If you are considering a lateral move, the 2025 market data points to a sustained shift in how large firms hire. The story was not only higher volume, but stronger demand for experienced lawyers with portable business, niche expertise, and immediate client value.

2025 highlights

Senior hiring outpaced junior hiring

  • AmLaw 200 firms made 13,214 lateral hires in 2025
  • Partner hiring reached 3,009, up about 10% year over year
  • Counsel hiring reached 1,974, up about 12% year over year
  • Associate hiring declined compared with recent peaks

The practical takeaway: many firms prioritized proven revenue and execution capacity over expanding junior benches.

Litigation remained the busiest lane

Litigation led lateral activity across seniority levels, with especially strong demand in complex disputes, enforcement defense, and high-stakes commercial matters.

Government pipeline strengthened

A meaningful number of federal attorneys moved into private practice, particularly in regulatory and enforcement-adjacent work. That dynamic increased demand for lawyers with agency-side perspective and investigations experience.

Group moves continued

Team acquisitions remained a major growth tactic, with firms adding depth quickly by hiring multi-lawyer groups instead of one-by-one builds.

Why the market behaved this way

Volatility drove legal spend

Uncertain policy, trade, and enforcement environments created steady demand for sophisticated legal guidance. For many firms, this sustained premium work in regulatory, disputes, and risk-sensitive practices.

AI pressure changed staffing math

As technology handles more repetitive junior tasks, firms often place even more value on senior attorneys who can lead matters, advise clients directly, and make complex judgment calls.

Compensation competition intensified

Compensation pressure continued across major markets, especially for senior laterals with business-generation upside or scarce expertise.

2026 outlook

Demand likely stays elevated, but focus areas may rotate

We expect continued activity in:

  • Litigation and investigations
  • Regulatory and enforcement work
  • Data, AI, and technology risk
  • Trade and geopolitical-sensitive practices
  • Private equity and M&A, if deal flow remains healthy

Geographic expansion should remain active

Boston, Philadelphia, Miami/South Florida, Texas, and London are likely to remain high-priority markets for many firms based on recent expansion patterns.

Senior talent should keep leverage

Senior associates, counsel, and partners with differentiated profiles are still positioned well. The strongest outcomes usually come from targeted searches based on platform fit, not broad reactive applications.

Risks to watch

  • Firms that overcommitted on guaranteed packages may tighten later if demand softens
  • Macro or policy reversals can quickly reshape demand in specific practices
  • Overly aggressive growth strategies can create integration and profitability pressure

What this means for lateral candidates

Partners and senior counsel with portable practices

You likely have multiple viable options. The key decision is platform fit for the next 5 to 10 years, not just headline compensation.

Senior associates and counsel without large books

Positioning matters. Focus on firms and groups where your experience directly supports a current growth objective.

Government attorneys

The private-market opportunity window remains strong, especially for enforcement, regulatory, and investigations experience.

A strong 2026 strategy is selective and evidence-driven: target the right practices, the right markets, and the right internal sponsor dynamics before entering process.