Why partner moves in 2025 require more strategy than ever

As we move into a busy season for partner recruitment in the legal sector, several emerging trends are shaping conversations between firms and lateral partners.

From rising expectations around books of business to evolving remuneration models, it’s clear that both candidates and firms are approaching the market with greater scrutiny and strategy.

If you're currently exploring the market or preparing for conversations with recruiters, here are a few key insights to keep in mind:

Expectations around portable books of business have shifted
Minimum thresholds are increasing, a trend we’re seeing across the board, from national to US firms. This reflects deeper due diligence and a sharper focus on the real portability of a practice.

Confidence is key—but realism is crucial
Partners should balance belief in their book with practical expectations. Overstating portability can place candidates under undue scrutiny or pressure post-move. Accuracy helps ensure a smoother integration and builds long-term trust with your new firm.

Remuneration structures are evolving too
The long-held benchmark of taking home one-third of your book is now pushing closer to one-quarter. On the other hand, there’s also a rise in commission-based models, highlighting a broader shift toward performance-driven compensation at the partner level.

Set expectations early
Having transparent conversations with your recruiter from the outset around both your book and your financial goals will lead to better-aligned opportunities and smarter negotiations.

If you’re open to a confidential discussion about your practice’s portability, market positioning, or partner-level remuneration trends please do get in touch.