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Lateral Lift

Turn lateral recruitment in to long-term success.

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Our Lateral Lift program is a comprehensive, year-long integration initiative that bridges the gap between the hiring process and long-term success. We equip both laterals and their firms with the tools, strategic support and visibility needed to thrive together.

This partnership between Poston Communications and LawVision combines best-in-class communications strategy with law firm growth advisory, supporting laterals at every stage of integration.

The Cost of Lateral Integration Failure

  • $2.3M+ average cost to lose and replace a failed Am Law 100 partner.
  • 48% of lateral partners leave within five years.
  • 90% of laterals have trouble generating business at their new firm.

Why risk a $2.3 million loss when a 3% investment could keep your top talent exactly where they belong?

Lateral recruitment is a high-stakes, high-investment strategy for many law firms, but without proper integration, firms risk missing the mark on growth, culture and profitability. Research shows that 75% of lateral hires underperform expectations. Too many firms stop investing in laterals the moment the ink dries on the offer letter.

Lateral Lift ensures that lateral hires don’t just join the firm—they thrive in it, contribute quickly and stay for the long haul.

What is Lateral Lift?

A comprehensive, year-long integration program that bridges the gap between the hiring process and long-term success. We provide both laterals and their firms with the tools, support and visibility needed to thrive together.

  • Strategic business development planning: Tailored plans with market analysis, target client mapping and growth strategy alignment.
  • Executive coaching and accountability: Individual coaching, goal tracking and internal navigation support to ensure success.
  • Communications and visibility strategy: Personal brand messaging, thought leadership development, social media positioning and media relations.
  • Sales and relationship training: Consultative selling, cross-selling strategies and pitch support to accelerate revenue generation.
  • Integration checklists and reviews: Month-by-month milestones, onboarding tools and leadership engagement frameworks.
  • Lateral process assessment: Diagnostic review of current practices, gap analysis and a roadmap for improved acquisition and retention.

Timeline

Your 12-Month Integration Journey

Pre-Hire

Recruitment Planning

  • Define strategic goals and the specific gap this lateral fills.
  • Develop a candidate profile with integration and retention success criteria.
  • Prepare a pre-hire business plan template and 30-60-90-120 day integration plan.
  • Align all departments — recruiting, BD, communications and practice leadership — before the hire is finalized.

Month 1

Pre-Move Planning

  • Map the firm’s largest clients and cross-reference the lateral’s existing relationships against the CRM.
  • Craft a positioning narrative — what problems you solve, for which industries, and where the collaboration points are.
  • Design a formal introduction plan and 12–24 month marketing roadmap.
  • Develop client case studies and a sales tracker to hit the ground running.

Month 2

Launch and Announcement

  • Issue internal announcement and external press release on day one.
  • Client notifications, media outreach and social media campaign launch.
  • Update LinkedIn profile and post a personal announcement in your own voice.
  • Produce and share a 60–90 second welcome video across LinkedIn, email and the firm’s website.

Months 3-4

Learn the Platform

  • Meet with cross-practice and industry group leaders; review major matters and client wins.
  • Build a master client list.
  • Arrange managing partner visits to key clients.
  • Coordinate a 90-day social media calendar with marketing — consistency over volume.

Months 5-6

BD Integration

  • Execute cross-selling opportunities identified during pre-arrival planning.
  • Launch client-facing thought leadership content and speaking engagements.
  • Conduct needs assessment meetings with key clients to anticipate service needs.
  • Actively request inclusion in upcoming pitches and enroll in any firm BD training.

Months 7-12

Evaluation & Alignment

  • Conduct formal integration reviews at 6 and 12 months.
  • Track benchmarks: joint pitches, cross-practice matters, media placements and social engagement.
  • Recognize and communicate early wins firmwide.
  • Adjust the business plan and set the strategy for year two.

Ongoing

Retention and Growth

  • Maintain regular check-ins and continued BD coaching.
  • Celebrate and communicate milestones firmwide.
  • Meet with key stakeholders and rainmakers at least four times a year.
  • Refine the firm’s overall lateral strategy based on lessons learned.

A Powerful Partnership

Lateral Lift is delivered in collaboration with LawVision and led by senior advisors at Poston Communications with deep experience guiding law firms through high-stakes transitions, growth initiatives and reputation strategy.

LawVision brings deep expertise in firm strategy, client development, growth planning and lateral performance. Key advisors include:

This partnership unites communications strategy with operational and revenue-focused integration planning — ensuring lateral moves are not only announced well, but integrated thoughtfully and positioned for sustained impact.