Your Law Firm Interview: A Candidate's Guide to Preparation and Success

Congratulations on landing an interview. As a lateral candidate exploring a new firm, the interview process can feel different from what you experienced coming out of law school. The stakes feel higher, the questions are more practice-specific, and the evaluation is as much about cultural fit as it is about your credentials. This guide answers the most common questions our candidates ask so you can walk in prepared, confident, and ready to make a strong impression. And remember — we're here to help you through every step of this process.

Before the Interview

How should I research the firm before my interview?

Go beyond the firm's homepage. We can share valuable context about the firm's culture, the team you're meeting with, and what the hiring attorneys are looking for — so start there. Beyond that, your research should cover several key areas:

Practice areas and recent matters: Review the firm's website for practice group descriptions, recent deal announcements, case victories, and press releases. If you can reference a specific matter the group handled, it shows genuine interest.
Attorney bios: Read the bios of every attorney you're scheduled to meet. Note their practice focus, career path, law school, and any published articles or speaking engagements. These details are excellent conversation starters.
Firm news and culture: Search legal trade publications (American Lawyer, Law360, Bloomberg Law) for recent coverage of the firm. Look for lateral moves, office openings, leadership changes, or notable wins.
Industry rankings: Check Chambers, Vault, and U.S. News rankings for the practice group you're interviewing with. Understanding where the firm positions itself in the market shows sophistication.
LinkedIn: Look at the profiles of associates at similar levels in the group. This gives you a feel for typical backgrounds and career trajectories at the firm.

What should I wear?

Business professional is the default unless you're specifically told otherwise. Even if the firm has a business casual day-to-day culture, interviews are a more formal occasion. It's always better to be slightly overdressed than underdressed. For virtual interviews, the same standard applies from the waist up — dress as if you're walking into the office.

Should I bring anything with me?

For in-person interviews, bring several clean copies of your resume on quality paper, a professional notepad, and a pen. Having a list of prepared questions in your notepad is perfectly fine — it signals that you've thought carefully about the opportunity. For virtual interviews, keep your resume and notes accessible on your desk or screen for quick reference.

Will I need to provide a writing sample?

Litigation teams in particular will commonly request a writing sample, and some transactional groups may as well. Choose a sample that demonstrates your analytical thinking and legal writing ability — a brief or memorandum of law is ideal for litigators. Select something you were the primary author of rather than a heavily edited collaborative piece. Keep it to roughly five to ten pages unless otherwise specified, and redact any confidential client information. Be prepared to discuss the sample in your interview — the underlying legal issues, why you made certain arguments, and what the outcome was.

Will I need a deal sheet?

If you're interviewing with a corporate or transactional team, yes — expect to be asked for a deal sheet. This is a summary of the transactions you've worked on, typically formatted as a list or table that includes the deal name or description, your role, the deal type (M&A, financing, capital markets, etc.), approximate deal value if publicly available, and the date of closing. Keep it clear, concise, and well-organized — one to two pages is usually the right length. Redact any confidential or privileged information, and be prepared to discuss any deal listed in detail during your interview.

We can review your deal sheet before you submit it and help ensure it presents your experience in the strongest light.

How early should I arrive?

For in-person interviews, aim to arrive at the building 10–15 minutes early. Check in with reception about 10 minutes before your scheduled time. Arriving too early can be awkward for the firm if your interviewers aren't ready, and arriving late — even by a minute — starts things on the wrong foot. If you're unfamiliar with the area, do a test run or leave extra buffer time for parking and building security.

Virtual Interviews

The majority of law firm interviews are conducted virtually, particularly in the early rounds. Many firms now use virtual screens as a standard first step before inviting candidates for in-person callbacks. The expectations are the same as an in-person meeting — dress professionally and bring the same level of energy and preparation — but the format introduces a few unique considerations.

How should I set up for a virtual interview?

Test your technology in advance. Check your camera, microphone, and internet connection well before the interview. Make sure you're familiar with the video platform being used (Zoom, Teams, Webex, etc.) and that it's installed and updated.
Choose your setting carefully. Find a quiet, well-lit space with a clean, neutral background. Natural light facing you is ideal. If your space is cluttered, a simple virtual background is acceptable, but a real, tidy background reads better.
Maintain eye contact. Look at the camera — not at the screen — when you're speaking. This creates the impression of direct eye contact for the person on the other end.
Minimize distractions. Close other tabs and applications, silence your phone, and let anyone in your household know you'll be in an interview.
Keep notes nearby. One advantage of virtual interviews is that you can have your research notes, prepared questions, and key talking points discreetly visible on your desk or a second screen.

