CHOOSE YOUR OWN ADVENTURE: An Immersive Guide for Your Legal Career

Big Law, boutique, or beyond? The legal industry is full of variety. What you do, where you work, with whom you work, and how you work are often influenced by the specific legal practice or team you join. Whether you are simply curious about the versatility of a law degree or are more seriously contemplating the progression of your own legal career, this article is designed for you to explore different paths and issues you may encounter in the profession.

Introductory Thought Exercise

Think of a typical day in your current or most recent job …

What time did you wake up? How long did it take for you to get ready to start your workday? Did you have time to exercise, enjoy a cup of coffee while it was still hot, or do any activity that brings you joy and helps you kickstart your morning? How long did it take for you to get to work? How did you get to work? What did you wear to work: formal attire (e.g., suit), business casual, or business on top and party on the bottom (e.g., professional look for virtual meetings)? Did you report to a home office, private office, shared office, coworking space, or cubicle?

Did you have to appear in court, and if so, which one (e.g., civil, criminal, family, appellate, etc.)? Did you have to visit an accident/incident site or otherwise visit a client’s place of business? Did you appear for a deposition, mediation, negotiation, client meeting, etc.? Did you work by yourself or with co-counsel, and is that co-counsel junior or senior to you? Did you perform any document review or otherwise finalize and exchange documents or other written communications, reports, contracts, etc.? Did you eat lunch, and if so, were you working at the same time? At what time did you stop working that day? Did you do any activities for personal enjoyment at the end of your workday?

Some additional questions to reflect upon…

What is your experience level in relation to other members on your team? What is the ratio of senior-to-junior professionals? Are you part of a small, mid-size, or big legal team? Are you part of a law firm/office or an in-house legal department? What is the ratio of legal staff to lawyers, and how, if at all, does it impact the flow of your workday? Is there diversity in your workplace (e.g., age, race, gender, disability, parent status, etc.), and does that matter to you? How would you describe the flow of work assignments/projects given to you (e.g., steady, sporadic, overwhelming, manageable, etc.)? Are you satisfied with your compensation and any other benefits or perks?

You have now created a vivid backdrop for your unique exploration of the legal profession. With your answers to the previous questions in mind, follow each branching scenario below to reveal insights into your desired workplace, lifestyle, and professional development and advancement. Let’s begin!

CURRENT GOALS

Which statement below best describes your current goals?

1)      I would like to work at a well-renowned law firm with national or international reach that offers long-standing clients, likelihood of financial stability and resources, and steady work (including high stakes, publicized, or controversial matters), earn a high salary and bonus, and invest years in my development and advancement for the potential for partnership. I am ready to report to the office 3-5 times a week and work long hours, including weekends, holidays, and vacations.

2)      I am driven by specific areas of law and/or industries and would like to develop my own niche in the legal profession through responsibility and management of my cases/matters (including direct client communication) and mentorship and collaboration with my colleagues without having to rely on a traditional partner track. In exchange for a healthier work-life balance and hands-on experience with complex legal issues early in my career, I am willing to accept compensation, prestige, and support (with respect to non-billable/administrative work tasks) less than what I would expect in an environment with a traditional partner track.

3)      Work-life balance is my topmost priority while I continue to develop and strengthen my professional skills in a role that involves my unique legal background and passions/interests. Although flexibility with respect to hours, workplace, schedule, responsibilities, etc. may lead to some disruption in workflow, financial stability, or career advancement, I am willing to take those risks to best pursue my personal and professional needs.

***

If you chose Statement #1→ Jump to Path A.

If you chose Statement #2→ Jump to Path B.

If you chose Statement #3→ Jump to Path C.

***

PATH A: Big Law

Congratulations! You’ve accepted an offer from a major AmLaw 100 firm. By working in Big Law, you have chosen a large law firm with offices and clients located nationwide and even across the globe. You’re expected to report to the office 3-4 days a week and wear business attire. Although no business is ever immune to economic volatility, the long-standing relationships with clients in various industries with diverse needs for legal counseling and representation often provide steady and high-volume work generally leading to financial stability and wealth for the firm. As such, most Big Law firms have resources to more fully staff their teams (compared to smaller firms) and provide necessary tools (including technology, such as work phones, VPN access, internal electronic filing systems, etc.) for their employees to perform their jobs efficiently and effectively from anywhere at any time.

