​For law firm Partners considering a move, the decision is rarely about a single issue. Most transitions are driven by a balance of push factors (what’s missing in your current environment) and pull factors (whatyou want to achieve in the next stage of your career).

At CKG Search, we see this play out every week. Moves succeed when there is alignment across four critical dimensions:

• Role = Value

• Team = Culture

• Strategy = Practice Alignment

• Leadership = Trust & Firm Focus

This framework helps clarify whether a move will create lasting value — or whether it risks becoming a short-term shift.

Role = Value

Your practice is your currency. The key is whether a new platform genuinely values what you bring.

• Will the firm allow your practice to scale, or will it cap growth?

• Is remuneration transparent and linked to both billings and broader contributions?

• Are business development and client wins properly supported — not just assumed?

The pull: recognition and growth.
The push: feeling undervalued or constrained where you are.

Team = Culture

Every Partner knows culture makes or breaks a move. A high-performing team should feel collaborative, not cannibalistic.

• How aligned are the firm’s values with your own?

• Is cross-selling natural or forced?

• Do Partners actively mentor and share knowledge?

The pull: a culture that supports success and retention.
The push: silos, competition, or politics that erode trust.

Strategy = Practice Alignment

Strategy only matters if your practice is central to it.

• Where is the firm headed in 3–5 years, and is your area a priority?

• Which sectors and clients are being targeted for growth?

• How resilient is the firm to shifts in the legal market?

The pull: a clear platform where your practice fits the growth story.
The push: being peripheral to the firm’s long-term vision.

Leadership = Trust & Firm Focus

The Partner group you join is also the leadership you trust. Their clarity and direction are critical.

• How are decisions made at Partner level — and how transparent is the process?

• Are leaders consistent in backing strategy with investment?

• Do they have the credibility to win buy-in from clients and colleagues alike?

The pull: trust in leadership, focus in execution.
The push: lack of clarity, shifting priorities, or politics at the top.

Beyond the Checklist

Support, resources, risk management, and transition processes all matter — but they work best when the four fundamentals above align. When Role, Team, Strategy, and Leadership are in sync, a Partner move is not just about joining another firm; it’s about building a sustainable platform for long-term success.

In a market where Partners are in high demand, firms compete fiercely on promises of culture, strategy, and reward. The strongest moves occur when the Partner evaluates those promises through the lens of their own value, practice alignment, and trust in leadership. Anything less is a gamble.