The flexible work arrangements many attorneys have been enjoying over the past few years continued to fade during 2025 as law firms persisted in revoking the remote work and hybrid policy privileges that emerged during the COVID-19 pandemic. But experts say some firms are still offering opportunities for remote work and hybrid schedules and gaining a recruiting advantage by doing so.

When law firm partners make a lateral move, it is often high stakes. The benefits they stand to gain are considerable, but so are the risks. Consequently, many contemplating the move turn to The Foster Group for expert advice.

Summer can be a frustrating season for ambitious attorneys. As court activity and legal work decrease, lawyers can begin to feel like they are losing momentum and missing out on growth opportunities. But for those who are strategic, the start of fall can be a season of fruitful career development.

A flurry of law firm merger activity and office launches has dominated recent headlines, with midsize and Second Hundred firms largely leading the charge on both fronts. These firms face rising pressure to compete with Big Law amid intensifying demand.

When the COVID-19 pandemic gripped the US, the business sector embarked on what the Bureau of Labor Statistics describes as “a massive experiment in full-time remote work.” Before the pandemic, only 6.5 percent of employees were working from home. As a result of the pandemic, that percentage increased significantly.

Navigating the legal job market is complicated. The landscape can shift rapidly, competition is intense, and details about opportunities can be difficult to obtain. Succeeding typically requires having guidance from someone with expertise and insider information. The Foster Group has provided that type of guidance to countless attorneys and firms over the past decade. 

Michelle Foster, Managing Partner at The Foster Group, has been helping attorneys find the right opportunities for over two decades. The firm’s success flows from the unique insights Michelle brings to professional legal recruitment. As a former litigator, Michelle can provide a perspective that few other legal recruiters bring to the process.

When Michelle Foster launched the Foster Group in 2014, it was immediately apparent that the legal recruiting firm offered something missing in the industry.

“Demanding” is an apt word to describe the lifestyle of an attorney. Their days are long, the issues they must address are complex, and the expectations placed upon them are high. For many, the grind leaves them disillusioned, de-energized, and in need of something different. For others, they are relatively content, yet their careers stagnate. Making a change, however, is not easy, especially for attorneys seeking to improve their positions.

The winds of change have shifted in the legal industry and particularly the New York legal market, according to industry consultants and recruiters. Smaller law firms like Kramer Levin increasingly find keeping up with larger competitors a challenge when it comes to the contests for both clients and talent, they say.

Rainmakers - the attorneys who bring clients, business, and money to their firms - are viewed as a valuable commodity in the legal industry. Because they are top financial producers, they typically reap the most rewards, gaining leadership roles, recognition, and financial benefits. Rainmakers are also the most marketable should they choose to switch firms.

Legal recruiters are sought by attorneys and law firms alike because they add significant value to the hiring process. For attorneys, recruiters act as advocates who identify worthwhile opportunities. For law firms and other organizations that employ attorneys, recruiters facilitate connections with candidates who can contribute to further growth.

When Michelle Foster launched The Foster Group, she was already an expert at connecting lawyers with law firms. For more than a decade, she had been a preeminent recruiter at the world’s largest legal search firm, earning accolades as a top performer. However, Michelle was seeking something more for her clients - she wanted to go beyond simply getting them their next job.

The outstanding work done by Michelle Foster in law and legal recruiting during the past two decades was recently honored by Marquis Who’s Who, which has included Michelle’s biographical profile in an upcoming edition of their globally recognized publication.

Michelle J. Foster, Doctor of Jurisprudence, is the celebrated founder and managing partner of The Foster Group Legal Search, established in 2014 in New York City. Throughout her storied career, Ms. Foster has steadily built her hard-earned, trusted status and network by demonstrating her prowess in the law, career counseling, and recruitment in the legal profession.

Much like a ship suddenly forced to sail through strange waters, the legal field has been working to find its bearings since the COVID-19 pandemic. The unexpected demands of Covid forced law firms - like many other businesses - to stay afloat by going remote, and once the pandemic passed, getting attorneys to return to the office proved to be a formidable challenge.

Michelle J. Foster has been recognized for excellence in legal recruiting and search services: “Michelle has been highly sought out by clients and candidates alike, who are eager to partner with Michelle and benefit from her extensive legal network and connections.”

The Victorian novelist Mary Ann Evans made a case for the power of change when she said, “It is never too late to be what you might have been.” In today’s world, Evans’s words can serve as powerful advice for attorneys who find themselves stuck in positions that are not professionally or financially satisfying.

Complex. Intimidating. Time consuming. The job search process in today’s legal industry is all of those things for both attorneys seeking positions and firms seeking to bring on new talent. But those who choose to embrace the process will find that the rewards for both sides have never been higher. For lawyers, making the right move to a new firm promises considerable increases in compensation, significant opportunities for practice growth and development, and advancements into leadership positions.

Attaining the title of “partner” is a milestone that brings a higher level of professional prestige, authority, and compensation. It is also a milestone that, until recently, was typically accessible only to men.