Many candidates find that most lateral interviews end up being easier than anticipated, but there are always those tough questions that you want to be prepared for. In addition to doing your research on the firm or company you are interviewing with, be prepared to spend a few hours familiarizing yourself with the types of questions you may be asked. Nothing turns off an interviewer more than “ummm” and “uhhh.” You don’t have to memorize your responses verbatim (and you shouldn’t) but being prepared will help you avoid awkward answers. While it is impossible to cover every tough question an interviewer may ask, below are some of the more commonly asked questions. In addition to some recommended responses, we have also added comments explaining the purpose of the question and should point out some “traps” the interviewer may be setting by asking you that question…

Why are you leaving your current firm?  This question is posed to figure out whether it was your decision to leave or whether you are being pushed out of your firm.

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As a first step, deciding which firm to join is ultimately a question of looking at the individual equity partners and deciding whether these are people with whom you want to partner. Taking aside the obvious, that means have you asked the questions that will give you enough information to determine whether these are lawyers who 1) share your point of view as a businessperson, who 2) are your equals in the ability to create a profitable business, and who 3) you could see yourself really trusting.

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Most of these questions are answered at a gut level once you’ve spent enough time with your potential new partners.

As you’ll see below, there are important questions to ask, that help you outline the answers as you move through the process. Some of these questions will be fundamental to understanding how the partnership works. Some of the answers to these questions may simply lead you to eliminate the firm as one in which you are interested. All the answers, taken together, will provide you with the tools you need to define and distinguish, even if the firm hasn’t attempted to do that for you.​

Firms are interested in your portable book of business. As a result, they want to know your originations for the past few years. They want to know, if not the names of your clients, then at least the industry of that client and the type of representation you have provided. If you don't know the amount of business that is portable, you need to say that, but you also need to provide some estimated numbers and explanations as to why those numbers are estimated. Law firms understand that determining such issues is not an exact science, but they want a clear picture of what you can provide. I think that partners sometimes become nervous about promising more than they might be able to deliver, and that is understandable.

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But, remember, your business plan is not engraved in stone. You are simply conveying the best information you can provide. You need to be honest and forthright, but no one expects you to gaze into your crystal ball and foresee the future.

Be prepared to offer your current and prospective clients, their revenues over the last 3-5 years, their expected revenue at a new firm, etc. The purpose of this information is to determine the amount of portable business you are likely to bring to a new firm.  They will also want to know your hourly billing rate, total yearly hours billed and total income for the past two years.

Interview:  If you receive a positive response from a law firm, you will proceed to the first interview. 

Follow-up interviews:  There could be one to several follow-up interviews.  Some will be via telephone, video conference, in person, lunch, etc.

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Most of the time an LPQ is over twenty pages and seeks information about a candidate's background. It is often used as the basis for a background check, and will typically involve questions about criminal convictions, credit, bankruptcy, past residences and aliases, prior lawsuits, etc.  Its purpose is to essentially identify "red flags" regarding a candidate's past and character.