What Happens After You Receive a Law Firm Offer?

Receiving a law firm offer is an exciting step in the lateral process, although the mechanics of what follows are not always clear. Because most attorneys do not change firms frequently, many aspects of the post-offer process — including conflicts checks, background checks, references, and notice timing — can feel unfamiliar.

Below is a general overview of what candidates can typically expect after a law firm offer is extended.

1. Acceptance Deadline. You've received an offer - congratulations! Along with it comes a deadline to respond. Most firms will give somewhere between one and two weeks, although this can vary. The key driver here is urgency and how pressing the needs are in that particular practice. They may also have a backup candidate and cannot keep that person waiting indefinitely.

Sometimes, this deadline can be extended for strong reasons. For example, if a candidate is exploring multiple opportunities, coordination becomes important. The goal is to create enough time to fully evaluate the offer (and any others) while also being respectful of the firm’s timeline.

2. Considering the Offer. This is the stage to address any remaining questions or concerns. Recruiting teams are often very helpful resources and are usually happy to gather additional information or coordinate follow-up conversations. If useful, they can often connect candidates with other attorneys at the firm so they can get comfortable with the decision.

3. Accepting the Offer. This is FUN. If the candidate decides to accept, they will sign and return the offer letter, and internal recruiting teams and hiring practices are generally very happy and often excited. I recently saw a hiring partner respond “Let’s go!” when the candidate accepted.

4. Clearing Preconditions. Many firms, particularly larger firms, will require certain preconditions to be completed before notice is given. The two most common are a background check and a conflicts check. Sometimes, firms will want to verify references. Candidates may also be asked to complete a lateral questionnaire, which is simply a more detailed intake form covering additional background information.

A. Background Check. This is usually straightforward and a non-issue unless there is a skeleton lurking in the candidate’s closet. (If there are any, it is often advisable to disclose them prior to the offer stage in a strategic way. The surprise can sometimes impact an offer more than the underlying issue, as it may raise judgment or ethical concerns.)

B. Conflicts Check. This can be more involved and somewhat tedious. Firms often request prior client and matter information going back several years to ensure there are no conflicts with existing clients. For associates, issues are relatively rare, but the diligence step is still required. Thankfully, modern reporting software usually makes it easier to compile this information.

C. References. Firms will sometimes want to verify references, typically 2–3 professionals with whom the attorney has worked in the past. For associates, firms generally prefer partners or more senior attorneys familiar with the candidate’s work. This can occasionally be tricky for more junior associates, as many of their strongest references may be at their current firm and they may prefer not to signal a potential move. Fortunately, there is almost always a practical workaround that allows the firm to get comfortable while preserving discretion.

For partners, the process can be more involved, particularly where portable business is part of the move. Firms will typically want to better understand the nature of those client relationships and think through the process for transitioning matters in an appropriate and professional way.

For associates, this stage can take anywhere from a few days to a couple of weeks depending on the firm. For partners, this stage may take longer.

5. Start Date. Start date conversations often arise when an offer is extended and may be finalized at any point in this part of the process. These are usually driven by the firm’s needs, the notice period, and occasionally a short break between roles if the candidate desires it. A brief gap is often workable: one week after the notice period is commonly acceptable, and sometimes two weeks can work, but firms generally do not want long delays.

Of course, there are exceptions for strong reasons. For example, I recently filled a search where the candidate will need to relocate, and the firm is extending this period and working with him to help manage a successful transition.

This is also a good time to highlight any major vacations in the near to mid-term future, as new firms will often accommodate this time without issue.

6. Notice. Once everything clears, the candidate is typically in a position to give notice. In most cases, a two-week notice period is standard. It is not only customary, but it also helps preserve relationships and allows for a smoother transition. Due to conflicts, cultural, or other considerations, firms will sometimes shorten this period, but I often view that as a positive, as it provides additional decompression time.

Giving notice itself is often less daunting than anticipated. Movement between firms is common, and when handled professionally, it is typically a respectful and straightforward process.

Rarely, a firm will present a counteroffer and ask the candidate to stay. This may include an increase in compensation, a change in title, or other adjustments intended to encourage the candidate to remain. While every situation is unique and the decision is ultimately up to the candidate, I generally advise approaching counteroffers cautiously. In many cases, they do not fully address the underlying reasons that prompted the search in the first place, and studies suggest that a significant percentage of people who accept counteroffers ultimately leave in the relatively near term anyway.

7. Smooth Sailing + Maybe Onboarding. From there, things tend to move smoothly. The candidate wraps up their current role, completes any onboarding steps, and transitions into the new position.

Exciting, and often long overdue.