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Lateral Jobs (NOW HIRING)

Provo

Police Officer Lateral

Provo, UT · On-site

$32.56 - $49.39/hr

Police Officer Lateral Job Posting Closing Date: ***OPEN FILE RECRUITMENT*** [Applications will be considered in the order they are received for any positions available at that time. They will remain ...

Gibson Dunn

Lateral Recruiting Manager

New York, NY

$175K/yr

C., the Lateral Recruiting Manager will support lateral attorney recruiting across the firm. The role will analyze needs, monitor all of our office markets, and serve as a direct advisor to our ...

Wilmerhale

Lateral Recruitment Manager

New York, NY · On-site

The Manager, Lateral Recruitment should work collaboratively in achieving the firm's and Legal Personnel and Development Department's goals and objectives, with primary responsibility of domestic non ...

Cooley LLP

Lateral Recruiting Coordinator

Santa Monica, CA · On-site

$22.50 - $30/hr

Lateral Recruiting Coordinator Cooley is seeking a Lateral Recruiting Coordinator to join the Legal Talent team. Position summary: The Lateral Recruiting Coordinator is responsible for coordinating ...

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Lateral information

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$27.5K

$88.1K

$146K

How much do lateral jobs pay per year?

As of Jul 8, 2026, the average yearly pay for lateral in the United States is $88,094.00, according to ZipRecruiter salary data. Most workers in this role earn between $59,000.00 and $112,000.00 per year, depending on experience, location, and employer.

What are 'lateral' positions in the workplace?

A 'lateral' position refers to a job move where an employee transfers to a new role at the same organizational level and salary, rather than a promotion or demotion. Lateral moves can provide opportunities to develop new skills, gain broader experience, or work in a different department without changing one's rank or pay grade. These moves are often used by employees looking to diversify their experience, increase job satisfaction, or prepare for future advancement.

What is a lateral job?

A lateral job is a position at the same level or rank as a previous role, often involving similar responsibilities but in a different organization or department. It typically requires comparable skills and experience, and employees may pursue lateral moves to gain new challenges or broaden their expertise.

What jobs pay 4000 a week without a degree?

Lateral moves in skilled trades such as commercial truck driving, elevator installation, or specialized construction work can pay around $4,000 weekly without requiring a college degree. These roles often demand certifications, apprenticeships, or on-the-job training, and typically involve physically demanding work or operating heavy equipment in a team environment.

What is a lateral position in a job?

A lateral position in a job refers to a role at the same level of responsibility, pay, and skill as the current position, often involving a transfer within the same organization or industry. It typically requires similar qualifications and may be pursued for career growth, skill diversification, or better work environment. Lateral moves do not usually involve a promotion but can provide new experiences and networking opportunities.

What is the difference between Lateral vs Network Technician?

AspectLateralNetwork Technician
Required CredentialsTypically a high school diploma or equivalent; some certifications like CompTIA A+High school diploma; certifications such as CompTIA Network+ often preferred
Work EnvironmentIT departments, data centers, or client sites; often indoorsOffice settings, data centers, or client locations; primarily indoors
Industry UsageCommon in IT, telecommunications, and tech support rolesPrimarily in networking, telecommunications, and IT infrastructure
Common Search/Comparison IntentUnderstanding roles with similar responsibilities and credentialsClarifying career paths or job differences in networking roles

Both Lateral and Network Technician roles involve technical support and troubleshooting within IT environments. While they share similar credentials and work settings, Network Technicians typically focus more specifically on network infrastructure, configuration, and maintenance. Understanding these differences helps job seekers identify the right role aligned with their skills and career goals.

What is an example of lateral hiring?

Lateral hiring involves recruiting experienced professionals at the same level of seniority from other organizations to fill roles such as a lateral position in a company. For example, hiring a senior analyst from a competitor to join as a senior analyst in your organization without going through entry-level recruitment processes. This approach often requires assessing transferable skills and industry experience.

What unique challenges might I face when transitioning to a new firm as a lateral attorney?

Lateral attorneys often encounter the challenge of adapting to a new firm's culture, workflows, and client expectations. Building relationships with new colleagues and integrating into established practice groups can take time, especially if the firm has different processes or technology platforms than your previous employer. Additionally, you may need to quickly demonstrate your value by leveraging your existing client relationships or expertise to contribute to the firm's goals. Proactive communication and openness to learning are key to a successful transition.