Does a virtual interview carry the same weight as an in-person one?

Absolutely. Firms are making real hiring decisions based on virtual interviews. Treat them with the same seriousness and preparation you would an in-person meeting. The conversational dynamic may feel slightly different on screen, but the evaluation criteria are identical.

What if I have technical difficulties during the interview?

It happens, and interviewers understand that. If your connection drops or your audio cuts out, stay calm, reconnect quickly, and apologize briefly before moving on. Don't dwell on it. Having a backup plan — such as the interviewer's phone number or email — can give you peace of mind.

What to Expect During the Interview

What does a typical lateral interview look like?

Most lateral associate interviews involve meeting with two to five attorneys, either individually or in small panels, over the course of one to two hours. You'll typically meet a mix of associates and partners in the practice group. Each conversation usually lasts 20–30 minutes. Some firms do callback interviews over lunch or dinner, which are more conversational but still very much part of the evaluation.

What kinds of questions will I be asked?

Most law firm interviews are conversational rather than interrogative. As a lateral candidate, you should be prepared for several categories of questions:

Your background and story: "Walk me through your resume" is one of the most common openers. Have a concise, engaging narrative that explains your career arc and what brings you to this opportunity.
Why this firm: Interviewers want to know that you've chosen them specifically — not that you're just casting a wide net. Connect the firm's strengths to your professional goals.
Practice-specific questions: Expect detailed questions about your substantive experience. If you're a litigator, you may be asked about depositions you've taken, briefs you've written, or case strategy you've contributed to. If you're transactional, expect questions about deal structures, due diligence, or drafting experience.
Why you're looking to move: This is arguably the most important question in a lateral interview. Have a clear, positive answer that focuses on what you're moving toward — not what you're leaving behind.
Work style and personality: "How do you handle tight deadlines?" "Describe a challenging matter you worked on." These questions assess whether you'll fit the team's working style.
Long-term goals: "Where do you see yourself in five years?" The firm is investing in you and wants to know you're thinking about your career trajectory.

Will I be asked about my grades or law school performance?

Possibly. Even as a lateral candidate with years of experience, some firms will review your transcript (particularly the more junior you are). If your grades are strong, a brief mention is appropriate. If they're not your strongest selling point, be ready to pivot the conversation toward your professional track record, the complexity of matters you've handled, and the results you've achieved in practice. At the lateral level, most firms care far more about what you can do today than what your GPA was.

What about behavioral or hypothetical questions?

Some firms will ask situational questions like "Tell me about a time you received critical feedback" or "How would you handle a conflict with a senior associate?" Use a simple framework for these: briefly describe the situation, explain what you did, and share the outcome. Keep your answers focused and authentic — interviewers can tell when responses are overly rehearsed.

Key Talking Points to Prepare

Have clear, practiced answers for these core topics. You don't need to memorize scripts, but you should be able to speak comfortably and specifically about each one.

Your "walk me through your resume" story. This should be two to three minutes long and tell a coherent story: where you started, key experiences that shaped your development, and why you're exploring this opportunity now. Don't just recite your resume chronologically — give it a narrative thread.
Why you're looking to make a move. Frame this positively. Focus on what you're moving toward, not what you're running from. Strong answers center on practice development, client opportunities, firm culture, or platform fit. Never speak negatively about your current firm — interviewers will wonder if you'd say the same about them someday.
Why this specific firm and practice group. Be specific. Reference the firm's reputation in a particular area, a recent matter that interested you, or a quality of the practice that aligns with your goals. Generic flattery is transparent and unhelpful.
Two to three representative matters. Be ready to discuss specific matters you've worked on in enough detail to demonstrate your role and contributions. Avoid disclosing confidential information — you can speak generally about deal types, case postures, or industries involved.
Your strengths and development areas. Have a genuine answer for both. For strengths, give concrete examples. For development areas, choose something real but frame it around growth: "I'm actively working on developing my business development skills by attending industry events and writing articles."
Your long-term professional goals. You don't need a five-year plan mapped out, but you should be able to articulate the kind of lawyer you want to become.

