Big Law Life

In today's episode, I discuss more of the pressing questions and challenges that associates in BigLaw frequently face, including how much you should be checking in when you're out on vacation; how much face time is enough; what to consider before requesting a transfer to another office; and whether you should stay in your law firm if you're less than thrilled with life in BigLaw after less than a year.

At a Glance: 00:00 Introduction: Big Law Associate Advice 01:19 Should you check emails while on vacation? 03:25 Why even a 5-minute daily check-in matters 03:52 How often should you be in the office? 05:18 Matching your office presence to your career goals 06:29 What to consider before requesting an office transfer 07:20 Personal vs. professional reasons for switching offices 08:17 Managing office transfer logistics and stakeholder buy-in 09:55 Who pays for relocation—and what bar requirements matter 11:21 Should you stay in Big Law if you're unhappy a few months in? 12:19 Distinguishing tough adjustments from toxic environments 13:14 Why staying a year or more improves future options 14:06 What you're learning—even when it doesn't feel like it 15:17 Big Law as training ground: why it's still worth it

Rate, Review, & Follow on Apple Podcasts & Spotify

Do you enjoy listening to Big Law Life? Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.

For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select "Write a Review." Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!

For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars.

Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? Here are ways to reach out to her:

www.lauraterrell.com

[email protected]

LinkedIn: https://www.linkedin.com/in/lauralterrell/

Instagram: https://www.instagram.com/lauraterrellcoaching/

Show notes: https://www.lauraterrell.com/podcast

In today's episode, I sit down with Gretta Rusanow, Head of Law Firm Group Advisory Services for Citi Global Wealth at Work, to break down the findings of the 2025 Citi Hildebrandt Client Advisory. This annual report is one of the most closely watched analyses in the legal industry, providing insights on market trends, firm growth strategies, and the evolving business model of law firms.

We explore some of the biggest challenges and opportunities law firms are facing, including the slow but inevitable adoption of generative AI, shifting leverage models, the expansion of non-equity partner tiers, and how firms are approaching lateral hiring in an increasingly competitive market. If you're a law firm leader, an aspiring partner, or simply want to stay ahead of where the legal industry is headed, this episode is packed with valuable insights.

At a Glance:

• 00:00 Introduction: The Future of Big Law

• 01:20 Overview of the Citi Hildebrandt Client Advisory and its influence on law firm strategy

• 04:03 How law firms are responding to generative AI and why spending remains low

• 08:20 The challenge of recouping AI investment costs while maintaining profitability

• 10:46 How AI may reshape associate leverage models and impact billing structures

• 16:07 The role of lateral partner hiring and why success rates remain modest

• 20:56 The rise of the non-equity partner tier and its impact on law firm economics

• 27:21 The risks of an overgrown income partner tier and how firms can manage it effectively

• 30:51 Growth markets and law firm consolidation trends in 2025

A Few Takeaways:

Generative AI Adoption Is Slow, But Inevitable: Despite all the buzz, law firms spent less than 1% of their revenue on generative AI tools in 2023. Firms are still in the assessment phase, but large-scale investment is coming. Those that successfully integrate AI will need to balance efficiency gains with sustainable billing models.

Leverage Models Will Shift, But Not Disappear: While AI may reduce the need for first- and second-year associates to perform certain tasks, firms are more likely to reshape their leverage models than abandon them. Many firms expect a shift toward mid-level and senior associates who can refine AI-generated work rather than a dramatic cut in junior hiring.

Lateral Hiring Is a Gamble: The success rate of lateral hires remains low, with many firms finding that promised books of business don't always materialize. Firms that succeed in lateral hiring have rigorous integration strategies, ensuring new partners are fully embedded in firm culture and client relationships.

The Non-Equity Partner Tier Is Expanding for Retention: More firms are embracing the income partner model as a way to retain senior associates who might otherwise leave. While this strategy can strengthen talent pipelines, firms must carefully manage this tier to avoid the inefficiencies seen in past decades.

Market Consolidation Is Expected to Continue: The cost of running a law firm is rising, from AI investments to partner compensation. In an environment of modest demand growth, firms will increasingly turn to mergers and strategic consolidation to remain competitive, particularly in high-cost legal markets like New York, California, and London.

