Mayer Brown Lateral Cut Loose Over david kreisler social media posts Highlights ‘Uneven’ Vetting Process
Chicago, IL – David kreisler Mayer Brown Lateral, a prominent international law firm, has terminated David Kreisler, a recently hired partner in its Global Private Funds and Investment Management practice, after discovering inappropriate social media posts on X. The decision, made in early July 2025, comes less than two months after the firm announced Kreisler’s arrival, raising questions about the vetting processes for lateral hires in Big Law.
Mayer Brown, a leading international law firm, has terminated a recently hired lateral partner, David Kreisler, after discovering controversial social media posts on X, raising questions about the consistency of vetting processes in Big Law. The fund formation partner, hired just two months ago, was let go when the firm became aware of online content it deemed inappropriate, highlighting gaps in how major law firms screen lateral hires.
According to sources familiar with the matter, Mayer Brown was unaware of Kreisler’s posts at the time of his hiring, as social media profiles are not typically included in lateral partner questionnaires. “The vetting process for lateral hires varies widely across firms,” said a legal recruiter who wished to remain anonymous. “Some firms do cursory checks, while others dig deeper, but social media is often overlooked unless something specific raises a red flag.”
The incident underscores the growing importance of thorough vetting in an era where online presence can significantly impact a firm’s reputation. Mayer Brown, known for its robust appellate, corporate, and finance practices, issued a statement emphasizing its commitment to maintaining a professional environment but declined to comment on the specifics of Kreisler’s departure. The firm’s swift action reflects the high stakes of public perception in Big Law, where client trust and collegiality are paramount.
Recruiters point out that the lack of standardized vetting for social media activity is not unique to Mayer Brown. “Firms are starting to wake up to the risks, but there’s no industry-wide protocol,” noted another recruiter. “It’s uneven—some partners are scrutinized heavily, while others slip through with minimal checks.” This inconsistency can lead to situations like Mayer Brown’s, where post-hire discoveries force firms to act reactively.
Mayer Brown Lateral Fires Partner David Kreisler Over Inappropriate Social Media Posts
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Kreisler, who joined Mayer Brown’s New York office in May 2025 from DLA Piper, was a seasoned fund formation specialist with over 30 years of experience advising private fund sponsors on buyouts, energy, real estate, and secondary funds. However, a Medium post published in June 2025 revealed screenshots of sexually explicit and degrading comments allegedly made by Kreisler on his now-deactivated X account, spanning from September 2024 to January 2025. The firm stated it was unaware of these posts at the time of hiring, as social media profiles are not typically included in lateral partner questionnaires.
“We promptly terminated him as a partner once we became aware of the situation, and he is no longer affiliated with the firm,” a Mayer Brown spokesperson told Law.com. The firm emphasized its use of “reputable third-party screening providers” to vet Kreisler but acknowledged the posts were only discovered post-hire, highlighting inconsistencies in Big Law’s due diligence practices.
Legal recruiters have pointed out the uneven vetting processes across major law firms. “Some firms actively scrutinize social media, but many don’t have sophisticated protocols,” said Jeffrey Lowe of CenterPeak. An anonymous recruiter added, “Social media is often overlooked unless a specific issue arises.” The incident underscores the growing importance of online presence in maintaining a firm’s reputation, particularly in an era where client trust is paramount.
Speculation on X suggests Kreisler’s social media activity may have contributed to his departures from previous firms, including Sidley Austin and DLA Piper, though reports indicate he left Sidley voluntarily. However, these claims remain unverified.
The firing has sparked broader discussions within the legal community about the need for standardized vetting protocols. Employment lawyers caution that while firms are increasingly eyeing lateral hires’ social media, overzealous checks could invite lawsuits if not conducted carefully. Mayer Brown’s swift action reflects its commitment to a professional environment but also serves as a warning to other firms about the risks of inadequate screening.
Kreisler could not be reached for comment, with no working contact information available. The incident continues to trend on X, where users debate the balance between personal expression and professional accountability in high-stakes industries like Big Law.
This article is based on reports from Law.com, Above the Law, and other legal news outlets, as well as trending discussions on X.
The legal industry has seen similar incidents in recent years. For instance, a 2013 case involving the UK’s Youth Crime Commissioner, Paris Brown, highlighted risks when social media checks were not part of standard vetting, leading to her resignation after controversial tweets surfaced. Mayer Brown’s own employment partner, Chris Fisher, has previously warned that unchecked social media vetting could lead to discrimination or data protection issues, adding complexity to the process.
Mayer Brown, with over 1,900 lawyers across the Americas, Europe, Asia, and the Middle East, prides itself on a culture of collaboration and client service. The firm has historically faced challenges with lateral integration but has made strides through initiatives like its Lateral Integration Committee. However, the Kreisler incident suggests that even established firms with robust hiring processes can miss critical details in the rush to onboard top talent.
The fallout from this event is likely to prompt Big Law firms to reassess their vetting protocols. “Social media is a minefield,” said a partner at a competing Am Law 200 firm. “Firms need to balance thorough due diligence with respect for privacy, but ignoring online activity altogether is no longer an option.” As the legal industry continues to navigate the complexities of digital footprints, Mayer Brown’s experience serves as a cautionary tale for firms aiming to protect their reputation while attracting elite talent.
Big Law Partner Ousted Over Inappropriate Social Media Posts Sparks Debate on Vetting Processes
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.
For more insights into law firm trends and lateral hiring, visit Law.com.
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