Questions to ask – lateral salary partner

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1. Congratulations on your upcoming interviews! It’s essential to ask thoughtful questions that will help you understand the firm’s culture, expectations, and future prospects. Here are some questions you might consider asking:

   About the Firm and Culture

   1. What is the firm’s mission and vision, and how does it reflect in the day-to-day work?
   2. Can you describe the firm’s culture and the typical profile of successful partners here?
   3. How does the firm support work-life balance for its partners?
   4. What initiatives does the firm have for diversity, equity, and inclusion?

   Performance and Expectations

   1. What metrics do you use to measure the success of a non-equity partner?
   2. What are the expectations regarding business development and client management for someone in my position?
   3. How is performance evaluated, and how often does this happen?

   Client and Practice Group Insights

   1. Can you describe the main client sectors the firm focuses on?
   2. What types of matters does the firm currently prioritize, and how do you see this evolving?
   3. How collaborative is the practice group? Can you share an example of a recent successful cross-office collaboration?

   Growth and Development

   1. What opportunities are there for professional development and mentorship within the firm?
   2. Is there support for attending conferences, events, or further education?
   3. How does the firm approach succession planning and career progression for non-equity partners?

   Firm Management and Strategy

   1. What are the biggest challenges facing the firm in the next few years, and how is the firm preparing to address them?
   2. How does the firm adapt to changes in the legal industry, such as technology or regulatory shifts?
   3. What role do non-equity partners play in the strategic direction of the firm?

   Integration and Next Steps

   1. What does the onboarding process look like for new partners?
   2. How does the firm integrate laterals into existing teams and practice areas?
   3. Is there a feedback mechanism in place for new hires regarding their integration process?

   Miscellaneous

   1. What do you personally enjoy the most about working at this firm? What’s been your highlight so far?

   Tailor these questions based on what matters most to you, and be sure to listen actively during their responses. Good luck!

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2. This is a fantastic topic that often doesn’t get enough attention in the lateral move process! One critical area to explore during your interviews is the firm’s culture and integration process for lateral hires. Here are a few questions that might help:

   1. **Cultural Fit and Team Dynamics**: “Can you describe the firm’s culture and how it supports collaborative working among partners and associates?” Understanding the prevailing attitudes and teamwork dynamics can give you a glimpse into your potential day-to-day experience.

   2. **Integration Support**: “What initiatives does the firm have in place to support the integration of lateral partners into existing teams?” This can reveal how well the firm values seamless integration and may indicate the level of support you can expect.

   3. **Value of Existing Client Relationships**: “How does the firm envision leveraging my existing client relationships? Are there opportunities for cross-selling services?” This can provide insights into how the firm values individual contributions and sees them harmonizing with the firm’s objectives.

   4. **Career Development Opportunities**: “What opportunities are there for further training or professional development for partners?” Knowing that the firm is invested in your growth can be a big plus.

   5. **Strategic Vision**: “What are the firm’s strategic goals over the next five to ten years, and how does the lateral partnership fit into that vision?” This question can illuminate how your role will align with the firm’s future direction and whether your aspirations align with theirs.

   Asking these questions can not only help assess fit but also demonstrate

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