What are the key skills and qualifications needed to thrive as a Lateral Attorney, and why are they important?

To thrive as a Lateral Attorney, you need a strong background in legal research, writing, and case management, typically supported by a J.D. degree and bar admission. Familiarity with legal research tools like Westlaw and LexisNexis, as well as experience using case management software, is often required. Excellent client communication, adaptability, and the ability to integrate quickly into new teams are standout soft skills. These competencies help ensure seamless transitions, effective client service, and continued professional growth within a new firm environment.
What cities are hiring for Lateral jobs? Cities with the most Lateral job openings:
What states have the most Lateral jobs? States with the most job openings for Lateral jobs include:
Lateral jobs near you
Infographic showing various Lateral job openings in the United States as of July 2026, with employment types broken down into 84% Full Time, 15% Part Time, and 1% Contract. Highlights an 84% Physical, 4% Hybrid, and 12% Remote job distribution, with an average salary of $88,094 per year, or $42.4 per hour.
Lateral Recruiting Manager

Lateral Recruiting Manager

Husch Blackwell Llp

Kansas City, MO • On-site, Remote

Full-time

Medical, Dental, Life, Retirement, PTO

Re-posted 18 days ago

Job description

Husch Blackwell LLP is a full-service litigation and business law firm with multiple locations across the United States, serving clients with domestic and international operations.

At Husch Blackwell we believe that diverse, equitable and inclusive teams lead to better outcomes. Husch Blackwell is committed to retaining, recruiting, developing, and promoting talented lawyers and business professionals with diverse backgrounds and experiences. We foster an engaged, diverse, and inclusive team culture of accountability and purpose that makes our Firm and our communities better.

Our firm is committed to attracting and retaining professionals who value each other and the service we provide by embracing Teamwork, Collaboration, Client Service, and Innovation. If you are a motivated professional looking for a long-term fit where you can grow in a role, and will be valued and empowered, then we invite you to apply to our Lateral Recruiting Manager position. This position may be filled remotely, or in any of our locations.

The Lateral Recruiting Manager is responsible for managing the recruiting and hiring processes for specified lateral paralegals and attorneys. This position will work closely with the Managing Director of Growth and Director of Legal Recruiting on all attorney and paralegal hiring. The Lateral Recruiting Manager may also assist with coordination of recruiting and hiring of law students as needed. Essential functions include:

Strategic Leadership & Planning

  • Responsible for implementation of our lateral paralegal and attorney recruiting and hiring efforts among selected SBUs, working closely with the Managing Director of Growth, Director of Legal Recruiting, and Firm leadership.
  • Meet regularly with SBU leadership to provide updates on candidates and ensure the recruiting team is aware of current strategic industry recruiting needs.
  • Collaborate with Managing Director of Growth, Director of Legal Recruiting and Chief Diversity, Equity & Inclusion Officer on industry trends related to diversity hiring and to ensure a diverse applicant pool for all positions.

Recruiting Workflow & Execution

  • Oversee preparation of associate job postings.
  • Review and screen resumes submitted by candidates or search firms.
  • Schedule interviews for candidates and conduct screening interviews as needed.
  • Ensure initial candidate application is entered into recruiting database and regular status updates are maintained.
  • Organize and maintain all contact information for candidates.
  • Communicate with candidates and external recruiters throughout the recruiting and hiring process.
  • Work with SBU leadership to determine offer terms.
  • Work with Risk Management to determine solutions to any licensing issues.
  • Work with Conflicts Team to ensure lateral candidates are cleared before starting.
  • Ensure that due diligence on candidates is complete and candidate offer letters are in proper form and approved.
  • Use firm resources (i.e., LinkedIn, Firm Prospects), social media, and other avenues to proactively source candidates. 
  • Develop and implement alternative strategies for lateral attorney recruiting; assess effectiveness of recruiting efforts on a routine basis and make recommendations.
  • Conduct market research on recruiting trends, best practices, and compensation and make recommendations, where appropriate.

