The 2025 Associate Market: A Survival Guide

Originally published by Mahta Talani on 12.01.25
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The U.S. associate market in 2025, while holding steadier than 2024, is still nowhere near the 2021 hiring boom. We are seeing a more strategic approach to hiring, clear shifts in demand, and new expectations for associates at every level. And unfortunately, the strategic approach to hiring is making it very difficult for international associates looking to switch to the U.S. market. Below is a snapshot of some trends and expectations for next year.

 
 

Key Trends in 2025

 

 

Demand is Steady but Selective and Targeted
A Q3 2025 Legal Jobs Report shows that lateral hiring continues to grow, but firms are managing associate intake carefully. Quality over quantity is the theme. While there has been an 8% surge in job openings at AmLaw 200 firms, job closings are moving at a matching pace. Firms are being selective and decisive while carefully managing headcounts. 
 
Practice Areas are Shifting
Certain practice areas have always remained steady even in uncertain economic times: criminal law, tax law, civil and commercial litigation and estate planning. 
 
Which practice areas are in high demand and rising? Regulatory, data privacy and cybersecurity, Intellectual Property, Ai related work, compliance, and ESG remain strong. There is also a particular rise in health law as the population trends older. 
 
With Ai being the biggest shift we will see in the upcoming years, it's pertinent to keep an eye on how firms are implementing Ai into practice groups. One example, making headlines today, is Norm Ai's announcement of their launch of Norm Law, backed by a $50 million investment through Blackstone.
 
Salaries and Big Law Bonuses hold Steady
The Cravath scale hasn’t given us any major surprises this year with overall compensation remaining the same as 2024 for all class years. The move to $225,000 base for first years in 2024 has also remained steady. 
 
On the bonus front, Milbank LLP (“Milbank”) announced special summer bonuses ranging from $6,000 to $25,000, depending on class year, to be paid by September 30. Cravath, Swaine & Moore LLP (“Cravath”) kick-started the year-end bonus season for 2025 and added a special bonuses to match Milbank’s summer bonus. This means year-end bonuses for Cravath associates are ranging from $26,000 (class of 2024) to $140,000 (class of 2018).
 
Many mid-sized and regional firms remain below the Cravath scale. The spread between BigLaw and everyone else continues to widen. The National Association for Law Placement (NALP) reported that the median base salary for first year associates remained at $200,000 as of January 1, 2025. However, NALP’s data shows that first year salaries can vary significantly based on firm size and that holds true for other class years as well. Take a look at this article by Lean Law that breaks down law firm salary trends in 2025 for non-Cravath scale firms.
 
Clear Return to In-Office
Fewer firms are offering hybrid flexibility and remote options. Across the AmLaw 50, there is an expectation of 4 days in office for most groups. Certain practice groups at firms may have an already spread out structure with many partners being based out of different locations and this can lend itself to flexibility in hiring location and remote work. This set up has become more and more rare. 
 
 

What Associates Should Expect and Plan For

Early Career Associates (0-4 years)
Your market is competitive and selective. Firms are focused on associates who can add value quickly. Specialization, strong writing, and the ability to support busy partners matter more than prestige alone.
Mid-level Associates
You have leverage. Firms want associates who have handled real files with increasing autonomy. If you bring niche experience, industry knowledge, or client familiarity, you are well positioned for lateral opportunities.
Geographic Trends
Growth is not limited to New York, California, Chicago, and DC. Regional markets are becoming more attractive and offer different hybrid expectations and compensation structures.
Compensation and Expectations
Salaries may be stable but real value is impacted by cost of living and bonus pressure. Firms expect associates to justify their compensation through higher efficiency, better communication, and practice specific skills.
Skills to Develop
Tech fluency, understanding of Ai tools, regulatory awareness, and basic business and client service skills are becoming baseline expectations.

Looking Ahead to 2026

Generalist Risk
Associates without a clear practice identity or niche may find career progression slower. Clients want subject matter depth.
Litigation and Regulatory Growth
These areas remain consistently strong in uncertain markets, while transactional work may ebb and flow.
Geographic Diversification
While return to office is on the rise, remote and hybrid models have permanently opened the door for broader recruitment. Competition is no longer limited to traditional geographic hubs and where necessary firms may bend the rules for a great candidate.
Career Planning Matters
Associates who think ahead about practice fit, geography, and skill development will be in a stronger position as the market shifts. Don't put your head down and just bill hours. Once in a while think about where you want to end up and how to get there.

 

TL;DR

If you are just starting to practice, map your target firm and practice area so you know where demand is and what the firm needs. If you already have a year or two under your belt, start thinking about building a niche or specialization by picking an area that aligns with both your interests and market demand. Track compensation and benchmark your value by understanding what similar associates earn in your geography and practice. Upgrade your tech and industry literacy so, at minimum, you know how to work with legal tech, AI tools, and industry-adjacent skills. And, stay ready for lateral opportunities by maintaining relationships, keeping your profile active, and being prepared to move when the market shifts.

The 2025 associate market rewards intention, clarity, and value, so if you understand where the market is headed, build relevant skills, and stay adaptable, you’ll be well positioned for 2026 and beyond. As always, I’m here to chat if you want advice on career planning - mahta@whistlerpartners.com.

 

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Topics: Career Advice, career coaching, Law Firm, Blog, Mahta Talani, 2025