Clients often pay high billing rates for quality and punctual service, which typically requires Big Law legal professionals to consistently work or at least be available to respond to client (and partner) demands outside traditional business hours, including, but not limited to weekends, holidays, and vacation or personal days. As compensation, employees in Big Law will often earn higher wages, salaries, or bonuses as compared to those working in smaller or less prestigious firms and law offices. However, some legal professionals may feel stuck or limited in their roles due to potentially inflexible team or practice group structures that are in place to ensure efficient and organized workflow for completing assignments/tasks. For example, most Big Law practice groups consist of partners, associates, and dedicated legal staff, such as paralegals and legal secretaries assigned to work with specific lawyers, and each legal professional has their defined role and particular assignments, which may prevent exploration of different industries, clients, matters, or projects, etc. For lawyers, the journey to partnership is often competitive and long; however, once accomplished, partners often have more influence and control over their day-to-day responsibilities and thereby the trajectory of their careers and professional growth. Jump to Scenario One.

Scenario One: You’ve been working on a major Mergers and Acquisitions deal that spans two time zones, and the deal finally closed earlier this week. You look forward to enjoying the weekend for the first time in a while.

How are you going to approach work this weekend?

1)      Completely unplug over the weekend by setting an out of office message or otherwise resuming all work on Monday, including checking emails.

2)      Periodically check emails and respond accordingly by acknowledging receipt and providing a date you will complete any requested assignments or work and complete any new assignments over the weekend.

***

If you chose Statement #1→ Jump to Choice A.

If you chose Statement #2→ Jump to Choice B.

***

Choice A: Self-Care & Boundaries

By choosing to unplug from work during a weekend without any work emergencies or imminent deadlines, you have prioritized your overall health and relationships outside of work, including time with friends, family, loved ones, and most importantly, yourself outside of your role as a legal professional. The practice of law is known for its rigor and can lend itself to burnout if professionals do not set boundaries for themselves. However, the timing, length of time, and frequency of choosing self-care and boundaries over work may come at a cost with respect to professional advancement depending on partner, client, practice group, or firm-wide expectations. An associate, for example, who is consistently available even on weekends, may set themselves apart from other associates by demonstrating their reliability and commitment to the firm and practice, and may sooner be considered for partnership than other associates. When working in Big Law, there may be fewer opportunities for self-care and boundary-setting (or at least more purposeful efforts must be made to carve out that time and space) due to the competitive journey for partnership, the prestigious reputation of the firms, and expectations of the clients.

Balance is key. Checking emails with intention (e.g., not out of habit or every time you receive a notification) to identify and address any quick or urgent tasks may help with balancing personal and professional responsibilities. Also, communicating specific times of unavailability to your team ahead of time, so your team can plan accordingly helps you protect your boundaries without leaving your team and clients in the lurch. Jump to Scenario Two.

Choice B: Going Above & Beyond   

Legal professionals working in Big Law are expected to be available around the clock to meet clients’ needs. Setting boundaries to protect your health and wellness (including mental health) is crucial, especially for legal professionals who often encounter burnout. However, choosing to respond to weekend communications demonstrates initiative, dedication, and reliability—all qualities that can help you set yourself apart for leadership opportunities including partner track or more complex work. Going above and beyond can help you achieve your professional goals but be sure to balance hard work with some self-care to prevent burnout. Jump to Scenario Two.

Scenario Two: You’re approaching your 7^th year of practicing law. You have been working in Big Law your entire legal career. You have made one lateral move during that time, and you’ve been with your current firm for the past 3+ years. One of the reasons you moved to your current firm is their emphasis on mentorship and investing in their associates with the goal of those associates advancing to partnership. Recently, a couple of the partners who you consider to be your mentors have been talking more with you about partnership, including expectations of being a partner and the formal process (e.g., nomination by a current partner, interview and review of candidate and candidate’s work, decision/vote by equity partners). They have also been creating opportunities for you to take the lead on certain matters and have more direct communication with clients with little to no supervision. Most importantly, an equity partner with whom you have very little interaction saw you in the elevator recently and said, “I heard about the hearing, good work!” leading you to believe your mentors have now become sponsors of your partnership.

Is partnership what you really want?

1)      Yes, I am ready to fully embrace working towards partnership, even though it is not guaranteed and if it does happen, it can take up to a few more years to become a non-equity partner and even longer to become an equity partner. Promotion comes with more money and more responsibilities, but less work-life balance.