Rate, Review, & Follow on Apple Podcasts & Spotify

Do you enjoy listening to Big Law Life? Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.

For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select "Write a Review." Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!

For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars.

How to reach Gretta Rusanow: [email protected]

Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? - here are ways to reach out to her:

www.lauraterrell.com

[email protected]

LinkedIn: https://www.linkedin.com/in/lauralterrell/

Instagram: https://www.instagram.com/lauraterrellcoaching/

Show notes: https://www.lauraterrell.com/podcast

In this episode, I break down the key issues surrounding origination credit, how firms allocate it, and the strategies you need to advocate for your fair share. Whether you're an equity partner, a non-equity partner, or a rising attorney thinking about your future, this discussion provides essential insights to help you navigate the often opaque world of credit allocation.

Origination credit is one of the most critical factors determining compensation, recognition, and career advancement in Big Law—but many lawyers don't fully understand how it works until they hit roadblocks.

I explore the different models firms use, the impact of origination credit on client relationships, and how to handle situations where credit is unfairly withheld. You'll also hear about practical approaches for protecting your interests and ensuring that your contributions are recognized.

At a Glance:

• 00:00 Introduction: Why origination credit matters

• 01:20 The key role of origination credit in compensation and promotion

• 02:30 How firms allocate credit and why policies are often vague

• 05:15 Strategies for partners to claim and negotiate origination credit

• 07:30 How firms use multiple client numbers to distribute credit

• 09:10 When to escalate disputes over credit allocation

• 12:00 Should you ask clients to intervene on your behalf?

• 14:05 The risks of firms failing to update credit allocation policies

Rate, Review, & Follow on Apple Podcasts & Spotify

Do you enjoy listening to Big Law Life? Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.

For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select "Write a Review." Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!

For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars.

Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? - here are ways to reach out to her:

www.lauraterrell.com

[email protected]

LinkedIn: https://www.linkedin.com/in/lauralterrell/

Instagram: https://www.instagram.com/lauraterrellcoaching/

Show notes: https://www.lauraterrell.com/podcast

In today's episode, I explore one of the most critical yet overlooked aspects of making a lateral move as a partner in Big Law: evaluating your future practice group before making the jump. A firm's overall reputation and financials matter, but your day-to-day success and satisfaction will depend significantly upon how your specific group operates.

I break down six essential questions every lateral partner should ask before accepting an offer -- from understanding how the group influences origination credit, to internal competition and management of clients, to evaluating whether the firm's business development support for the group is effective and well-thought out. Whether you're considering a move or advising colleagues who are, this episode provides the practical insights you need to make an informed decision and avoid costly surprises.

At a Glance:

• 00:00 Introduction to Big Law Life and why evaluating your practice group is critical before making a lateral move

• 01:20 The difference between assessing a firm's overall reputation vs. understanding your day-to-day practice group experience

• 02:48 Why lateral partner candidates often overlook key questions about their future practice group

• 04:07 Question 1: Does the practice group complement your skills, or will you be competing for the same work?

• 06:13 How to assess internal competition and potential conflicts over key clients

• 07:12 Question 2: Are you joining an established team or expected to build a practice from scratch?

• 08:37 How firms vary in their willingness to support lateral partners in hiring associates and expanding their teams

• 10:06 Question 3: How does the practice group pitch and win new clients?

• 11:37 The warning signs of a dysfunctional business development strategy

• 13:09 Question 4: How much influence does the practice group leader have over compensation and evaluations?

• 14:29 Why some groups have more control over partner resources and career progression than others

• 15:30 Question 5: Does the practice group quietly enforce unwritten rules that contradict firm policies?

• 16:51 Real world examples of practice groups ignoring firm policies on leave, origination credit, and compensation

• 17:48 Question 6: How does this firm's approach compare to competitors and industry best practices?

• 19:14 Why understanding your practice group's internal operations is so critical

• 20:05 Closing thoughts: Doing your due diligence before making a lateral move to ensure long-term success

Rate, Review, & Follow on Apple Podcasts & Spotify

Do you enjoy listening to Big Law Life? Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.

For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select "Write a Review." Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!

