How are partners selected at law firms?
I’ve been interning at a midsize firm for over a year now. Recently, they announced a new partner, who is a genuinely nice guy and well-liked by everyone (at least publicly). However, his promotion has raised some eyebrows within the firm.
He’s been with the firm for about eight years and has fewer than 100 clients, whereas other partners manage well over 600 to 700 clients. In contrast, one of our senior attorneys has roughly 500 clients, has been here for around 15 years, generates triple the revenue, and is known for being approachable and collaborative. In fact, the new partner often seeks her assistance on niche issues.
This situation has left my colleagues and me wondering how partner decisions are truly made. Initially, we assumed that client generation and strong performance were the primary factors, but it seems like our senior attorney excels in these areas and is objectively more qualified. She mentioned that she was not even considered for a partnership.
Does anyone have insights into what factors firms typically consider in the partner selection process? I understand that criteria can vary between firms, but any information would be appreciated!
Thank you!
One response
It sounds like you’re in a situation that many people in the legal field have encountered, where the partner selection process can be quite opaque. While different firms may weigh various factors differently, there are several common considerations that might influence partner promotions:
Client Relationships: While client numbers are important, the quality of those relationships can be just as crucial. Sometimes, a candidate may have a few loyal clients who generate significant revenue or are strategically important to the firm.
Cultural Fit: Firms often look for partners who embody the firm’s values and culture. It’s possible the new partner aligns well with the firm’s vision or has demonstrated leadership qualities that resonate with the existing partners.
Specialization and Niche Knowledge: If the new partner has a specialized skill set that the firm values or a unique expertise that enhances the firm’s overall offerings, it may justify his promotion despite fewer clients.
Mentorship and Development: Firms may consider how candidates contribute to the development of junior attorneys and the firm’s future leaders. If the new partner has made significant contributions in mentoring or training, that can weigh heavily in the decision.
Political Dynamics: The promotion process can sometimes be influenced by internal politics. Relationships with existing partners and the ability to navigate the firm’s culture and politics can impact decisions significantly.
Performance and Potential: The decision might reflect a long-term vision, where the firm sees potential in the new partner that may not yet reflect in current metrics like client numbers or revenue.
Market Considerations: External factors, such as market trends, client demands, and competitive positioning, can also affect these decisions. The firm may feel that promoting him aligns better with their future strategies.
It can be frustrating when these decisions seem inconsistent or unfair, especially when a more established candidate might feel more deserving based on conventional measures. It’s important to keep focus on your own development and contributions, as career paths can be unpredictable in the legal field. Your coworker’s lack of interest in partnership discussions could also indicate that she is content with her current role or has different career aspirations, which might explain why she wasn’t considered.
Ultimately, understanding this process can be complex, and it might be helpful to have open conversations with mentors or partners at your firm to gain further insights into how partnership decisions are made.