In the world of Big Law, titles are more than mere labels. They are strategic tools wielded to influence clients, motivate lateral moves, and position firms in a hyper-competitive market. And you maybe be familiar with titles like “senior associate,” “partner,” and “of counsel,” – but more recently, there has been a lot more variety in leadership titles at law firms.
Do these titles truly expedite client responses or catalyze lateral partner transitions? Do they signify genuine management responsibilities, or are they just marketing maneuvers?
A Game of Musical Chairs
The reality is that titles in law firms are notoriously inconsistent. What one firm dubs a "chair" or "head," another might call a "partner" or "leader," and these distinctions can carry vastly different implications for not only the firms but even their clients. Yet, despite — or perhaps because of — this ambiguity, titles hold significant sway. This is evident in the recent surge of lateral partners acquiring new titles as they shift firms.
Here's one real-world example: Siegmund Gutman was formerly the “life science patent practice chair” at Proskauer Rose; when he moved to Mintz Levin, he was appointed “chair of life sciences litigation” as well as co-chair of the patent litigation group. There aren’t always perfect mappings of the same positions from firm to firm. Nonetheless, firms realize that they need to give titles that at least sound important to sought-after talent that they’ve acquired.
When Paul Weiss brought on Jarryd Anderson from O'Melveny & Myers, they made him co-chair of its financial services group, while also naming Linklaters' Dan Schuster-Woldan as head of European public mergers and acquisitions. Baker McKenzie named Eric Schwartzman, formerly of Latham & Watkins, as head of its California private equity practice. Paul Hastings recruited Goodwin Procter's private equity partners Scott Joachim and Josh Ratner and make them vice chairs of its own private equity practice, while appointing Shawn Kodes from Weil as co-chair of the asset-backed finance group.
Advantages of Leadership Titles
Sabina Lippman, co-founder of legal recruiting firm Lippman Jungers, explains that affording such titles have the effect — or at least the intended effect — of conveying to the employee as well as the employee’s clients that they will be prioritized and important to the new firm. Ru Bhatt, a recruiter at Major, Lindsey & Africa, says that such titles “sweeten the pie,” especially if the attorney is deciding to move from a larger and more established firm to a smaller firm that’s still growing. In this way, some titles often serve a crucial marketing function and make such a transition more palatable.
Lippman also notes that titles also play a strategic role in client pitches: "If you're competing against several firms for business and they all send their head of private equity funds, sending someone without a comparable title can put you at a disadvantage.” Keith Wetmore, managing director of Major Lindsey’s San Francisco Office and former chair of Morrison & Foerster, adds that many partners believe a leadership title aids in business development. "While I'm personally skeptical, if you're trying to get work from a major institution, the internal champion can use the title to lend credibility."
Recent Patterns
Some firms have more recently introduced leadership titles for associates to attract and retain talent by offering more responsibility.
Sidley Austin launched a program called Built to Lead in 2021. This program provides ongoing training and development for associates, with titles awarded based on years of experience — fourth to sixth-year associates become "managing associates," and seventh-year associates are designated as "senior managing associates." The firm’s management committee chair, Yvette Ostolaza, emphasized that the program aims to set Sidley apart from competitors by attracting, training, and retaining top talent. The firm offers advanced business training to associates who reach these leadership levels.
Other firms, like Orrick, Herrington & Sutcliffe, have similar programs, with titles ranging from "associate" to "managing associate" and "senior associate." Dentons also uses titles for some associates, though details on their program are less clear.
But despite the positive internal feedback, with 869 attorneys participating in the Built to Lead program, the broader legal industry has not widely adopted such titles, likely due to traditional retention and promotion philosophies. And while Big Law often mirrors practices like bonus matching and salary adjustments, associate leadership titles haven't gained widespread traction.
Some experts have highlighted potential issues with the practice of using these new leadership titles. For example, it could risk confusion for associates switching firms or could be challenging to fit these titles into the traditional Big Law hierarchy of partner, counsel, and associate. New York recruiter Alisa Levin remarked that the titles might help internally but could be confusing externally, as the conventional structure doesn't accommodate these new designations.
Related Resources:
- Lateral Hiring at an All-Time Low for Law Firms (FindLaw's Practice of Law)
- Your Law Firm Is a Brand. What Do You Want That Brand to Be?(FindLaw's Lawyer Marketing)
- Have Law Firms Achieved Gender Parity? Partially. (FindLaw's Practice of Law)
