Why Partners Are Moving More Now Than Pre-COVID
The pandemic didn’t just change how lawyers work, it changed how they think about their work. Before COVID, most partners stayed put for years, even decades. Stability was a mark of success, and changing firms carried a hint of risk or disloyalty. However, in the years since 2020, that perception has shifted dramatically. Today’s lateral market is more active than ever, and partners are reexamining what they want from their careers and what their firms can realistically offer.
At Gamoran Legal Consulting, we’ve seen this shift unfold in real time across firms of all sizes. The motivations driving partner movement today are far more strategic, grounded in reflection, alignment, and the pursuit of professional autonomy.
A Reset on Priorities
For many partners, the pandemic served as a professional reset. The shift to remote work offered a rare opportunity to step back and evaluate everything from firm culture, leadership, client mix, compensation, and long-term trajectory. It became clear that some firms were built to adapt, and others were not.
The partners who watched their firms struggle with communication or flexibility began asking hard questions: Am I aligned with this leadership team? Does this model still serve my clients? Is this where I see myself in five years? For many, the answer was no. Once that realization set in, the idea of moving didn’t feel risky; it felt necessary.
The Rise of Flexibility and Autonomy
One of the biggest differences between the pre- and post-COVID landscape is flexibility. Partners experienced a new level of independence during remote work, such as the ability to run client meetings from home offices, managing schedules more freely, and measuring success by outcomes rather than visibility.
When firms began calling lawyers back to the office, not everyone was eager to return. Many partners realized they thrived under flexible conditions, and they started seeking firms that respected that autonomy. This shift has opened the door for boutique and midsize firms that offer partners more control over how they practice, how they price their work, and how they engage their teams.
A Market That Rewards Movement
Law firms, meanwhile, have adjusted their growth strategies to focus heavily on lateral recruitment. Expanding practice areas, entering markets, and strengthening industry niches now often happen through targeted partner hires rather than organic promotion alone.
This has created an extremely competitive market for talent. Firms are offering more creative packages, not just in compensation, but in leadership roles, cross-marketing support and opportunities to shape firm policy. For partners who once felt boxed in, these offers present both validation and freedom: a chance to take ownership of their next professional chapter rather than waiting for the firm to define it for them.
Technology Made Transition Easier
Another subtle but powerful driver behind partner mobility is technology. During COVID, firms modernized their infrastructure at lightning speed by adopting cloud-based systems, secure document sharing, and virtual collaboration tools. Those same systems have made client transitions smoother than ever.
Partners who once worried about losing business in a move now find that their clients are more comfortable than ever with remote work. The relationship doesn’t hinge on a physical office anymore; it’s built on trust, responsiveness, and results. This has made the idea of moving and successfully taking a book of business along far less daunting.
Redefining Loyalty and Culture
Loyalty hasn’t disappeared in the legal profession, but its meaning has changed. Pre-pandemic loyalty was about longevity, staying the course, even when the fit wasn’t perfect. Post-pandemic loyalty looks more like alignment: shared values, transparency, and a clear sense of purpose.
When partners feel disconnected from firm leadership or culture, they’re less inclined to “wait it out.” They want to be part of organizations where they can see progress, contribute ideas, and feel recognized for more than revenue alone. Firms that don’t invest in that connection risk losing even their most profitable partners.
The New Definition of Fit
Ultimately, partner movement today reflects a larger cultural shift in the profession. It’s not about discontent, it’s about intentionality. The best partners are thinking more strategically about where they can do their best work and build the strongest teams. They want firms that understand modern client expectations, value flexibility, and are forward-thinking about growth. For many, that means moving from legacy institutions to more agile platforms that allow them to lead with both independence and collaboration.
The Takeaway
The increase in partner mobility since COVID isn’t a short-term trend, it’s a reflection of permanent change. Lawyers at every level are reevaluating how they define success, and firms that don’t evolve with those expectations will continue to see movement.
At Gamoran Legal Consulting, we help law firm leaders interpret these shifts, not as threats, but as opportunities to build stronger, more aligned partnerships. The partners who are thriving now aren’t running from something; they’re moving toward something better aligned with who they are and how they want to practice.
Lateral movement isn’t a sign of instability; it’s proof that the legal profession is evolving and balancing tradition with transformation.