Biglaw Lateral Interview Guide: Strategies to Stand Out in Legal Interviews

For lateral associates applying to AM 100 firms, V100 firms, or Am Law 200 practices, the interview is where you prove you're not just qualified on paper, you're the right cultural and professional fit. This guide provides proven strategies, interview hacks, and actionable steps to help you stand out in Biglaw lateral interviews.

What is a Biglaw Lateral Interview?

A Biglaw lateral interview is a structured conversation designed to assess your technical skills, cultural fit, and ability to contribute to the firm's practice. Unlike entry-level interviews that focus heavily on credentials, lateral interviews emphasize your experience, judgment, and how you'll integrate into an existing team. Partners and hiring committees want to know: Can you handle their work? Will you fit their culture? Are you committed to this move?

Interview Hack for Lawyers: The Best Interviewees Talk the Least

The goal isn't to impress them with how much you talk.

It's to get them talking.

Legal interviews are mostly behavioral. If you can get the interviewer to open up about their work, their team, and their challenges, they'll walk away thinking:

"That was a great interview."

Because people remember how you made them feel, not how perfectly you answered every question. People enjoy talking about themselves and what matters to them.

How to Get Interviewers Talking

1. Ask Open-Ended Questions

Instead of "Do you like working here?" ask "What's been the most interesting matter you've worked on recently?" or "What challenges is your practice group facing that you're excited to tackle?"

2. Listen Actively and Build on Their Answers

When they mention a case or deal, ask follow-up questions: "How did you approach that?" or "What made that particularly challenging?" Show genuine curiosity about their work.

3. Share Relevant Experiences That Connect

When appropriate, share a brief experience that relates to what they're discussing, then pivot back to them: "I had a similar situation where we had to [X]. How did your team handle [Y]?"

4. Let Them Lead the Conversation

Resist the urge to fill every silence. Sometimes the best interviews happen when you let a pause sit, giving them space to share more.

3 Shockingly Simple Things to Be in the Top 5% of Job Candidates

I recently had the privilege of hearing from Scott Cutler, former Cooley lawyer, investment banker, and CEO of both StubHub and StockX, now CEO at HealthEquity. His insights on what separates exceptional candidates from the rest were eye-opening.

Three simple actions that will set you apart:

1. Prepare

Scott often asks candidates questions like: "What do you know about our company? Why do you want to work here?" You'd be amazed how many people, even those interviewing for senior positions, can't give a compelling answer. Look through the company's websites, be familiar with their services/products, and understand their culture.

For Biglaw Interviews, This Means:

Research the firm's recent deals, cases, or transactions
Know their key clients, practice areas, and market position
Understand their culture, values, and what makes them unique
Review attorney bios to find commonalities such as law schools, clerkships, or career paths
Read recent press releases, publications, or news about the firm
Understand their practice group structure and how your experience fits

2. Close with Conviction

Before you leave the room (or Zoom), look them in the eye and say: "I want this position." It's direct, confident, and memorable. Most candidates don't do this.

For Biglaw Interviews:

Be specific: "I want this litigation associate position in your New York office"
Show enthusiasm: "I'm genuinely excited about the opportunity to contribute to your commercial litigation practice"
Be direct: "I hope we can move forward, I'm ready to start"

3. Follow Up

Send a thoughtful note within 24 hours reiterating your interest and reminding them why you're the right hire. Reference specific skills or attributes. Make it easy for them to say yes.

Effective Follow-Up Strategy:

Send within 24 hours (same day is even better)
Reference specific moments from the interview
Reiterate why you're a fit for their specific needs
Keep it concise, partners are busy
Personalize it, mention something unique from your conversation

Research Thoroughly Before Your Interview

Thorough research is the foundation of a successful interview. Partners can tell immediately if you've done your homework.

What to Research

Firm-Level Research:

Recent deals, cases, or transactions
Key clients and industries served
Market position and competitive advantages
Firm culture and values
Recent news, press releases, or publications
Firm leadership and management structure

Practice Group Research:

Types of matters the group handles
Key partners and their backgrounds
Recent notable matters or deals
Group size and structure
How the group fits within the firm

Individual Research:

Attorney bios to find commonalities (law schools, clerkships, career paths)
Recent publications or speaking engagements
LinkedIn profiles for professional connections
Mutual connections who can provide insights

How to Use Your Research

Reference specific deals or cases when relevant
Ask informed questions that show you understand their practice
Connect your experience to their specific needs
Demonstrate cultural fit through understanding their values

Prepare Your Stories Using the STAR Method

Have 3-5 concrete examples ready that demonstrate your skills: a challenging matter you handled, a time you worked under pressure, a situation where you showed leadership, or a complex legal problem you solved. Use the STAR method (Situation, Task, Action, Result) to structure your answers.