Team Management 

  • Responsible for workload distribution and allocation among Lateral Recruiting Specialist(s) and Coordinator(s), as well as training and mentoring.
  • Assist Managing Director of Growth and Legal Recruiting Director and in managing operations of lateral recruiting team, including hiring, assessing performance, providing feedback, delegating functional tasks, problem solving/escalated issue resolution, identifying skill gaps, maximizing efficiency, scheduling, and aligning teams.

External Communications and Relationships

  • Monitor and oversee all external career postings for lateral positions.
  • Communicate and establish relationships with search firms regarding lateral hires. Work with Managing Director of Growth and Director of Legal Recruiting to manage fee agreement process, including negotiating ad establishing new fee agreements. 
  • As requested, update the Firm's website content and publications.

Budget

  • Assist the Managing Director of Growth and Director of Legal Recruiting in developing and monitoring the recruiting budget, approving recruiting/hiring related expenses, paying invoices for same, and ensuring expenses stay within budget.

Data Management and Analytics

  • Communicate and report performance statistics to upper management and, when necessary, recommend strategic changes.
  • As needed, support completion of recruiting related surveys and the updating of NALP forms.
  • Maintain accurate and up-to-date recruiting records and files.
  • Work with Legal Recruiting Manager and other business professionals in firm to maintain recruiting database, produce reports, and troubleshoot as needed.
  • When necessary, train others on recruiting team in use of recruiting database and department processes.
  • Help track and monitor lateral recruiting results for purposes of Mansfield certification.

Miscellaneous

  • Participate in professional associations for recruiting.
  • Travel to other Firm offices to attend events or provide support as needed. 
  • Assist with the Firm’s recruiting and hiring processes for law students and summer associates on an as-needed basis.
  • Special projects as required.

POSITION REQUIREMENTS

  • 4year degree required preferably in a related field
  • 5 years of progressive experience in law firm recruiting required. Internal candidates must have demonstrated history of progressively responsible experience. 
  • Excellent written and oral communication skills.
  • Excellent organizational skills.
  • Strong initiative and self-motivation.
  • High degree of attention to detail.
  • Ability to maintain confidentiality regarding candidates, Firm matters, and recruiting matters.
  • Ability to work under pressure, to handle conflicting priorities, and to meet deadlines.
  • Ability to represent the Firm in a favorable and businesslike manner.
  • Ability to work effectively with a variety of professional personalities, both inside and outside the Firm.
  • Ability to work collaboratively and effectively with the Director of Legal Recruiting, Senior Legal Recruiting Specialist, and the administrative and lawyer leadership of the Firm.
  • Demonstrated knowledge of Microsoft Word and Excel; knowledge of all MS Office products strongly preferred.
  • Ability to work after hours, as needed.
  • Ability to travel to other offices as needed.

The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities, or requirements. The Firm will provide reasonable accommodations as necessary to allow an individual with a disability to apply for and/or perform the essential functions of a position.  If you need assistance to accommodate a disability, please contact HR.

COMPENSATION AND BENEFITS

Employees are entitled to compensation commensurate with skill and experience. The exact compensation will vary based on skills, experience, location, and other factors permitted by law. The expected compensation ranges for this position in various states and jurisdictions are as follows:

  • State of California: $116,000 - $237,000
  • State of Colorado: $107,000 - $191,000
  • State of Illinois: $105,000 - $204,000
  • State of Massachusetts: $116,000 - $222,000

  • State of Maryland: $113,000 - $171,000

  • State of Minnesota: $116,000 - $192,000
  • Jersey City, NJ: $126,000 - $229,000 
  • State of New York: $108,000 - $234,000
  • State of Vermont: $115,000 - $220,000
  • State of Washington: $113,000 - $214,000
  • Washington, D.C.: $150,000 - $220,000

The above salaries do not include a discretionary bonus, however bonus opportunities are non-guaranteed, and are dependent upon individual and firm performance. Full-time employees receive benefits including: medical and dental coverage; life insurance; short-term and long-term disability insurance; pre-tax flexible spending account for certain medical and dependent care expenses; an employee assistance program; Paid Time Off; paid holidays; participation in a retirement plan program after meeting eligibility requirements; and more.

Please include a cover letter and resume when applying.

EOE/Minority/Female/Disabled/Vet. Principal Applicants Only.

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