AmLaw 100 · AmLaw 200 · Elite boutiques
A recruiter for AmLaw attorneys,at the firms worth moving to.
From a former BigLaw associate. I’ve sat in your chair.
I place associates, counsel, and partners at AmLaw 100 firms, leading AmLaw 200 firms, and the elite boutiques that quietly outpay them. Every conversation is confidential, and your resume never moves without your written permission.
15 minutes. Completely confidential. Firms pay my fee, never you.
- 6 yrs
- In BigLaw before recruiting
- $0
- What you ever pay
- 100%
- Submissions need your approval
- AmLaw 100–200
- & elite boutiques
Who I work with
The lateral market is the strongest it’s been since 2021. Overall hiring rose 16% in 2025, with partner hiring at a five year high. But the best openings still never get posted. I work with attorneys good enough that firms compete for them.
Roughly 2–6 years
At top firms, where your billing rate and pedigree make you genuinely marketable. This is the window where the best laterals happen.
Weighing the next platform
Whether the question is partnership odds, a better practice fit, or rate relief, I’ll give you an honest read on where you actually stand.
With portable business
A confidential move where origination credit, lateral class year, and guaranteed comp are all on the table, and worth negotiating carefully.
If you’re at an AmLaw 100, an AmLaw 200, or a respected boutique in corporate, finance, regulatory, or litigation, you’re exactly who I work with.
Why work with a recruiter at all
If you’re searching from firm careers pages and LinkedIn, you’re seeing the visible market. The moves worth making usually happen in the part you can’t see.
Access to what’s never posted
A large share of lateral openings, especially at the partner level and the top firms, are filled through direct recruiter outreach and never hit a job board. From LinkedIn alone, you see a fraction of what’s open.
Market intelligence you can’t get alone
Who’s actually hiring in your practice, what comparable candidates are getting in offers, and which “stable” firms are quietly contracting in your group.
Credible advocacy
A submission introduced by a trusted recruiter lands very differently than the same resume sent cold. I frame your story so you’re evaluated, not filtered.
Negotiation cover
I push on comp, title, and terms so you don’t have to do it across the table from your future partners, and I know what’s realistic to ask for.
Most recruiters have never done your job. I have.
Before I recruited attorneys, I was one. I was a patent litigator at Weil Gotshal and Finnegan Henderson, so I know what a 2,200 hour year feels like, how firms think about fit, and what it’s actually like to sit on your side of this decision.
That’s the difference between a recruiter who forwards your resume and one who advocates for your career.
I know how partners actually evaluate laterals
Six years inside BigLaw means I know the difference between real trial or deal experience and repetitive support work, and how to frame yours so you’re evaluated instead of filtered.
I won’t waste your time with the wrong roles
No mass-submitting resumes. I run an in-depth career assessment, then target a select group of firms genuinely aligned with where you’re trying to go.
Total discretion, start to finish
Our conversations stay between us. Your materials don’t move without your written permission for each and every opportunity.
A simple, confidential process that respects your time
Three steps, no pressure, and an honest read from someone who has been on your side of the desk.
Confidential call
A 15 minute call to understand where you are, where you want to go, and what you’re not willing to compromise on.
Targeted shortlist
A curated set of roles matched to your practice, trajectory, and lifestyle, with specific reasoning on why each one fits.
Direct advocacy with decision makers
I take your materials straight to the hiring partner and frame your story so you’re evaluated, not filtered. Then I coordinate interviews, prep you for each step, and negotiate terms.
Ready to see what’s out there? It starts with one call.
Book a Confidential CallYou're already the leverage
Most mid-levels don't realize they're already carrying the team.
By year three to five, you're not a junior anymore. You're catching issues before they explode, turning partner chaos into usable work, and holding the client together at 2 a.m.
Partners saw it long before you did. My job is to make sure your next firm pays you like the leverage you already are.
Real stories, real career moves
Hear how attorneys made their next move.
“I didn’t think this kind of role was possible for me. But it was.”
“Steven understood where I was trying to go and built a path to it I couldn’t have done on my own.”
“It felt discreet, thoughtful, and personal. I never once felt ‘sold.’”
“He prioritized my career goals and what was best for my family. His guidance on positioning my experience, interview prep, and offer negotiation were all excellent.”
Growth firm vs stable firm
The attorneys who advance fastest move when their firm can't support what comes next.
In stable firms, opportunity gets redistributed: someone leaves, and you inherit their work. In growth firms, opportunity gets created: new clients need teams and new markets need leaders.
You don't need to be unhappy to explore. You need a platform that creates new seats instead of reshuffling who sits where. That's the question that shapes your next five years.
Questions you’re probably already asking
- Do I pay anything?
- No. Firms pay the placement fee, not you. Your cost is zero.
- Will my current firm find out?
- Not from me. Your identity stays confidential and your resume never goes to a firm without your written approval for that specific submission.
- What experience levels do you place?
- Associates (about 2 to 6 years), counsel and senior associates, and partners with portable business, at AmLaw 100, AmLaw 200, and elite boutique firms.
- Which practice areas?
- Corporate, finance, regulatory, and litigation: the practices driving most of the current lateral demand.
- What if I’m just exploring?
- That’s the right time to talk. A 15 minute call costs nothing and tells you a lot about whether the market is where you think it is.
Still have questions? Let’s talk.
Book a Confidential Call
Where I share candid takes on the lateral market, BigLaw moves, and what firms really look for.
About Steven
Before I recruited attorneys, I was one.
Six years as a BigLaw patent litigator gave me a perspective most recruiters don’t have. I know how partners evaluate laterals, how firms think about fit, and what it actually feels like to be on your side of this decision.
Nine years and hundreds of placements later, I focus on one thing: finding the right next role for attorneys who’ve outgrown where they are. Associates, counsel, and partners at AmLaw 100 firms and leading boutiques across corporate, finance, regulatory, and litigation.
The process is yours to control. I move at your pace, keep everything discreet, and stay focused on what’s right for you, not just what’s open.
“He listened, understood the dynamics of my group, and then introduced me directly to people who were relevant to my experience. I ended up with options that made sense for where I’m going.”— Associate, Corporate (AmLaw 50)