Not Your 2L Interview: How to Succeed in the Lateral Process

For many associates, the last interview they remember is the one they completed for their 2L summer. That process is structured, friendly, and focused on assessing potential. Lateral interviews are very different. They are more targeted, more technical, more substantive, and far less forgiving of vague or surface-level responses.

If you are planning to enter the lateral market in the next year or two, it is important to understand what firms are actually evaluating and how to frame your experience in a way that resonates.

1. You Are Interviewing for a Defined Seat, Not a General Class

In law school, firms were evaluating your promise and your ability to grow. Lateral interviewing reverses that dynamic.

When a firm opens a lateral role, it is because a team has a specific need at that moment. They want someone who can contribute on day one. That means you must be able to speak clearly about the work you have done and how it aligns with their needs.

2. Technical Depth Is Assumed

Your deal sheet or case list is not a formality. It is the centerpiece of your candidacy.

Firms expect lateral candidates to walk through their matters with real fluency. They want to understand:

• What the structure was

• What the key issues were

• Where you took ownership

• What you personally handled

High-level summaries are not enough. Interviewers want to see that you understand your matters in detail and can operate independently at your level.

3. Your Interest Must Be Specific, Not Generic

Saying that a firm has a great reputation or a strong platform does not communicate why you belong there.

Lateral interviews require specificity. Firms want to know why their group, their clients, and their trajectory fit with your long-term goals. They want to see that you have thought deeply about why this move makes sense, rather than simply looking for any new opportunity.

4. You Have to Articulate Your Reason for Leaving

This is one of the most important parts of the conversation, and it is often underestimated.

Your reason for considering a move provides insight into your judgment, self-awareness, professionalism, and maturity. It helps firms evaluate whether your motivations align with the realities of the role. A thoughtful explanation strengthens your candidacy. A vague or reactive one does not.

How We Help Candidates Succeed

We coach our candidates through each of these elements. Together, we refine deal narratives, prepare polished and confident answers to challenging questions, and develop a compelling story about why you are ready for a change.