Law Firm Partner Recruitment

We begin by understanding what the appointment needs to achieve for the firm. This includes the priority practice or market, the level and type of partner required, the commercial rationale behind the search, leadership expectations and whether the appointment may involve connected partners, associates, or a wider partner-led move.

We map suitable lateral partners, practice leaders, and connected partner groups against the agreed brief. This includes reviewing practice-area alignment, market position, leadership experience, client exposure, and potential fit with the firm’s wider growth strategy.

We approach relevant individuals through carefully managed, confidential conversations. The opportunity is positioned around the firm’s strategy and growth plans, including to partners who may not be actively looking or responding to advertised roles.

We support both sides through introductions, interviews, and feedback, helping the firm assess practice strength, leadership style, motivations, team requirements, and long-term strategic alignment.

We coordinate communication, expectations, negotiations, and timing throughout the later stages of the search. Where a partner-led move is involved, we also help manage connected discussions relating to other partners, associates, and team members.

A law firm partner search typically begins by defining the commercial objective, target practice, and ideal partner profile. The relevant market is then mapped, suitable partners are approached discreetly, and the process is managed through assessment, interviews, negotiations, and appointment.

Yes. Larson Maddox manages partner searches with discretion from the initial brief through appointment. Information is shared carefully, particularly when approaching partners who are not actively considering a move or when the search itself is commercially sensitive.

Yes. Larson Maddox supports individual partner appointments, connected partner groups, practice groups, and wider partner-led moves where the firm needs broader capability rather than one standalone hire. Larger team buildouts and office launches may be supported through a dedicated multi-hire search approach.

Yes. Partner recruitment commonly involves discreet engagement with partners and practice leaders who are not actively applying for advertised opportunities but may consider the right strategic move.

A firm should define the commercial objective behind the appointment, the practice or market capability required, expected client contribution, leadership responsibilities, integration requirements, and how the partner will support the firm’s longer-term strategy.

Yes. Larson Maddox can identify partner and practice leadership candidates to support planned succession, anticipated departures, leadership transitions, or the long-term development of a priority practice.