2)      No (or I don’t know) so I am going to explore my options by working with a trusted and experienced legal recruiter.

***

If you chose Statement #1→ Jump to Choice A.

If you chose Statement #2→ Jump to Choice B.

*** 

Choice A: Partner Track

The road to partnership differs at each firm. Typically, in Big Law, associates are eligible for partnership starting in their 8^th year. Smaller firms or firms with niche practice areas/specialties may consider associates for partnership as early as their 5^th year of practice. In addition to total years of practice, law firms usually require at least 2-4 years of experience with the specific firm, giving opportunities to experienced lateral hires once they have demonstrated their commitment to that firm and expertise in client matters and firm business. Before the formal nomination and review process begins, usually a senior partner will sponsor and nominate the associate eligible for partnership. Sponsorship, in this context, means the senior partner will advocate for your success (as opposed to offering only guidance through mentorship). Additionally, an associate may be given leadership roles like supervising junior associates, independent work like taking the lead with client matters, and engaging in business development activities ahead of any nomination.

Each firm’s interview and review process is different, but generally, equity partners will assess the candidate’s dedication and qualifications/work, and review their performance metrics, including, but not limited to billable hours/realization rates and book of business before deciding by vote whether to promote an associate to partner. There are two types of partners: Non-Equity and Equity. Each firm is different with respect to when an associate or non-equity partner can be eligible for equity partnership, but the primary difference between the two is that equity partners have an ownership interest in the firm, thereby sharing profits or losses (as opposed to a traditional salary) and having voting rights.

Not everyone who is nominated is promoted to partner due to potential skill gaps, team structure, or firm economics. Every associate who is on partner track must eventually decide whether it is the right path for them. Partners not only handle more complex legal issues, but also handle business development, including bringing in more business/clients to the firm and overall management of the firm. If the convergence of law with business of law interests you, then partnership is the right path for you.

Outcome: Congratulations! After completing the full formal process, you made partner entering your 9^th year of practice. Your higher salary comes with more responsibilities, including high billable hours, growing your book of business, and other leadership roles, such as supervising legal support staff and associates. Now you must decide whether equity partner is your next goal (e.g., more profits + voting power + more work including increased billing versus leadership and control of your career). Skip to Conclusion or See an Alternative Outcome.

Alternative Outcome:

You’re approaching your 9^th year as an associate, and you have not yet been promoted to partner. There have been significant changes to your firm’s structure, so you no longer anticipate a place for you in the partnership rank at your firm (or you have otherwise decided not to pursue partnership anymore).  See Choice B.

Choice B: Explore Your Options

Partnership is not the only outcome for lawyers. Law offers an array of opportunities for professionals. Working with a trusted and experienced legal recruiter can help you identify the ideal role for you with respect to job function, location, and growth opportunities. Jump to Scenario Three.

Scenario Three: A legal recruiter has been contacting you for weeks: phone calls, LinkedIn messages, and emails. Quite persistent. However, these messages are different from most of the recruiter communications you usually receive—your name is spelled correctly, the message identifies your correct practice area and level of experience, and it is about a unique opportunity to work in-house, which you have never seriously considered until now. Out of curiosity, you search for the recruiter on Google and LinkedIn, not only do you confirm this is a real person (not a scam), but also the recruiter has extensive experience in the legal industry. You’re working from home today when the recruiter calls. You decide to answer this time because why not? It doesn’t hurt to have a conversation and make a new connection.

During this conversation and subsequent conversations with this recruiter, what do you learn about yourself?

1)      I enjoy my current role and law firm, and I realize now I want to take on leadership roles with respect to firm management and business development.

2)      I enjoy my current work and firm, but I am not interested in the business side of practicing law.

3)      I am not interested in business development or law firm management, but I would like to work more closely with clients (or a specific client) on diverse matters impacting their business and move away from billing.

4)      I enjoy my current work, but due to structural changes at my current firm, I do not anticipate being promoted to partner, although I would like to take on leadership roles with respect to firm management and business development.

5)      I enjoy my practice area, but I would prefer to work with fewer clients, reduce my billable hours, and handle niche matters focusing on my areas of expertise.

6)      None of the traditional career paths in law are exciting to me (anymore). I’d like to move away from the practice of law while continuing to use my legal skills, like negotiation, communication, analysis, and problem-solving, and my knowledge of the industry in my area of expertise in another role.