Questions You Should Ask

Asking thoughtful questions is one of the most important parts of your interview. It signals engagement, seriousness, and genuine curiosity about the opportunity. Tailor your questions based on who you're speaking with.

For Associates

What does a typical day or week look like in this practice group?
How is work assigned? Is there a formal assignment system, or is it more organic?
What kind of training and mentorship has been most valuable to you here?
What surprised you most about working at this firm?
How would you describe the team's culture and working style?

For Partners

What does the growth trajectory look like for this practice group over the next few years?
What qualities do the most successful associates in your group share?
How do you approach mentoring and development for associates on your team?
What types of client exposure can I expect in my first year or two?
What are the firm's expectations for associates around business development?

About the Firm Generally

Can you describe the firm's approach to professional development?
How does the review and feedback process work for associates? Are there 360-degree reviews?
What distinguishes this firm from others you considered in your own career?

After the Interview

What should I do right after my interview?

First, relax. Get something to eat. Reset your day before diving back into your to-do list.

Then, after you've had some time to collect your impressions, message us and share your honest thoughts: what you liked, what gave you pause, how the conversations felt, and whether you can see yourself at the firm. The more transparent you are with us, the better we can advocate for you and guide the process. If something felt off, we want to know. If you're excited, we want to know that too.

Within the next 24 hours, also remember to send thank-you notes to your interviewers.

Should I send thank-you notes?

Yes, always. Send a brief, personalized email to each attorney you met within 24 hours of your interview. Reference something specific from your conversation — it shows you were engaged and listening. Keep it short and genuine. If needed, we can provide the interviewers' email addresses and can also review your notes before you send them.

When should I expect to hear back?

Timelines vary widely. Some firms make decisions within a few days; others take several weeks, especially if the role requires partnership approval or if you're part of a larger interview slate. We will follow up with the firm on your behalf and keep you updated throughout the process.

What if I'm asked about salary expectations?

Many firms, particularly larger ones, operate on a lockstep compensation scale, which means salary is tied to your class year and isn't individually negotiated. If the firm doesn't operate on lockstep, it's appropriate to ask about the compensation range for the role. If pressed for a number early in the process, you can say something like: "I'm open and flexible — I'm more focused on finding the right fit. I'm happy to discuss compensation in more detail as we move forward." We are also well-positioned to navigate compensation conversations on your behalf.

What if I'm not sure the firm is the right fit after interviewing?

That's completely normal, and it's exactly the kind of thing you should share with us. An interview is a two-way evaluation, and it's important that you end up somewhere you'll genuinely thrive. If something felt off — the culture, the work, the team dynamic — tell us. We'd rather help you find the right opportunity than push you into the wrong one.

Common Mistakes to Avoid

Speaking negatively about your current or former employer. Even if you had a genuinely bad experience, keep the focus on what you're looking for rather than what went wrong. This is one of the fastest ways to raise a red flag.
Being too generic. Answers like "I want to work at a firm with a prestigious reputation" apply to any firm and tell the interviewer nothing. Specificity is what makes your answers memorable.
Not asking any questions. This is one of the biggest missed opportunities in interviews. Having no questions can signal a lack of interest or preparation.
Over-sharing personal information. Keep the conversation professional. It's fine to be personable, but the interview should stay focused on your candidacy.
Failing to follow up. Both with the firm (thank-you notes) and with your recruiter team (post-interview debrief). These are simple, expected professional courtesies.
Underestimating the lunch or dinner interview. These are still interviews. Be polished, order something easy to eat, and don't drink too much if alcohol is offered. The conversational tone doesn't mean the evaluation has stopped.
Delaying on administrative requests. When a firm asks for your transcript, writing sample, or references, send them within 24 hours. Slow follow-through on simple requests can raise concerns about reliability.
Not being honest with your recruiter. We can't effectively advocate for you if we don't know how you're really feeling. If you have concerns, reservations, or competing offers, share them with us early.

Final Thoughts

The best interviews feel like conversations, not interrogations. The firm is evaluating you, but you're also evaluating them. Pay attention to how the attorneys interact with each other, how they describe their work and culture, and whether you can see yourself thriving there. Authenticity, preparation, and genuine curiosity go a long way.

That's what we're here for. We have placed candidates at these firms before and can provide insider knowledge about the firm's culture, interview style, and what the hiring team is prioritizing. Lean on us before, during, and after the process.

Good luck — you've got this.