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As we approach the final stretch of the year, we’re hearing the same refrain from BigLaw associates: “I’m ready to explore a move, but I don’t want to leave my year-end bonus behind.”
It’s a fair concern. After a year of hard work, you shouldn’t have to sacrifice the bonus you’ve earned when making a move. The good news is that we — and most firms — understand this dynamic. With a thoughtful approach, you can plan a smooth transition, preserve your compensation, and step into a new opportunity at the right time.
Why Bonuses Drive Timing
For associates, year-end bonuses are often a substantial part of total compensation. Even when payouts track the market scale, every dollar matters. Eligibility typically depends on tenure and billable hours, with year-end reviews serving as natural checkpoints. It’s no surprise that many associates plan their moves around these milestones.
We’re seeing this pattern across practice groups. Many of the candidates we’re working with are exploring opportunities or interviewing now, but prefer start dates at the beginning of the new year. Moving earlier could mean leaving a significant portion of their bonus behind, so they’re approaching career moves strategically — balancing timing with compensation.
How We Help Associates Strategically Time Their Moves
At Sonder, we work closely with candidates to ensure the transition fits both their career goals and financial realities. Here’s how we support associates balancing bonus concerns with a lateral search:
- Managing Expectations with Firms: When presenting candidates late in the year, we set clear expectations with hiring partners and recruiting teams about desired start dates. Transparency helps both sides plan effectively and avoid unnecessary conflicts.
- Securing Offers in Advance: We often guide associates through interviews in the fall with the understanding that, if an offer is extended, the start date will be in the new year. This approach allows candidates to focus on bonus season with peace of mind while still moving their search forward.
- Negotiating Start Dates and Sign-Ons: In some cases, firms may offer flexibility around start dates or even sign-on bonuses to “bridge the gap.” This is most common in high-demand practice areas where firms are motivated to accommodate strong candidates.
Different Paths, Same Goal
Every associate’s situation is unique. Some prefer to start conversations in the fall and line up a January transition. Others are open to moving sooner if the right opportunity arises and compensation is addressed creatively. Still others may wait until bonuses are paid before interviewing, knowing that hiring processes can take weeks or months.
The common thread is this: no one should have to choose between career advancement and financial security. With the right planning, it’s possible to protect both.
The Takeaway: Don’t Leave Money — or Opportunity — on the Table
If you’re considering a move, there’s no reason to wait until January to begin. Interviews, approvals, and offers take time. By starting now, you position yourself to transition smoothly — collecting your bonus while preparing for a fresh start in the new year.
We don’t expect anyone to walk away from compensation when making a move. Our role is to help you map the timing and advocate for the terms you may not feel comfortable raising yourself — ensuring your next step is both strategically sound and financially smart.
As 2025 winds down, many associates are weighing these same considerations. If you’re ready to explore your options while still closing out the year strong, we’re here to help you do exactly that.