The STAR Method

Situation: Set the context. What was the background or challenge?

Task: What was your specific role or responsibility?

Action: What did you do? Be specific about your actions and decisions.

Result: What was the outcome? Quantify when possible.

Story Ideas for Lateral Associates

For Litigators:

Drafting a successful motion to dismiss or summary judgment
Managing a complex discovery process
Preparing witnesses for deposition or trial
Contributing to trial strategy
Handling a challenging client relationship

For Transactional Associates:

Managing due diligence for a complex deal
Drafting key transaction documents
Coordinating closing mechanics
Identifying and resolving deal issues
Working under tight deadlines

For All Associates:

Taking on additional responsibility
Mentoring junior associates
Contributing to business development
Handling a difficult situation with judgment
Demonstrating leadership in a team setting

Prepare Thoughtful Questions

Ask questions that show genuine interest: "What does success look like for a [position] in your practice group?" "How do you approach professional development?" "What do you enjoy most about practicing at this firm?" Avoid questions about salary, vacation time, or billable hour requirements in initial interviews.

Questions That Show Interest and Intelligence

About the Practice:

"What types of matters are you most excited about right now?"
"How does the practice group structure work here?"
"What opportunities are there for associates to take on responsibility?"
"How do you approach professional development for associates?"

About the Firm:

"What makes this firm different from others you've worked at?"
"How does the firm support associate development?"
"What do you enjoy most about practicing here?"
"How does the firm approach collaboration across practice groups?"

About the Role:

"What does success look like for someone in this position?"
"What are the biggest challenges facing this practice group?"
"How do associates typically progress here?"
"What opportunities are there for client interaction?"

Questions to Avoid in Initial Interviews

Salary or compensation questions
Vacation time or work-life balance (unless they bring it up)
Billable hour requirements
Negative questions about your current firm
Questions easily answered by their website

Practice Common Questions

Be ready for: "Tell me about yourself," "Why are you interested in this firm?" "Why are you leaving your current position?" "What are your strengths and weaknesses?" "Where do you see yourself in five years?" Prepare concise, authentic answers that highlight your value.

Common Interview Questions and How to Answer Them

"Tell me about yourself."

Keep it concise (2-3 minutes) and relevant:

Current role and level
Key experience relevant to the position
Why you're interested in this opportunity
What you bring to the table

"Why are you interested in this firm?"

Be specific and genuine:

Reference specific aspects of their practice
Mention what you've learned through research
Connect to your career goals
Show enthusiasm

"Why are you leaving your current position?"

Stay positive and forward-looking:

Focus on what you're seeking, not what you're leaving
Avoid criticizing your current firm
Frame it as growth or opportunity
Be honest but diplomatic

"What are your strengths and weaknesses?"

For strengths: Be specific with examples For weaknesses: Choose something real but manageable, and show how you're addressing it

"Where do you see yourself in five years?"

Show ambition but also commitment:

Demonstrate interest in growing with the firm
Show understanding of partnership track (if applicable)
Connect to their practice and culture

Frequently Asked Questions

Q: How long should my answers be in a Biglaw interview?

A: Keep answers concise: typically 2-3 minutes for behavioral questions, shorter for factual questions. The best interviews are conversations, not monologues. If you're talking for more than 3 minutes without engagement from the interviewer, you're probably talking too much.

Q: Should I bring a portfolio or writing samples to the interview?

A: Generally no, unless specifically requested. Most firms will request writing samples separately. However, if you have a particularly relevant sample that demonstrates your work, you can mention it and offer to send it.

Q: How do I handle questions about my current firm?

A: Stay positive and professional. Focus on what you're seeking rather than what you're leaving. If asked directly about challenges, be diplomatic and frame them as growth opportunities. Never criticize partners, colleagues, or firm leadership.

Q: What should I wear to a Biglaw interview?

A: Professional business attire: a well-fitted suit in navy, charcoal, or black. Conservative colors and styles are safest. Ensure your clothes are clean, pressed, and fit well. When in doubt, err on the side of being more formal.

Q: How do I follow up after the interview?

A: Send a thoughtful email within 24 hours (same day is even better). Thank them for their time, reference specific moments from the conversation, reiterate your interest, and remind them why you're a fit. Keep it concise and personalized.

Q: What if I don't know the answer to a technical question?

A: Be honest. Say "I haven't encountered that specific issue, but here's how I would approach it..." or "That's an interesting question, could you tell me more about the context?" Showing how you think through problems is often more valuable than pretending to know something you don't.

The Bottom Line

Successful Biglaw lateral interviews aren't about impressing interviewers with how much you know or how much you talk. They're about demonstrating fit, showing genuine interest, and making interviewers feel heard and understood. By preparing thoroughly, asking thoughtful questions, and closing with conviction, you'll stand out from the majority of candidates who don't take these simple but powerful steps.