How to Know When It’s Time to Leave Your Firm And What to Do Next

FOR YOUR PRACTICE | EMPLOYMENT LAW

How to Know When It’s Time to Leave Your Firm—And What to Do Next

BY COURTNEY SCHAEFER, ESQ.

MARYLAND BAR JOURNAL | VOLUME 7 ISSUE 2 95

FOR YOUR PRACTICE | EMPLOYMENT LAW

96

How to Know When It’s Time to Leave Your Firm—And What to Do Next

Lawyers are trained to evaluate and assess. Often that analysis extends beyond client matters to a more personal question: is this still the right job for me? It is a common question, though rarely discussed openly.

Staying with one employer can provide stability and growth when the fit is right. But remaining in place out of fear, habit, or inertia can stall refining your abilities and diminish satisfaction. For lawyers who care about both professional success and personal well-being, regularly reflecting on career direction is essential. Recognizing when it may be time to move on, and knowing how to navigate that process, can reshape a lawyer’s trajectory and directly impact overall fulfillment.

BY COURTNEY SCHAEFER, ESQ.

Even the most accomplished lawyers can outgrow a role. The challenge is spotting the difference between temporary frustration and deeper signs that your workplace is no longer the right match. Paying attention to these signals can help you act with clarity rather than waiting until circumstances force your hand.

MSBA.ORG | VOLUME 7 ISSUE 2

RECOGNIZE THE SIGNS IT MAY BE TIME TO MOVE ON

Before deciding whether to make a move, pause to evaluate where you are now. Honest reflection helps reveal whether your current role is truly serving you.

SUBTLE RED FLAGS

Physical Indicators: Consistent low energy, a pit in your stomach anytime your boss calls, Sunday Scaries that last all week. When stress from work begins to take a toll on your health.

No Vision for the Future: At any given time, you should be able to articulate your development plan. What is the roadmap for continued honing of your craft, access to new opportunities, and pathways to leadership positions? It is not enough for you to be alone in this vision. Is it shared by the people empowered to help you execute?

Misaligned Values & Priorities: When an organization’s values or priorities conflict with your own, progress feels forced and unsustainable. This tension drains energy, limits growth, and makes it nearly impossible to thrive.

Pride in Where You Work: Feeling hesitant or uncomfortable representing your employer often shows that the organization no longer reflects the professional standards, culture, or impact that you value. When pride in your affiliation fades, it can limit your confidence, influence, and sense of purpose, signaling that it may be time to move to a workplace that matches your priorities.

STRUCTURAL ISSUES

No Opportunities for Advancement: If your workplace offers no avenue for gaining experience, whether through advancement, new responsibilities, or skill or business development, it signals that your future there is capped. Staying too long in that environment risks stagnation.

Comp Out of Step with Value and/or Market: When compensation does not reflect your contributions or falls below market, it is a clear sign of misalignment. Over time, that gap limits both your financial potential and your sense of being valued.

Limited Flexibility or Support for Work-Life Integration: Sustained success requires balance, not burnout. When an organization offers little flexibility or support for having a life outside of the office, it signals that your well-being is not a priority, and long-term satisfaction is nearly impossible.

CULTURAL COMPATIBILITY

When the Environment Is Not a Fit: When your work style or team dynamics clash with your organization’s, every day can feel draining, and even strong performance may go unrecognized.

Conversely, when you are in an environment that matches up with how you work best, you can collaborate effectively, contribute fully, and move forward with energy and satisfaction.

Lack of Role Models/Mentors: The absence of mentors or role models who reflect the path you aspire to can limit your ability to learn, evolve, and navigate advancement. Eventually, this lack of guidance and sponsorship can stall your advancement, and a different environment may better support your professional goals.

CLARIFY WHAT YOU WANT NEXT SELF-ASSESSMENT: LOOKING BACKWARD

Before deciding whether to make a move, pause to evaluate where you are now. Honest reflection helps reveal whether your current role is truly serving you.

Ask yourself: Do I feel engaged and challenged by my day-to-day work?

Am I acquiring valuable skills that will serve me over the long term?

Do I see a realistic road to advancement here?

Are there mentors or role models whose careers reflect where I hope to go?

Do I feel like a valued contributor within my team or more like a replaceable cog?

If I remain here for another year, will I likely be in a stronger professional position?

Self-assessment gives you a clear picture of whether your current position is helping or hindering your progress. But clarity only comes full circle when you look forward as well, defining what you want your next chapter to look like. This transforms reflection into direction, helping you identify the kind of work, environment, and growth opportunities that will keep your career on course.

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At every stage of your career, it is worth asking whether your work and environment still align with your compass and support your long-term goals.

ENVISIONING YOUR FUTURE

Once you have clarified where you stand, shift focus to what you want next. This forward-looking process is about defining your compass so you can pursue opportunities with intention. Consider: What type of work energized me most? Trial work, deal-making, counseling, or something else?

What kind of environment allows me to thrive?

Collaborative teams, independent projects, or mission-driven work?

What level of flexibility, balance, or lifestyle support do I need in my next role?

What kinds of growth experiences (leadership, business development, technical depth, etc.) would move me closer to my long-term goals?

What reputation or culture do I want to be associated with when I introduce myself as part of an organization?

ACTION STEPS Making a career move does not have to feel overwhelming.

By breaking the process into manageable steps, you can explore new possibilities while keeping control of your timing and options.

RESEARCH & NETWORKING

Identify target firms/organizations aligned with your goals and practice focus Track lateral moves, practice group expansions, and emerging areas of law Leverage alumni, colleagues, and events for insights on culture, opportunities, and market trends TIMING CONSIDERATIONS

Align outreach with hiring cycles and firm expansion periods Factor in local licensing requirements and timelines that could affect start dates Give yourself time to carefully evaluate multiple opportunities before deciding Consider personal milestones or commitments (family matters, major cases, etc.) when planning your move 98

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ENGAGING A RECRUITER

Choose a recruiter with a nuanced understanding of your practice area and geographic market.

Share goals, constraints, and flexibility openly Prepare a polished resume, writing sample, representative matters list, and/or references as appropriate—a recruiter can help with this Use the recruiter as a confidential advisor and resource for market intelligence While fears about change are natural, they should not outweigh the importance of direction. At every stage of your career, it is worth asking whether your work and environment still align with your compass and support your long-term goals. Finding that compass is not about having every answer. It is about asking the right questions and being honest about what you uncover. Whether you choose to progress where you are or chart a new course, the clarity gained through this process ensures your career is guided by intention rather than inaction. ____________ Courtney Schaefer is a D.C.-based Senior Consultant with Beacon Hill Legal. She is a Penn Law and Duke University graduate who draws on her almost two decades of experience as a litigator in government and private practice to connect highly qualified attorneys in all practice areas with corporations and large, mid-sized, and boutique law firms throughout the MidAtlantic and Southeast.