For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars.

Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? - here are ways to reach out to her:

www.lauraterrell.com

[email protected]

LinkedIn: https://www.linkedin.com/in/lauralterrell/

Instagram: https://www.instagram.com/lauraterrellcoaching/

Show notes: https://www.lauraterrell.com/podcast

In today's episode, I dive into one of the most common challenges for lawyers in large law firms—finding the right mentor. It's a common problem as formal mentoring programs may fall short of providing meaningful guidance, it can be hard to find mentors with the time to really connect with you, and figuring out who is best to help you navigate the particular hurdles you're facing in your work life isn't always clear. In this episode discuss how to identify the potential mentors both inside and outside your firm, how to approach them, and how to cultivate a valuable, long-term mentoring relationship. Whether you're looking for guidance on firm politics, client relationships, or business development, identifying the right kind of mentor is truly important.

I share practical strategies for seeking out mentors who can provide specific, actionable advice—no vague career tips or generic feedback. If you've ever struggled to find someone who truly supports your professional growth, this episode will give you a roadmap for making those crucial connections.

At a Glance:

• 00:00 Introduction to Big Law Life and how to approach mentoring in Big Law

• 01:20 Why formal mentoring programs often fall short

• 02:08 How to identify lawyers who could be strong mentors

• 03:39 The importance of observing how senior lawyers communicate, give feedback, and handle client relationships

• 05:18 Learning from lawyers who explain complex concepts clearly and concisely

• 06:34 Don't limit yourself. Mentors don't have to look like you or share your background

• 07:25 Building an organic relationship instead of asking outright for mentorship

• 09:07 Making yourself available and showing initiative in seeking mentorship

• 10:40 Why a single mentor may not meet all your needs & the importance of building a network of mentors

• 12:15 The value of external mentors and non-lawyer advisors

• 14:10 How to approach busy lawyers and ask for guidance without overstepping

• 15:32 Maintaining and nurturing your mentor relationships over time

• 17:02 How to stay visible to your mentor without becoming a burden

• 18:24 A strategic approach to checking in with mentors and keeping them engaged

• 19:08 Acknowledging and appreciating your mentor's time and contributions

• 19:39 Why recognizing your mentor's help strengthens the relationship

• 20:05 Closing thoughts on the importance of mentorship in Big Law

Rate, Review, & Follow on Apple Podcasts & Spotify

Do you enjoy listening to Big Law Life? Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.

For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select "Write a Review." Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!

For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars.

Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? - here are ways to reach out to her:

www.lauraterrell.com

[email protected]

LinkedIn: https://www.linkedin.com/in/lauralterrell/

Instagram: https://www.instagram.com/lauraterrellcoaching/

Show notes: https://www.lauraterrell.com/podcast

In today's episode, I tackle one of the biggest questions associates in large law firms often wrestle with -- when is it time to leave your firm? Some of the key signals that indicate it might be time to start looking elsewhere include when you're struggling to meet your billable hours with no sign of that changing, losing a key partner champion that could help make or break your future at the firm, struggling on the path to partnership or promotion, or seeing troubling shifts in firm culture or compensation.

I also discuss how to time a departure strategically, including how to navigate bonuses and negotiations when making a move. If you're debating whether to stay or go, this episode offers a clear framework to help you make an informed decision.

At a Glance:

• 00:00 Introduction to Big Law Life and today's topic

• 01:20 The most common reasons associates consider leaving

• 02:00 Struggling to meet billable hours: when it's a personal issue vs. a firm-wide problem

• 04:14 Why prolonged slow periods (9-12 months) can put your career at risk

• 04:37 Losing a key partner advocate and how it affects your career trajectory

• 06:04 When your path to partnership stalls and no one can give you a clear answer why

• 07:44 Undercompensation as a red flag for firm instability

• 09:05 Cultural shifts that signal it may be time to leave

• 11:15 How and when to time your exit strategically

• 12:17 Final thoughts on evaluating your options before making a move

Rate, Review, & Follow on Apple Podcasts & Spotify

Do you enjoy listening to Big Law Life? Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.

For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select "Write a Review." Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!

For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars.

Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? - here are ways to reach out to her:

www.lauraterrell.com

[email protected]

LinkedIn: https://www.linkedin.com/in/lauralterrell/

Instagram: https://www.instagram.com/lauraterrellcoaching/

Show notes: https://www.lauraterrell.com/podcast

In today's episode, I break down why even highly skilled, well-regarded lawyers can still fail to make partner—and what you can do to avoid that fate. If you've been getting great reviews, meeting your billable targets, and even bringing in business but still aren't seeing a clear path to partnership, you're not alone. I've served on partnership committees and evaluated countless candidates, and I've seen three common reasons why some lawyers don't make the cut. From understanding the financial and structural realities of your firm, to identifying the right advocates, to assessing whether your firm is truly the right fit, this episode covers what you need to be thinking about now if you want to successfully navigate the partnership process.

At a Glance:

• 00:00 Introduction – Why Big Law Life exists and what law school doesn't teach you

• 01:20 The frustrating reality: Why talented, high-performing associates can still fail to make partner

• 03:03 The first critical factor: Understanding your firm's financials, structure, and business needs

• 06:00 Why great lawyering isn't enough—you need to offer something the firm needs right now

• 06:43 The second critical factor: You need internal advocates, and one key partner to guide you through the process

• 09:09 How to find the right person to help you—and why the partner you work with most closely might not be the one

• 11:11 The third critical factor: When failing to make partner has nothing to do with you and everything to do with your firm

• 12:37 Why some firms have an unspoken "type" that makes partnership harder for certain lawyers

• 14:29 Key questions to ask yourself before committing to partnership at your firm

• 15:15 Final thoughts on strategically crafting your path to partnership

Rate, Review, & Follow on Apple Podcasts & Spotify

Do you enjoy listening to Big Law Life? Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.

For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select "Write a Review." Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!

For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars.

Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? - here are ways to reach out to her:

www.lauraterrell.com

[email protected]

LinkedIn: https://www.linkedin.com/in/lauralterrell/

Instagram: https://www.instagram.com/lauraterrellcoaching/

Show notes: https://www.lauraterrell.com/podcast

In today's episode, I discuss how junior partners in large law firms can differentiate themselves within their firms and the broader market. Many newly minted partners find themselves competing against more experienced colleagues for work and visibility. I explore strategies for carving out a niche, leveraging unique skills beyond legal expertise, and actively marketing yourself both internally and externally. From highlighting non-traditional strengths like financial management and team leadership to optimizing your law firm bio and LinkedIn presence, I provide actionable insights to help lawyers build their brand and position themselves for long-term success.

At a Glance:

• 0:00 Introduction – Challenges junior partners face in standing out internally and externally

• 1:20 Why senior attorneys often get priority for work

• 2:57 Identifying what made you a partner and leveraging it

• 5:06 Using AI, cannabis law, and other niches to stand out

• 7:15 Management and budgeting can set you apart

• 9:02 Positioning yourself as indispensable within the firm

• 10:45 Using LinkedIn and branding to gain visibility

• 12:30 How most lawyers miss opportunities to highlight strengths

• 14:15 Getting credit for your contributions when the firm doesn't

• 16:40 Using LinkedIn and Substack to showcase expertise

• 18:55 Posting insights to build credibility

• 21:30 The value of self-promotion and differentiation

Rate, Review, & Follow on Apple Podcasts & Spotify

Do you enjoy listening to Big Law Life? Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.

For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select "Write a Review." Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!

For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars.

Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? - here are ways to reach out to her:

www.lauraterrell.com

[email protected]

LinkedIn: https://www.linkedin.com/in/lauralterrell/

Instagram: https://www.instagram.com/lauraterrellcoaching/

Show notes: https://www.lauraterrell.com/podcast

In today's episode, I sit down with Kate Cappaert, a partner in the Intellectual Property group at Steptoe. We discuss a major shift in Steptoe's associate compensation—one that gives lawyers more control over their careers and work-life balance.

Steptoe's new model allows associates to choose from three different billable hour targets, with corresponding salary levels, providing a level of flexibility rarely seen in Big Law. We explore how this model was developed, the firm's commitment to maintaining an open dialogue with associates, and what it means for career progression, partnership considerations, and recruiting.

