The National Association for Law Placement (NALP) reported in May 2026 that U.S. law firm lateral hiring rose 16% in 2025, marking the second consecutive year of expansion in the lateral market. The continued growth underscores a competitive environment in which firms are actively investing in talent to deepen practice capabilities, broaden geographic reach, and respond to evolving client demand. For clients evaluating outside counsel, these dynamics offer useful context for assessing firm stability, team continuity, and access to specialized expertise.
According to NALP's release, lateral associates drove the majority of activity, representing 58.2% of all lateral hiring in 2025. The strong share attributable to associate-level moves suggests that firms are placing significant emphasis on building mid-level bench strength, the cohort most often responsible for day-to-day client service, document-intensive workstreams, and the development of subject-matter knowledge across complex matters. Sustained associate mobility may also reflect ongoing recalibration following shifts in firm staffing models and the maturation of hybrid work practices.
Lateral partner moves accounted for 22.3% of lateral hiring in 2025, reflecting continued competition for senior talent across U.S. firms. Partner-level movement frequently signals strategic repositioning, whether through the addition of new practice groups, expansion into emerging industries, or the strengthening of regional offices. For clients, partner transitions can influence engagement continuity, conflicts considerations, and the composition of teams handling long-running matters.
Taken together, the NALP data points to a lateral market that remains broadly active rather than concentrated at any single level of seniority. Firms continuing to recruit at scale may be better positioned to meet demand in areas such as regulatory enforcement, transactional work, litigation, and other specialized fields where deep expertise is required. At the same time, robust lateral activity reinforces the importance of clear communication between firms and clients regarding staffing, transitions, and engagement continuity over the life of a matter.
Clients evaluating outside counsel relationships in light of these market trends are encouraged to discuss team composition, succession planning, and practice coverage directly with their firms.
This release is provided for general informational purposes only and does not constitute legal advice. Clients should seek tailored advice from qualified counsel regarding their specific circumstances.