THE CHEETAH BRIEF – 51ST EDITION
Artificial intelligence is no longer a buzzword in lateral hiring – it’s becoming infrastructure. Leading law firms and search firms are deploying predictive analytics, candidate scoring models, LPQ automation, and digital footprint analysis to surface high-probability partner targets faster and with greater precision. Rather than relying solely on anecdote and instinct, firms are increasingly interrogating historical performance data, client portability patterns, and revenue trajectories to inform early-stage decisions. The technology is accelerating the front end of the process – but it is not replacing judgment. At the partner level, trust, reputation, cultural fit, and relationship chemistry still determine whether a hire ultimately succeeds.
MARKET MOVEMENTS
Two more Wachtell partners, Emily Johnson and Mark Stagliano, exit for Latham
Freshfields' tech M&A partner duo, John Fisher and Thomas Rua, leave for Covington
Blank Rome adds Ex-K&L Gates corporate partners, Bob Zinn and Megan Wotherspoon, in Pittsburgh
Cleary recruits cap markets duo, Ilir Mujalovic and Harald Halbhuber, from A&O Shearman
FIRM SPOTLIGHT - PILLSBURY WINTHROP SHAW PITTMAN LLP
Pillsbury is a global law firm with 700 attorneys across 20 offices, rooted in its West Coast beginnings with six California locations. Formed through a series of historic mergers dating back to 1868, the firm represents iconic clients like Chevron, Wells Fargo, Facebook, and The Walt Disney Company, while also serving startups, mid-caps, and nonprofits. Pillsbury focuses on technology and media, energy, financial services, and real estate, with region-specific practices in China, Japan, Latin America, the Middle East, and Africa. Known for its “emerging issues” program, the firm tackles cutting-edge areas of law including AI, blockchain, esports, and privacy. Public service is integral to Pillsbury’s culture, requiring attorneys to complete pro bono work and offering programs like the Stimson Fellowship to support social impact initiatives.
INDUSTRY INSIGHTS
Baker McKenzie is set to cut hundreds (~10%) of Business Professional Roles. Among the AmLaw 200, Baker McKenzie had largest total personnel headcount with over 12,000 attorneys and staff. The next largest personnel headcount belongs DLA Piper, with over 9,700 attorneys and staff.
Higher-profile partners with larger books of business were more frequently on the move in 2025, with the market seeing a nearly 20% rise in lateral partner movement.
McGuireWoods revenue rose 9% PEP climbed nearly 17% to $2.6M.
Proskauer revenue surges by 14%, while PEP crossed $5M, amid growth in Funds, M&A and Finance.
Weil Accelerates Private Funds Expansion
Weil, Gotshal & Manges added its seventh lateral private funds partner in two years with the arrival of David Greene from Simpson Thacher & Bartlett, underscoring the firm’s aggressive expansion amid record demand for private funds work. Firm leaders said 2025 was the busiest year in the practice’s history, fueled in part by increased activity from emerging managers launching new funds, and they expect 2026 to be even stronger. With continued lateral hiring and internal promotions, Weil signals sustained investment in growing its roughly 90-lawyer private funds team across the U.S. and Europe.
The High Stakes Lateral Talent War
Lateral partner movement surged nearly 20% in 2025 and is accelerating into 2026, as firms compete aggressively—often spending tens of millions annually—on signing bonuses, compensation guarantees, and search fees to secure high-profile rainmakers with substantial books of business. Recruiting has become a strategic capital allocation decision, sometimes funded through partner earnings or revolving credit lines, with firms carefully modeling portability, realization rates, and long-term profitability. Many firms are shifting from opportunistic hiring to deliberate, data-driven growth strategies focused on specific markets, industries, or client overlaps, while expanded nonequity tiers and reduced pay transparency offer added flexibility in structuring competitive offers. In an era where scale is critical, targeted lateral hiring is increasingly viewed as the fastest path to growth.