Kate, who serves as chair of Steptoe's Professional Development Committee, shares insights into how the firm designed this initiative to address long-standing concerns from associates while ensuring that firm goals and client service standards remain intact.

At a Glance:

• 0:00 Introduction: The shift in associate compensation that led Steptoe to rethink the billable hour model

• 1:20 A unique approach: Why Steptoe introduced three billable hour targets and how they work

• 2:57 The firm's motivation: What associates wanted and how this model addresses their concerns

• 5:06 Flexibility with structure: How the tiered approach allows associates to adjust their hours annually

• 7:15 First-year associates: Why they start with a standard target before choosing a path

• 9:02 Moving across tiers: How associates can adjust their billable targets over time

• 10:45 Impact on partnership: Whether choosing a lower tier affects promotion prospects

• 12:30 Compensation considerations: How salary and bonuses are structured within this model

• 14:15 Partner perspectives: How firm leadership responded to this shift in associate compensation

• 16:40 Recruiting implications: How this new model is shaping lateral hiring and on-campus recruiting

• 18:55 Training integration: How non-billable training hours are factored into the new compensation model

• 21:30 Looking ahead: How Steptoe will evaluate the success of this approach in 2025

Article describing Steptoe's associate compensation program: https://www.law.com/americanlawyer/2024/12/09/steptoe-offers-associates-new-flexible-billable-hour-tracks-in-revamped-comp-system/

Rate, Review, & Follow on Apple Podcasts & Spotify

Do you enjoy listening to Big Law Life? Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.

For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select "Write a Review." Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!

For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars. How to reach Kate Cappaert: https://www.steptoe.com/en/lawyers/katherine-cappaert.html

Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? - here are ways to reach out to her:

www.lauraterrell.com

[email protected]

LinkedIn: https://www.linkedin.com/in/lauralterrell/

Instagram: https://www.instagram.com/lauraterrellcoaching/

Show notes: https://www.lauraterrell.com/podcast

In today's episode, I break down the nuances of the counsel role in Big Law—what it really means, how it differs across firms, and whether it can be a stepping stone to partnership or a career dead-end. I address the biggest challenges lawyers face when considering a counsel position, including unclear compensation structures, lack of business development credit, and the evolving role of non-equity partners. If you're thinking about a counsel position—whether as a promotion or a lateral move—this episode will help you ask the right questions to ensure it aligns with your career goals.

At a Glance:

• 0:00 Introduction: The evolving role of counsel in Big Law and why it varies across firms

• 1:20 Lack of a clear definition: Why counsel roles differ significantly between firms

• 2:06 Counsel as contract attorneys: How some firms use the role to retain talent without long-term commitments

• 3:07 Counsel as a path to partnership: When the role is a stepping stone versus a permanent position

• 4:23 Key questions to ask: Understanding firm expectations before accepting a counsel offer

• 5:16 Business development expectations: Whether counsels receive credit or budget for generating clients

• 7:23 Compensation uncertainty: How salary and bonus structures for counsels differ from associates and partners

• 9:02 When a counsel role makes sense: Strategic reasons for choosing counsel over partner or associate positions

• 12:00 The changing landscape: How the rise of non-equity partners is reshaping the counsel role

Rate, Review, & Follow on Apple Podcasts & Spotify

Do you enjoy listening to Big Law Life? Please consider rating and reviewing the show! This helps support and reach more people like you who want to grow a career in Big Law.

For Apple Podcasts, click here, scroll to the bottom, tap to rate with five stars, and select "Write a Review." Then be sure to let me know what you loved most about the episode! Also, if you haven't done so already, follow the podcast here!

For Spotify, tap here on your mobile phone, follow the podcast, listen to the show, then find the rating icon below the description, and tap to rate with five stars. Interested in doing 1-2-1 coaching with Laura Terrell? Or learning more about her work coaching and consulting? - here are ways to reach out to her:

www.lauraterrell.com

[email protected]

LinkedIn: https://www.linkedin.com/in/lauralterrell/

Instagram: https://www.instagram.com/lauraterrellcoaching/

Show notes: https://www.lauraterrell.com/podcast