***

If you chose Statement #1→ Return to Choice A: Partner Track (above).

If you chose Statement #2→ Jump to Choice A.

If you chose Statement #3→ Jump to Path C → Choice A.

If you chose Statement #4→ Jump to Alternative Outcome – Lateral Move.

If you chose Statement #5→ Jump to Path B.

If you chose Statement #6→ Jump to Path C.

***

Choice A: Of Counsel

Not everyone can be or wants to be a partner, and that’s ok! For lawyers who are passionate about their practice and would like to continue advancing in their legal work without stepping into management, they may want to explore an Of Counsel role, which is often a designation for experienced lawyers, who the law firm wishes to retain without the partner title, responsibilities, and (oftentimes) salary. Not all law firms have this opportunity, and, in fact, different law firms may use the title to mean different functions—for example, a retired partner may have an Of Counsel title. It is important to research and understand the structure of your law firm and how opportunities at your firm can align with your needs and goals before taking next steps in your career. Discussing your strategy and career plan with a trusted professional, such as a mentor or legal recruiter, can help you navigate the many roads you can travel in your legal career.

Outcome:

Congratulations! After doing your research and learning about the Of Counsel positions at your current (or prior) firm, you discussed your professional goals with your mentors and partners and they agreed to add you to their team as Of Counsel to reflect your level of experience and expertise without the responsibilities of firm management and business development. Skip to Conclusion or See Alternative Outcome: Lateral Move.

Alternative Outcome – Lateral Move:

If your current role does not align with your short-term or long-term goals, then consider making a lateral move. For example, although Of Counsel roles are common, in the event the only option for career growth at your current or most recent firm is partner track and you’re not interested in partner work, then a lateral move may be the next step in your career. Similarly, if you choose to follow a particular path (like working in public interest or embracing a flexible work schedule or non-legal job) and you are no longer satisfied with that decision, a law degree and experience can open other doors for you. You deserve to find a role or a workplace that aligns with your goals and needs. A lateral move is a job change to a similar role with a similar employer. However, you may also want to consider a move to a different kind of employer depending on your specific needs. Now that you have gained some experience on your adventure, reassess your current goals by revisiting the original question (above): “Which statement below best describes your current goals?” to explore different options, or skip to the conclusion to end your adventure.

***

PATH B: Boutique Practice

Congratulations! You’ve joined a highly regarded litigation boutique firm with a strong reputation and lean team. A boutique firm is a smaller firm offering niche or specialized services. Due to their size and structure, junior lawyers at boutique firms tend to have more hands-on experiences earlier on in their careers as compared to their Big Law counterparts, oftentimes leading to faster career development and advancement. As such, a lawyer at a boutique firm does not need to rely on becoming partner to handle more complex legal matters or have control/autonomy over their legal practice (including but not limited to flexibility with hybrid or remote work). On the other hand, due to the smaller size of boutique firms, lawyers should expect fewer resources as compared to that of Big Law, requiring more time and effort spent on non-billable/administrative/operational tasks. Depending on the specific law firm, compensation can be comparable to that of Big Law but typically expect less than a Big Law salary and bonus. Further, due to the specialized nature of boutique firms, their book of business is more exclusive (highly selective), and their billable hour requirements tend to be less.

If you're coming from Big Law in your adventure, skip to Scenario Two; otherwise jump to Scenario One.

Scenario One: You’re a couple years into your practice. One of the partners entrusts you with direct client communications and solo court appearances and other litigation activities. In contrast, you have a friend, who is the same (law school graduate) class year as you, working in Big Law who is primarily working on document review/discovery and research and writing.

What do you do?

1)       You take the lead and run with it to continue along your path of early career advancement and development at a boutique firm.

2)       While you are confident in your abilities and trust your partner’s faith in you, you request formal mentorship and guidance before taking on more responsibilities.

***

If you chose Statement #1→ Jump to Choice A. 

If you chose Statement #2→ Jump to Choice B.

*** 

Choice A: Take the Lead

Although it makes you nervous to be taking on so much more responsibilities than your friend working in Big Law who is the same year as you, the boutique environment provides more hands-on experience for its attorneys without the need to wait for promotion to senior counsel or partner. As a junior attorney, you can be prepared to handle matters or certain elements of a case independently. In the wrong environment, this early independence can lead to burnout or anxiety if the attorney does not feel supported. Therefore, embracing guidance and mentorship along the way is important to develop your independent practice and maintain a sustainable work-life balance. Jump to Scenario Two. 

