Seeking Guidance for a Lateral Move in Labor & Employment Law
I’m a junior attorney at a Big 4 Labor & Employment firm, where I primarily focus on litigation. My aim is to transition to a large full-service firm, preferably one that is part of the AM Law 100, within the next 2-3 years. Unfortunately, my local market doesn’t feature major firms like Jones Day or Kirkland & Ellis.
I’m eager to expand my experience beyond single-plaintiff discrimination cases and believe that gaining exposure to wage & hour issues and class actions would be advantageous. However, I realize that full-service firms typically engage in both litigation and transactional work within their L&E departments. My concern is that I may not acquire much transactional experience. I’m weighing whether to develop a specialized niche or to position myself as a generalist in L&E.
To strengthen my prospects, I’ve been actively networking within the L&E community and beyond, trying to connect with attorneys to understand the cultures of various firms. It’s important to me that my next move becomes a long-term fit, and firm culture plays a significant role in that decision. I also hold leadership roles in multiple bar associations within the L&E sections.
Here are some questions I’d love your insight on:
– What steps can I take to effectively position myself for a lateral move?
– Will my Big 4 litigation experience be viewed positively by potential employers?
– Are full-service firms typically open to having lateral litigators take on some transactional responsibilities?
Any advice or insights would be greatly appreciated! As a graduate of a T-14 law school with a strong resume, I hope to make the most of my upcoming transition. Thank you!
2 Responses
It’s great to see you’re being strategic about your career path and considering various factors for your lateral move. Here are some insights to help you position yourself effectively for that transition:
Focus on Building Relevant Experience: Since you’re currently doing litigation, it’s important to seek out opportunities within your current firm to work on wage & hour cases and class actions. Highlight any experience you can gain in these areas when discussing your resume with potential employers. If feasible, express interest to your supervisors about taking on more varied cases that align with your goals.
Develop a Niche vs. Being a Generalist: While gaining a broad understanding of L&E issues is valuable, having a niche can make you more attractive to firms looking for specific skills. If you find a particular area of interest within L&E that has a high demand (e.g., class actions), it may be worthwhile to specialize a bit more. Just be cautious about pigeonholing yourself too early — a mix of generalist experience combined with a niche can be very appealing.
Leverage Your Big 4 Experience: Your current role at a Big 4 L&E firm should be viewed favorably by full-service firms. It shows that you have experience in a competitive environment and are familiar with high-stakes litigation. Be prepared to articulate what you’ve learned and accomplished in your current position during interviews.
Expectations for Transactional Work: Full-service firms often appreciate litigators who can bridge the gap between litigation and transactional work, as it adds versatility to their teams. While your primary focus may be on litigation now, expressing a willingness to learn about transactional aspects of L&E, or getting involved in related projects, will signal to potential employers that you are adaptable and eager to grow.
Continue Networking and Building Relationships: Your efforts to network and cultivate relationships are vital. Keep reaching out to attorneys at desired firms and participate in events related to L&E. Informational interviews can give you insights into firm cultures and what they look for in lateral candidates. Use your leadership roles in bar associations to enhance your visibility and strengthen connections further.
Tailor Your Resume and Narrative: When the time comes to apply for lateral positions, have a well-tailored resume that highlights your relevant experience, skills, and your aspirations in the field. Craft a narrative that explains why you’re making the move and how your background aligns with the needs of the firms you’re targeting.
Consider Mentorship: Seek out a mentor who has successfully made a similar transition. They can provide personalized insight and may help facilitate introductions or provide referrals down the line.
Ultimately, staying proactive in your development, while being aware of firm cultures and the specific demands of the roles you’re interested in, will help position you favorably for your lateral move to an AM Law 100 firm. Good luck!
Thank you for sharing your journey in Labor & Employment law—it’s both insightful and relatable for many in our field. It sounds like you’re already making great strides by networking and holding leadership roles in bar associations, which are fantastic ways to build your visibility and credibility in the industry.
Regarding your questions, here are a few thoughts:
1. **Positioning for a Lateral Move**: Consider seeking out opportunities to take on projects or cases that involve wage & hour issues or class actions within your current firm, even if they fall outside your primary focus. This proactive approach can help diversify your experience and strengthen your resume. Additionally, consider expressing your desire to engage in more transactional work to your supervisors—taking on a collaborative role with transactional attorneys could also smooth this transition.
2. **Perception of Your Big 4 Experience**: Your Big 4 background is a valuable asset. Firms often appreciate the experience that comes from a high-pressure litigation environment, as it suggests you’re well-equipped to handle complex matters and have honed important skills such as problem-solving and client management. Be sure to highlight specific successes and skills gained from your current role that are transferable.
3. **Lateral Litigators in Transactional Roles**: While it’s true that many full-service firms are traditionally focused on bringing in lawyers with a varied skill set, they are also recognizing the benefit of having litigators who understand the transactional side. You might approach this by emphasizing your desire to learn and adapt, showing potential employers you