The 2026 lateral attorney market: what lawyers should know before moving

If you have been waiting for a better lateral market, the numbers are finally moving in your direction.

U.S. law firm lateral hiring increased 16.4% in 2025, according to the latest survey from NALP. Associate hiring rose 17.1%, and partner hiring rose 17.8%. That is real growth, spread across experience levels rather than concentrated in one narrow corner of the profession.

Still, a busier market is not an easy market. Firms are hiring with a specific business need in mind. The lawyer who can explain exactly how their experience solves that need will have an advantage over the lawyer with a polished resume and a vague reason for leaving.

Here is what the 2026 market looks like and how to approach it without wasting your time.

Demand is broad, but it is not evenly distributed

Lateral associates accounted for 58.2% of all lateral hiring in NALP's survey. Partners made up 22.3%, while counsel, staff attorneys, and other lateral lawyers accounted for the rest.

The biggest jump came from firms with 250 or fewer lawyers. Their lateral hiring rose 44%, compared with 20% at firms with 251 to 1,000 lawyers and 11% at firms with more than 1,000 lawyers.

That matters. Plenty of lawyers begin a search by looking only at the largest firms in a market. In 2026, that can mean overlooking midsize and boutique firms with strong work, more client contact, and a clearer path to advancement.

The underlying demand for legal services is broad, too. The 2026 Report on the State of the US Legal Market found strong 2025 growth in transactional practices such as M&A, real estate, and general corporate work. Litigation and labor and employment also grew. It is unusual to see transactional and countercyclical practices rising at the same time, and it gives experienced lawyers more than one pocket of opportunity.

What firms want from a lateral attorney

A firm is rarely hiring "a third-year associate" in the abstract. It needs someone who can step into a certain kind of work with a reasonable amount of support.

For an associate, that might mean experience drafting purchase agreements, taking depositions, managing discovery, or running a closing checklist. For counsel, it may mean subject-matter depth and the ability to supervise junior lawyers. A partner will need to explain the practice, the clients, and why the move makes economic sense.

Your materials and interview answers should make those details easy to find.

Before you apply, be ready to discuss:

• The types of matters you have handled recently
• What you owned, rather than what the broader team handled
• Your level of client contact
• The industries you know well
• Why this platform fits the next stage of your practice

Avoid hiding behind a long deal list or case list. Pick a few representative matters and explain what you did. The distinction sounds obvious, but it is where many interviews become foggy.

Remote options exist, although they are still firm-specific

Just over half of the offices in NALP's survey, 52.1%, said they had policies that allowed fully remote lateral hires. That was up from 49.2% the year before.

This does not mean half of all open roles are remote. It means the policy door is open at many firms, usually for a candidate with the right practice, experience, bar admission, and client needs.

If remote work matters to you, bring it up early enough to avoid a surprise but not as the first line of the conversation. Ask how the team actually works, not just what the written policy says. A firm can permit remote work while a particular partner expects the group in the office four days a week.

Prepare your story before the first interview

"I am looking for a better opportunity" tells a firm almost nothing. A useful explanation connects your current experience to something specific you want next.

Maybe your practice has become too narrow. Maybe you want more stand-up experience, more sophisticated deal work, a realistic partnership path, or a team with deeper support in your specialty. Those are understandable reasons. Complaining about your current firm is not.

Try to answer four questions in plain English:

1. Why are you open to moving now?
2. What do you want more of in your next role?
3. Why does this particular firm make sense?
4. What can you handle on day one?

The answers should fit together. If they do not, work on them before the interview rather than during it.

Get your materials ready before a strong role appears

Good lateral openings can move quickly. Waiting until one appears to update everything puts you behind candidates who are already prepared.

Start with a resume that shows practice depth. Deal sheets and representative-matter lists should describe your role without revealing confidential information. Partners should also have a current lateral partner questionnaire, or LPQ, and a supportable view of portable business.

You may also need:

• A law school transcript, especially at the junior level
• A writing sample with an explanation of what you wrote
• Bar admission details for each relevant jurisdiction
• References who understand the need for discretion
• A clear compensation range based on the full package, not salary alone

Do not send your resume around casually. Keep a simple list of every firm that has received it and who sent it. Duplicate submissions create confusion and can damage your candidacy.

A recruiter should make the search more precise

A legal recruiter can tell you which roles are active, where your background is likely to land, and whether a firm's stated needs match what the team will actually consider. The recruiter should also protect your confidentiality and get your approval before sending your materials anywhere.

That does not mean every opportunity will be right. A useful recruiter will say so when the fit is weak. The point is to run a focused search, not to see how many firms can receive your resume in a week.

Frequently asked questions about lateral attorney hiring

Is 2026 a good year to make a lateral move?

The latest NALP data shows a stronger lateral market, with hiring up 16.4% in 2025. Your individual prospects still depend on practice area, seniority, geography, and the quality of your experience.

When should I contact a legal recruiter?

Contact a recruiter before you feel pressure to leave. That gives you time to understand the market, prepare your materials, and wait for a role that improves your career rather than simply changing your address.

Will my current firm find out that I am interviewing?

A reputable recruiter will not send your resume or identify you to an employer without permission. Ask about the recruiter's confidentiality process before sharing sensitive information.

Should I apply to several firms at once?

A small, well-chosen group is usually better than a mass submission. You want enough activity to compare options without losing track of where your resume has gone.

Make the move on purpose

The 2026 lateral market has more motion than it did a year ago. Use that leverage carefully. A move should improve the work you do, the people you do it with, or the direction of your career. Ideally, it improves more than one.

Northside Recruiting runs confidential searches for associates, counsel, and partners nationwide. Browse current legal openings or start a confidential conversation.