Choice B: Mentorship

Big Law firms rely on structure, and as such, many (if not all) Big Law firms have mentorship programs built-in to their teams to ensure associates are learning and improving their practice. Those mentorship programs may be formal mentor-mentee assignments or regularly scheduled Lunch and Learn or other networking events in addition to informal interactions between partners and associates. Boutique law firms, typically, do not have the same rigidity of structure, which offers unique career growth to their associates. However, in the wrong environment in which a firm is overworking its associates without opportunities for mentorship or training, that career growth may become stagnant and lead to burnout. Jump to Scenario Two.  

Scenario Two: You are given the opportunity to take the lead on all matters coming in for a new client at a boutique law firm.

How does that make you feel?

1)      I am excited to take on this responsibility because I am achieving the work autonomy I’ve desired!

2)      I’m hesitant about this additional responsibility and digging deeper into this niche area of law/industry/client base.

***

If you chose Statement #1→ Jump to Choice A.

If you chose Statement #2→ Jump to Choice B.

***

Choice A: Building A Niche Practice

The opportunity to build your own practice through independent client interactions and case management at a boutique firm is a strong way to cultivate your brand, reputation, and skills in your niche area of law, if that is your goal. Keep in mind with more responsibility, comes less time for work-life balance, but time is relative, so if you’re moving to a boutique role from Big Law, the adjustment may be welcome. Moreover, the deeper you dig into your niche market, the harder it may be to move away from that specific area if later you would like to be more of a generalist.

Outcome: You’re a respected figure in a tight-knit legal circle—scrappy, savvy, and known for your legal acumen, and you continue to thrive in your niche market whether you stay at your current boutique firm, move elsewhere, or start your own practice. Skip to Conclusion.

Choice B: There’s More Out There

Trust your gut. For some, their work in whatever niche market they are in at their boutique law firm is exactly what they want to do, and they can see themselves doing it for years to come. Maybe you don’t feel the same and you’ve been itching to explore another area of law. It should be noted the further you are in in your practice, the harder it is to lateral to a different practice area, although not impossible and also dependent on your specific transferable skills and experience. If the idea of digging deeper into your niche market is not an exciting prospect for you, consider exploring other options. See Alternative Outcome – Lateral Move (above).

***

PATH C: Beyond Traditional Law

You’ve decided to look outside the traditional law firm model. Partner track, billable hours, and firm management and culture are not appealing to you (anymore).

What interests you the most?

1)      I would like to work closely with an established client with a steady and successful track record on matters impacting their business and legal affairs and all other aspects of their business operations.

2)      I would like to continue practicing my legal skills and knowledge in a role, in which I can do good and serve my community.

3)      I would like to tap more into my creativity by exploring work, including leadership roles, in new and unique industries that would involve diverse responsibilities, including the overlap of business and legal affairs.

4)      I enjoy using my versatile skills as a lawyer (e.g., communication, negotiation, problem-solving, analysis, issue-spotting, writing, etc.), but flexibility with my work schedule and/or location of work is non-negotiable for me.

***

If you chose Statement #1→ Go to Choice A.

If you chose Statement #2→ Go to Choice B.

If you chose Statement #3→ Go to Choice C.

If you chose Statement #4→ Go to Choice D.

***

Choice A: In-House

Congratulations! You accepted an offer to work with a Fortune 500 company’s in-house law department. This is a perfect opportunity for a lawyer looking to handle diverse matters involving the overlap between law and business (e.g., contracts, employment, intellectual property, regulatory and compliance, data and privacy, etc.). Like Big Law, no company is immune to economic volatility but working with an established company with a steady and long track record is a more stable option than a startup. However, if you leave a traditional role in Big Law, expect a pay-cut in salary. Not all in-house roles are the same, but generally without the requirement of billable hours, in-house roles typically offer a better work-life balance. Also, in more senior levels of a company, what may be lost in base salary is made up in stock options and other perks. In addition to a generally better work-life balance, typically, in-house lawyers wear more relaxed clothes to work (e.g., business casual) when reporting to the office, the frequency of which may not be as strictly required as that of law offices, which tend to require at least 3 days in-office. Further, in-house lawyers are not regularly involved in litigation or courtroom activities—those matters are usually handled by outside counsel/law firms, although in-house counsel will oversee and monitor big-picture progress. Jump to Scenario One.

