We’ve all seen it: a lawyer eager to make a move, not because the next opportunity is irresistible, but because the current one is painful. If you’re feeling that, we understand. But here’s the truth: when you’re only running from something, you risk ending up in a different version of the same misalignment.
Whether you’re considering a law firm move or exploring an in-house role, how you position your story—and the questions you ask—matters.
We’ve compiled a list of common “red flag” statements we’ve heard from candidates and translated them into positive, strategic framing that works in either environment. We’ve also included questions to help you uncover what matters most—whether it’s the quality of the work, leadership, culture, growth, or compensation.
Here’s how you might rethink the narrative:
Negative: “There’s no room to advance.”
Reframe: “I’m looking for an environment—whether a legal department or a practice group—with a clear path for growth. Could you share how lawyers here have grown, taken on new responsibilities, or expanded into new areas?”
Negative: “The hours are brutal.”
Reframe: “Work-life balance is important to me. How does your team approach workload and flexibility to support both performance and well-being?”
Negative: “Toxic culture.”
Reframe: “I value a collaborative, inclusive workplace. How would you describe the working dynamic across your legal team or practice group? Does the culture of the legal team and organization support open dialogue?”
Negative: “The work just isn’t interesting.”
Reframe: “I’m drawn to challenging, meaningful work—like [insert interest areas]. Are there opportunities to deepen expertise or work across functions or practice groups?”
Negative: “My contributions aren’t appreciated.”
Reframe: “Recognition and feedback are important to me. How does leadership show appreciation for strong performance—formally or informally?”
Negative: “I don’t feel supported by leadership.”
Reframe: “I want to join a team where leaders are invested in mentorship and professional development. Are there programs—or a culture—of coaching and feedback?”
Negative: “The compensation isn’t competitive.”
Reframe: “I’m evaluating total compensation and benefits. Could we discuss how salary, bonuses (STI, LTI), equity, or other incentives here, beyond the base pay?”
Negative: “I don’t have enough client (or business-side) exposure.”
Reframe: “Client and stakeholder engagement is something I value—whether that’s internal clients in-house or external clients in a firm. How does your team foster those relationships? Might I have a chance to meet key stakeholders during the process?”
Timing matters: If someone asks, “Do you have any questions?”—take the opportunity. It’s a genuine invitation to explore whether their organization is the right fit for you. Feel free to use the ones given here or visit the “lawyers career blog” for more suggestions: https://www.princetonlegal.
Each frustrating experience you’ve had points toward something you want more of. Use that insight to ask honed questions. Communicate a more defined experience and focused goals. Make a move that takes you somewhere you want to go! May you keep growing strong in your life and career; find and follow your north star.
