Changing law firms is a significant professional decision. A move can create opportunities for new work, greater responsibility, improved flexibility or a different career path. It can also introduce risks if the role is not properly understood before an offer is accepted.
For solicitors considering the Irish legal market, the most useful starting point is not ‘what jobs are available?’ but ‘what would a genuinely better opportunity look like for me?’
Be clear about what you want to change
Take stock of your present role. Consider the type and complexity of your work, access to clients, levels of supervision, workload, progression and whether you enjoy the culture of the team. Distinguish between a difficult period and a longer-term mismatch.
Write down three priorities that would justify a move. These might include more complex transactions, greater advocacy experience, a clear path to senior associate or partner, a smaller team, in-house exposure or a different working arrangement.
Look beyond the headline salary
Remuneration matters, but a higher base salary does not necessarily result in a better overall role. Understand the expectations attached to the package, including working hours, bonus criteria, billable targets where relevant, pension and leave provisions.
Be equally specific about what matters outside remuneration: mentoring, client contact, training, hybrid arrangements, support staff and realistic promotion prospects. Ask how these operate in the particular team rather than relying on broad firm-wide statements.
Assess the actual work
Practice-area labels do not tell the whole story. Two firms recruiting ‘commercial litigation solicitors’ may offer very different caseloads, client exposure and levels of responsibility. Ask who allocates work, what matters the team is handling and how success is measured.
Consider the experience you want your CV to show in two or three years. Will the proposed move help you build that record? A role that adds genuine skills and responsibility may have greater long-term value than a change of title alone.
Research the team and its leadership
The people you work with will often have as much influence on your experience as the firm’s reputation. During the process, seek to understand the reporting structure, partner involvement, turnover, feedback culture and how the team handles busy periods.
A good interview should work in both directions. Thoughtful questions are not a sign of hesitation; they demonstrate that you are making a considered career decision.
Manage confidentiality and timing
Solicitors may wish to explore options without alerting their current employer. A specialist recruiter should understand which firms you are willing to approach and should not circulate your CV without your agreement. It is also sensible to consider notice periods, upcoming bonuses and any contractual restrictions before making a final decision.
Do not resign until you have carefully reviewed the written offer and the conditions attached to it. Where contractual terms raise concerns, obtain appropriate independent advice.
Use a structured decision
Compare the current and proposed roles against your original priorities. Ask what you gain, what you may lose and which uncertainties remain. If the new opportunity addresses your most important objectives and the expectations are credible, it may warrant serious consideration. If the move only changes the employer’s name, think carefully before proceeding.
DAC Recruitment supports confidential career conversations with solicitors at different stages of practice. Browse our current legal vacancies or speak to us confidentially about your next move.