Choice B: Government or Public Interest

At times, lawyers working in private practice can feel unfulfilled by their work, especially if they are unsatisfied with their work-life balance. If you are looking to make a career out of serving your community, giving back, doing good, or believing in the mission of your employer to serve those in need or who need representation, then exploring roles in government, public interest, non-profit or not-for-profit organizations may be the right path for you. Some examples include District Attorney’s Office, Legal Aid Society, a municipal, state, or federal law department or agency, or nonprofit advocacy group. In pursuit of a mission you believe in, expect a pay cut. Also, work-life balance will depend on the nature of work and particular employer. Although law firms generally have higher billing requirements/expectations for their lawyers creating an “always on” work environment and pace, public interest lawyers may be more emotionally invested in their work, which can take a toll on one’s mental health. Also, legal employers that are not in the “for-profit business” likely do not have the same resources as that of law firms (especially Big Law), so lawyers in public interest roles should expect to perform more administrative tasks on top of their legal work, which may, include a high-volume case load.

Outcome:

Congratulations! You feel fulfilled in your choice to work in public interest and dedicate your career to doing good. Now you can work towards handling more complex, controversial, or high publicity matters and/or entering leadership and management roles. Skip to Conclusion or See Alternative Outcome: Lateral Move (above).

Choice C: Startup

Congratulations! You accepted an offer to work as an in-house lawyer for a startup company. This is a perfect opportunity for a lawyer seeking to handle diverse matters involving the overlap between law and business (e.g., contracts, employment, intellectual property, regulatory and compliance, data and privacy, etc.) involving creativity, innovation, and novelty. Unlike Big Law or working for a well-established company with a long track record (e.g., Fortune 500 company), startups are more prone to volatility and instability that may be risky for some. However, when successful, startups can be lucrative, especially if an employee is given the option for equity as part of a compensation package. Not all in-house roles are the same, but generally without the requirement of billable hours, in-house roles typically offer a better work-life balance, although working with anything new often means building from the ground up without having institutionalized practices or precedents. Due to the nature of a startup, an in-house lawyer working in this environment may have more flexibility and autonomy with how they perform their work compared to their counterparts in a more established company or law firm. Jump to Scenario One.

Choice D: Outside of the Box

Some lawyers, such as those with young kids, elder care responsibilities, or their own health matters, must reassess how best to balance their professional goals with their personal needs. For example, the school day starts and ends during traditional work hours, and certain medical appointments can only be done during traditional work hours. Flexibility, such as a flexible or reduced work schedules (e.g., part-time or contract/project based) or options to work remotely or in co-working spaces may be paramount for someone with those circumstances. Additionally, some people work best in environments where they have autonomy over their work, including how and when they work. A role, such as a freelance position, can offer that independence. Moreover, the versatility of a law degree and legal experience affords opportunities for lawyers to explore roles outside of the legal profession (e.g., Human Resources Manager, Real Estate Broker, Politician, Professor, Consultant, CEO, Writer, among other roles). If flexibility and autonomy of work are your primary goals or needs, then a flexible work schedule and/or non-legal role may be best for you. Consider the financial and professional impact of any choice to either reduce your hours or facetime in an office or firm setting with respect to career advancement (e.g., may not be thought of immediately for project/case assignments or opportunities for promotion, reduced salary, etc.). Also consider the longer someone is away from legal practice, the harder it could be to return to a traditional legal role because legal employers, typically, perceive time away as a skill gap. However, an individual’s specific work experience and history will lead to different results.  

Outcome:

Congratulations! You have created the career that best fits into your life (not the other way around). A few years have passed. Now you must decide whether you will continue down this path or if it was only temporary due to unique life circumstances that have since changed. Skip to Conclusion or See Alternative Outcome: Lateral Move (above).

Scenario One: You miss working in a law firm (to some extent). For example, you miss the intellectual rigor of specialized and complex areas of law more often seen when handling matters for a variety of clients, built-in mentorship opportunities in the partner/associate structure, camaraderie with a larger legal team including partners, associates, of counsel, paralegals, legal assistants, etc. Maybe you also miss your previous compensation package (e.g., financial stability, higher salary, etc.).

Which statement do you agree with most?

1)      Now that I have experience working in a traditional law firm—whether Big Law, mid-size, or boutique—and in-house, I would like to return to a more traditional setting to regain the parts of the culture that I miss without returning to an unmanageable work-life balance.

