Law firms are often impressively opaque about compensation—not necessarily to hide the truth, but because the structures are genuinely complex. Understanding what you are actually being offered requires looking past the headline number to the model behind it.

In this episode, Andrew Wilcox—legal recruiter since 2003—decodes the spectrum of compensation models. From "Pure Lockstep" to "Eat-What-You-Kill," learn how to identify where a firm truly sits and what that means for your future earnings and practice stability.

Most firms claim to be "Modified Lockstep," but that label covers a massive range of behaviors. You need to know if the "modification" is a small bonus or a complete merit-based overhaul.

Lateral partner offers often include a period of Guaranteed Compensation—a floor intended to protect you during your transition. However, these guarantees come with fine print.

• The Duration: The industry standard is 18–24 months (the remainder of the current fiscal year plus one full year).

• The "Cliff" Risk: If your guarantee is $1.5M but the firm’s standard metrics for your book would only pay $900k, you face a massive drop-off the moment the guarantee ends.

• Performance Thresholds: Some guarantees aren't absolute; they may require you to hit specific "transfer targets" or billing minimums to stay in effect.

If you are offered a Non-Equity (Income) Partner role, you must determine if it is a legitimate stage or a permanent ceiling.

• The 5-Year Track: Ask how many non-equity partners have moved to equity in the last 5 years. If the answer is "zero" or "one," you are looking at a "parking spot."

• The Capital Contribution: Equity status requires "skin in the game"—typically 5–8% of your annual compensation. Ask if the firm provides loans for this buy-in or if it's a cash-up-front requirement.

"Compensation isn't just a base draw. It’s the total picture of profit distributions, capital requirements, and the logic that governs your raises. If the firm can't explain their formula with precision, they aren't managing a partnership—they're managing a black box." — Andrew Wilcox

1. "What is the compensation range among equity partners at my seniority level?" (A narrow range = Lockstep; a wide range = Merit-driven).

2. "How is origination credit assigned on shared matters?" (Reveals if the firm rewards collaboration or hoarding).

3. "What specifically happens to my pay at the end of the guarantee period?" (Identifies the potential "income cliff").

4. "Is there an appeals process for compensation decisions?" (Tests the fairness and transparency of the committee).

5. "How much of a partner's pay is typically 'held back' until the following year?" (Identifies potential liquidity issues or "golden handcuffs").

Before you sign an offer that looks good on paper, let’s run the numbers. I can help you model your "Post-Guarantee" reality to ensure the move makes sense long-term.

• Email: Andrew@Wilcox-legal.com

• LinkedIn: Connect with Andrew Wilcox