Why Associates Are Quietly Leaving AmLaw Firms in California

Even in a slightly cooler lateral market, AmLaw firms across California continue to lose associates, particularly from the classes of 2021 and 2022, at a rapid pace.

Across litigation, corporate, IP, and employment practices, the same story is playing out: capable, motivated associates are quietly making moves within their first few years. These aren’t always moves driven by money. More often, the driving factors are about clarity, cultural fit, and long-term sustainability.

Based on recent conversations and trends tracked by Vine Attorney Search, here are the five most common reasons associates are exploring new roles:

1. Lack of a Clear Career Path

The classes of 2021 and 2022 entered the profession amid pandemic-era uncertainty- remote onboarding, inconsistent mentorship, and shifting office policies. Many are now looking up and asking: What does growth actually look like here?

When promotion criteria are vague, feedback is rare, and partner-track feels like a moving target, associates don’t wait around. They quietly move on.

2. Work-Life Balance Burnout

The pandemic reshaped professional expectations. Associates today are open to in-office work, but only when it’s purposeful. They want mentorship, collaboration, and flexibility that is truly honored.

When firms push for increased facetime without adjusting billable expectations or reinforcing a culture of support, burnout often follows, especially for those who never experienced the pre-2020 “normal.”

3. Misalignment Between Career Goals and Actual Work

It’s common to hear associates say things like:
“I joined for venture deals and ended up buried in fund formation,” or “I expected tech litigation, but I’m stuck reviewing pharma docs.”

When there’s a disconnect between the kind of work promised and the reality of assignments, associates seek out environments that invest in their growth trajectories, not just their current output.

4. Culture Doesn’t Match the Pitch

Terms like “collaborative” and “entrepreneurial” sound great on a careers page, but many associates report a different experience after joining. Common concerns include mentorship that’s more theoretical than real, lack of partner engagement, and DEI commitments that feel performative.

Today’s associates want authentic, lived-out firm values. When the culture doesn’t deliver, they take notice and take action.

5. Compensation Transparency Still Lags

While base salaries remain largely consistent across AmLaw firms, the same can’t be said for bonuses. Expectations around billable thresholds, pro bono credit, and performance metrics vary widely and are often unclear.

When associates don’t understand how decisions are made or when they witness inconsistencies, it erodes trust. And that trust is hard to rebuild.

Final Thought

Over the past 12 months, Vine Attorney Search has seen the highest lateral movement among 1–3 year associates, those who entered practice during a disruptive period and are now reassessing whether their firms are equipped to support their long-term growth.

For associates feeling stagnant or firm leaders concerned about retention, data-driven insight and thoughtful strategy can make all the difference.

If your team is navigating these same challenges or you’re exploring a potential move, Vine Attorney Search is here to help.