Chicago, IL – August 1, 2025 – A recent scandal involving David Kreisler, a former partner at Mayer Brown, has sent shockwaves through the legal industry, raising critical questions about the vetting processes for lateral hires in Big Law. Kreisler, who joined the firm’s global private funds and investment management practice in May 2025, was terminated in early July after inappropriate social media posts surfaced on X, highlighting the risks firms face when online behavior goes unchecked.
According to reports, the posts, which have since been deleted, contained sexually explicit language and inappropriate innuendos that were deemed unprofessional by Mayer Brown. The firm, unaware of Kreisler’s online activity at the time of his hiring, acted swiftly to terminate him after a Medium post revealed alleged screenshots of the content. A Mayer Brown spokesperson confirmed to Law.com, “We promptly terminated him as a partner once we became aware of the situation, and he is no longer affiliated with the firm.”
Kreisler’s brief tenure at Mayer Brown—less than two months—has drawn attention to the inconsistent vetting practices across major law firms. Legal recruiters have noted that while some firms actively scrutinize social media profiles, others rely on cursory checks or focus primarily on a candidate’s book of business. “Some firms are actively looking at social media profiles, but many don’t have as sophisticated a vetting process as others,” said Jeffrey Lowe of CenterPeak.
The controversy has also sparked broader discussions about workplace conduct and the role of social media in professional settings. A Medium article by Sarah Burns praised firms like DLA Piper and Sidley Austin, where Kreisler previously worked, for their decisive actions in similar situations, arguing that such responses demonstrate a commitment to combating inappropriate behavior. However, the same article criticized Mayer Brown for initially overlooking Kreisler’s online presence, suggesting it reflects a broader issue of condoning problematic conduct.
Kreisler’s departure from Mayer Brown follows a pattern, as reports suggest his exits from Sidley Austin and DLA Piper may also have been linked to his social media activity, though conflicting accounts claim he left Sidley voluntarily. Attempts to reach Kreisler for comment have been unsuccessful, with no current contact information available.
The incident has ignited a trending conversation on X, where users are debating the balance between personal expression and professional accountability. Some argue that law firms must adopt stricter social media screening protocols, while others question whether such scrutiny infringes on personal freedom. The controversy underscores the growing importance of online presence in shaping professional reputations, particularly in high-stakes industries like Big Law.
As firms navigate this evolving landscape, Kreisler’s case serves as a cautionary tale. “The vetting process for lateral hires varies widely across firms,” an anonymous recruiter told Real News Hub. “Social media is often overlooked unless something specific raises a red flag.” With public perception and client trust at stake, law firms are under increasing pressure to standardize and strengthen their due diligence processes.
Mayer Brown has reiterated its commitment to maintaining a professional environment but declined to comment further on the specifics of Kreisler’s termination. As the legal industry grapples with these challenges, the Kreisler controversy is likely to fuel ongoing discussions about accountability, reputation, and the role of social media in professional life.