Over the past two decades, Kirkland & Ellis pioneered a partnership structure that has reshaped BigLaw: the non-equity partner model. Once controversial, this two-tier structure is now dominant — with 87 of the top 100 US law firms offering salaried partner tiers.
What’s driving this shift?
- Profit protection: Firms can grow without diluting equity partner returns. Equity partner compensation averages ~$1.9m at top firms, while non-equity base pay typically ranges from ~$558k to ~$750k.
- Talent play: The non-equity title helps firms attract and retain lawyers at a younger age or from rival firms.
- Modernisation: Criticism of Kirkland’s model has faded. What was once seen as a trick is now regarded as smart business. Kirkland’s success — and the Wall Street-level compensation earned by some non-equity partners — has pushed other firms to follow.
Even firms that long resisted the model — including Debevoise, Paul Weiss, Cravath, and Cleary — have added non-equity tiers. Others, like Skadden, Ropes & Gray, and Freshfields, are reportedly considering it.
The chart below illustrates how the structure looks today across key firms.
What does this mean for your career — especially at the senior level?
More pathways, but new complexity
- The title “partner” no longer guarantees ownership, influence, or profit share. Understanding what it means at your firm is essential.
- While base salaries for non-equity partners are lower than equity peers, total packages can exceed $1.5m for those who generate significant business. Bonuses and originations are now key drivers of earnings at this level.
Recruitment opportunities and challenges
- More partner-level lateral options exist, but firms vary on whether non-equity is a stepping stone or a final stop.
- Packages are often bespoke — closely tied to performance, client development, and the specific firm model.
Junior Partners: How to Choose the Right Firm for Equity Prospects
For ambitious lawyers aiming to make equity, choosing the right platform is critical. While compensation and prestige matter, success often hinges on the environment the firm provides for you to thrive.
For more on why partners make lateral moves, read: 4 Reasons Partners Move Firms.
Here are two key factors to weigh carefully:
Support from the firm
- Does the firm provide a great platform, resources and business development support to help you build a sustainable client base?
- Is there a clear, realistic path to equity — or is promotion limited to a small, entrenched group?
- Are client opportunities distributed fairly, or are they heavily guarded by senior partners?
- Are conflicts between current and potential new clients a reoccurring problem, thus effecting the growth of your book of business?
Many partners move because they want a better platform to build a more sophisticated client base.
The right culture
- Does the firm encourage collaboration and knowledge sharing, or is it highly siloed and competitive internally?
- Are laterals and non-equity partners truly seen as future equity owners — or are they permanent second-tier contributors?
- Is the firm’s leadership aligned with your values, particularly regarding transparency and growth?
Culture clash is a major driver of lateral moves. The right cultural fit can be as important as compensation when it comes to long-term success.
I have the privilege of speaking daily with experienced lawyers and our leading recruiters about these evolving dynamics. Stefano Barbagallo, Michael McGinnis, J.D., Jonathan Taylor and Sonia Taylor are all working with talented partners on how to strategies their next steps. We’re seeing exceptional opportunities emerging at both top-tier and mid-sized firms, all eager to strengthen their benches with the right partners.
In a shifting market, it pays to be open, prepared, and strategic — that big pay cheque or coveted equity title might come sooner than you expect.
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At Sonder Consultants, we help junior and senior partners cut through the complexity of modern partnership structures. Whether you’re aiming for equity, weighing a lateral move, or seeking the right cultural fit, we provide insights that go beyond titles — helping you make confident, informed decisions.
Let’s talk — confidentially. Contact Sonder today.
Further reading
- How to Make Partner: A Sonder Career Guide
- Debevoise ditches all-equity model — LawFuel
- ‘Kirklandisation’ of Big Law pushes firms to launch salaried partnerships
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