Going In-House: What Associates Need to Know
For many law firm associates, the idea of going in-house is the ultimate goal: trading in long hours, unpredictable client demands, and billable hour pressure for what appears to be a more balanced lifestyle. These in-house roles are highly coveted, and landing one is often far more competitive and complex than associates realize. Here’s what associates should know before making the leap.
Timing: Pay Your Dues First
Most in-house opportunities are not entry-level roles. Companies typically seek lawyers who have paid their dues in BigLaw, which often means at least five years of law firm experience and, in many cases, significantly more.
Why? In-house legal teams are leaner. They need lawyers who can hit the ground running without extensive training or hand-holding. That means they often prefer candidates who already have in-house experience, such as through a secondment or current in-house attorneys looking to switch companies.
If you’re a second or third year associate dreaming of a quick jump, you may want to focus instead on gaining specialized skills that will make you a stronger candidate down the road.
Your Practice Area Matters
Not all practice areas naturally lend themselves to in-house roles. Some are more transferable and in demand, including:
Technology Transactions: especially useful for companies in tech, SaaS, or IP-heavy industries
Emerging Companies & Venture Capital (ECVC): ideal for roles at startups and venture-backed businesses
Labor & Employment: growing need as companies scale and face complex workforce issues
Privacy & Data Security: increasingly critical due to evolving regulations and cyber risks
On the other hand, commercial litigators often face a more challenging road. In-house teams rarely need full-time trial lawyers. To stay competitive, litigators should consider shifting their practices to better align with the roles that companies actively hire for, which, of course, is easier said than done.
Expect a Pay Cut
For most associates, going in-house means taking a pay cut. While the trade-off can include a better work-life balance and more predictable hours, the drop in base and bonus compensation can be substantial, especially if you are leaving a top-tier law firm.
There are exceptions. Roles at FAANG companies, private equity funds, venture capital firms, or hedge funds can sometimes pay at or even above law firm levels, but these positions are highly competitive and selective.
The In-House Search Plays by Different Rules
If you’ve been through the lateral law firm recruiting process, you might expect the in-house search to feel similar. It doesn’t.
Exclusive recruiters: In-house roles are typically tied to a single recruiter. Unlike law firm recruiting, where one recruiter can submit you to multiple firms, in-house searches often require self-applying or working with a different recruiter for each opportunity.
Longer timelines: The process moves slowly. It can take several months from initial outreach to offer.
Patience is key: It’s common for roles to be paused, budgets to shift, or priorities to change mid-process.
Bottom Line
Making the move in-house can be an excellent step in your legal career, but only when the timing, practice fit, and expectations align. Build a strong foundation at your firm, specialize in an area that aligns with in-house opportunities, and be patient with the process.