2)      I’ve evaluated the pros and cons of working in-house instead of a traditional law firm setting, and I am confident in-house was the right move for me. I will dedicate more time to mentorship or volunteer work to best achieve my professional goals.

3)      I don’t have prior law firm experience or any interest in practicing at a law firm, but I would like to expand my professional outreach.

***

If you chose Statement #1→ Go to Choice A.

If you chose Statement #2→ Go to Choice B.

If you chose Statement #3→ Go to Choice B.

***

Choice A: Best of Both Worlds

A move to an in-house role is not for everyone. Some who make the move miss certain aspects of a traditional law firm role and desire to return. However, returning to a law firm—whether Big Law, mid-size, or boutique—has its challenges, which will all depend on your individual experience. Length and nature of experience prior to moving in-house and while working as an in-house attorney will impact how a prospective legal employer will value your experience and your anticipated contributions to their team. For example,

• Employers desire candidates with transferable skills to ease any transition and flatten the learning curve—workers who can jump right in and be profitable to the company/firm. Therefore, shifting into Big Law without prior Big Law experience would be challenging.

• Because in-house lawyers are not usually handling day-to-day litigation activities, a lawyer seeking a litigation role after working as in-house counsel may find it difficult to return to a law firm compared to a lawyer with a similar background seeking a corporate/transactions role.

• A lawyer returning to a law firm from in-house may be perceived as “rusty” due to time away from the rigors of billing and lack of variety and volume of client matters; and therefore, may not have the same opportunities afforded to them (including level of compensation) as that of a lawyer in the same (law school graduate) class year who has uninterrupted law firm experience.

Challenging does not mean impossible and there have been shifts in legal market hiring trends indicating legal employers are becoming more open to hiring candidates with non-traditional career paths. While trying to balance the best of both worlds (i.e., law firm and in-house), you may want to consider an Of Counsel role at your prior firm or similar firm to best balance your personal and professional goals. Return to Choice A: Of Counsel.

Choice B: Create Your Own Brand

There are trade-offs to any role you decide to pursue in any profession, including law. Although in-house does not offer the same culture and opportunities as law firms, if your goal is to engage with lawyers to foster career development and advancement, continue to practice certain skills like writing, public speaking, negotiating, etc., or otherwise expand your outreach, mentorship and volunteer work can fulfill your goals outside of your in-house responsibilities. Joining a local bar association and participating in one (or more) of their committees or volunteering for an organization that offers pro bono services (e.g., Volunteer Lawyers for the Arts or Innocence Project) are a couple ways to tap into elements that you may be missing from a traditional law firm while continuing to thrive in your in-house role.

Outcome: Congratulations! You’ve redefined success on your terms to create the career that best suits your personal, professional, and financial needs and goals. Skip to Conclusion.

***

CONCLUSION: YOUR ADVENTURE ENDS HERE (FOR NOW)

Thank you for participating in this Choose Your Own Adventure exercise. We hope it provided insight into the legal profession and your individual preferences. It is not meant to be an exhaustive list of topics, issues, or career paths in the legal industry. Even the way the trajectories unfold in the exercise will not necessarily unfold the same way in reality due to variables and differences among law firms, other legal employers, teams, and individual professionals.

Moreover, not every Big Law, boutique, or non-traditional role is the same and your personal preferences with respect to workplace type/location, need of flexibility, mentorship, autonomy, creativity, work-life balance, compensation (e.g., salary, bonus, insurance benefits), etc. will also determine the best role for you.

There is no one right way to build a legal career. Each move has trade-offs, but the key is to know your own metrics for success and wellness. Whether you crave prestige, impact, balance—or something in between—there’s a path for you. And we’re here to help you navigate it.

Not sure which path is for you? Let’s talk. Reach out to a legal recruiter who can help you find your path.

Not ready to have a conversation? Check out our complimentary resources on our website. The Self-Assessment can help you identify your ideal role specific to your priorities, needs, and goals, and the Goal Setting Action Plan can help you create a SMART (specific, measurable, achievable, relevant, and time-bound) plan to work towards landing that ideal role.

When you are ready, you can use the information gathered from those additional exercises of self-reflection and introspection to have focused and productive conversations with a trusted mentor or experienced legal recruiter about the market trends in your preferred industry and location that most align with your career goals. Wherever you are in your career, we wish you success and progress!

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