Lateral Attorney Search Process

At Oakstreet Attorney Search, our mission is to facilitate a seamless lateral job search experience for you. We have outlined the entire process, from the initial contact with an Oakstreet recruiter to the interview, offer, and onboarding stages. Each Oakstreet recruiter is a licensed attorney with over a decade of experience in the legal industry, ensuring you receive expert guidance throughout your lateral search journey.

1. INITIAL CONNECTION

   1. Introductory call to review candidate’s practice, pain points, target markets,

      compensation goals, timeline, and recruiter’s process.

   2. Candidate updates resume, prepares/updates deal sheet, and requests transcript; Recruiter compiles tailored list of target firms.

   3. Follow‑up call to review resume edits, discuss target firms, and confirm outreach strategy and timeline.

      
      

2. SUBMITTAL

   1. Recruiter submits candidate materials through each firm’s required process, leveraging direct contacts to prioritize review.

   2. Ongoing follow‑up with firms for status updates and timeline clarity; recruiter keeps candidate informed.

   3. High‑priority roles often generate interviews within 1–2 weeks; lower‑priority or stretch submissions may take 4+ weeks to receive feedback.

3. INTERVIEW

   1. Interview prep call to set expectations, address potential red flags or experience gaps, and reduce candidate concerns.

   2. Virtual screening interview with one or two hiring partners; Follow‑up interview typically requested within 2–10 business days.

   3. Full‑round interview (on‑site or virtual) with additional partners and peers (4–10+ interviewers depending on team size and candidate seniority).

   4. Offers generally extended two days to two weeks after final interview.

      
      

4. OFFER

   1. Hiring partner delivers verbal offer; formal offer letter follows via email with compensation, class year, bonus, relocation, and benefits details.

   2. Candidates typically receive one to two weeks to decide, with extensions possible.

   3. Post‑offer call with recruiter to identify negotiation points (if applicable).

   4. Recruiter facilitates negotiation of salary, class year, bonuses, relocation, start date, parental leave, billable expectations, and other negotiables.

   5. Additional partner/associate calls may occur to address remaining questions.

      
      

5. CONFLICTS

   1. Firms request a conflicts spreadsheet covering 3–5 years of client representations (client, opposing/adverse party, description, dates, new firm involvement).

   2. Typical review timeline: two days to two weeks; longer for litigation, senior candidates, or when there is significant client overlap between firms.

   3. Conflicts teams request additional details as needed; most issues are resolved by walling off attorneys from specific matters or clients at new firm.

   4. ~95% of candidates clear conflicts; while extremely rare, unresolved conflicts with major clients can derail offers (occurs most often with partners with portable business).

      
      

6. RESIGNATION AND ONBOARDING

   1. Recruiter advises on resignation strategy after conflicts and background check clear.

   2. Candidate formally resigns with practice group leader/primary partner; typical notice period is two weeks from resignation date.

   3. Candidate transitions matters and completes current firm’s departure

   4. procedures.

   5. Candidate coordinates onboarding directly with new firm; Recruiter remains available for questions.

   6. Lateral associates usually start 6–8 weeks after initial submittal; partner transitions often take 3–6+ months.

If you're ready to start your lateral search, or if you'd like to discuss the market and develop a longer-term plan, contact us to schedule a confidential call to get started.