective firms. This could also lead to more opportunities and referrals