August 21, 2025 – As Big Law firms navigate a fiercely competitive lateral hiring market, the return of “boomerang” attorneys—former employees who rejoin their old firms—is emerging as a strategic advantage. These rehires are increasingly viewed as a “huge win” in the ongoing talent war, offering firms a blend of familiarity, proven talent, and fresh external experience. Here’s how Big Law is leveraging boomerangs to bolster their ranks and stay ahead in the race for top legal talent.
The Rise of Boomerang Attorneys
Boomerang employees, those who return to a firm after leaving for other opportunities, have become a significant asset in Big Law’s talent strategy. According to recent data, boomerang hires accounted for 35% of new hires in some sectors in March 2025, a record high driven by a cautious labor market and limited worker mobility. For law firms, these rehires offer a faster onboarding process, reduced recruitment costs, and the benefit of attorneys who already understand the firm’s culture and operations.
Firms like Kirkland & Ellis, Paul, Weiss, Rifkind, Wharton & Garrison, and Cravath, Swaine & Moore have capitalized on this trend, welcoming back attorneys who left for in-house roles, government positions, or rival firms. For instance, Cravath recently rehired former partner Andrew Finch, previously a high-ranking official in the Justice Department’s antitrust division, marking a significant coup in the lateral market. These moves are seen as strategic, blending institutional knowledge with new skills acquired elsewhere.
Why Boomerangs Are a ‘Huge Win’
Familiarity and Efficiency
Boomerang attorneys require less time to integrate, as they are already familiar with firm processes, client relationships, and internal dynamics. This allows firms to deploy them quickly into high-value roles, minimizing the disruption often associated with lateral hires. “Boomerang hires are faster and cheaper to onboard, and often combine fresh experience with prior familiarity,” notes a recent industry analysis.
Enhanced Skill Sets
Returning attorneys often bring valuable external experience, whether from in-house counsel roles, government service, or other firms. For example, Kirkland & Ellis’s rehiring of a five-partner group from Skadden, led by trial lawyer Allison Brown, brought not only proven litigation expertise but also the potential to anchor a new Philadelphia office. Such hires enhance a firm’s capabilities in specialized practice areas like antitrust, M&A, or public company advisory.
Cultural Fit and Loyalty
Boomerangs are more likely to align with a firm’s culture, reducing the risk of turnover that plagues lateral hires. Studies show that nearly 50% of lateral partners leave within five years, often due to cultural mismatches or unmet expectations. Boomerangs, having previously thrived at the firm, are seen as safer bets. Firms are also finding that offering flexible work arrangements or multi-office positions can lure back talent seeking work-life balance.
Strategies for Attracting and Retaining Boomerangs
Proactive Recruitment
Big Law firms are not waiting for boomerangs to apply. Instead, they’re actively reaching out to former employees, particularly those who left for in-house or government roles. Firms like Latham & Watkins and Goodwin Procter have ramped up lateral hiring, with Latham hiring 105 U.S. lateral associates by May 2021 alone. Maintaining relationships with alumni through networking events or mentorship programs is a key tactic to keep the door open for returns.
Tailored Integration Plans
To maximize the impact of boomerang hires, firms are investing in robust integration strategies. This includes aligning business development liaisons with returning attorneys to assess their book of business, set billable hour goals, and forge connections with existing clients. For example, when Cleary Gottlieb rehired Justin “JT” Ho from Orrick, the firm leveraged his expertise in public company advisory to strengthen its San Francisco presence.
Flexible Work Models
The pandemic has reshaped attorney expectations, with many prioritizing flexibility. Firms are responding by offering hybrid or remote work options to attract boomerangs. A 2023 survey found that firms with flexible schedules had half the turnover rate of those with strict return-to-office mandates. This trend is particularly appealing to boomerangs who may have left for lifestyle reasons and are now open to returning under the right conditions.
Challenges in the Boomerang Strategy
While boomerangs are a “huge win,” they’re not without risks. Firms must ensure that returning attorneys integrate seamlessly into evolved firm cultures or practice groups. The high cost of lateral hiring—often hundreds of thousands in lost profits if a hire underperforms—applies to boomerangs as well. Additionally, firms must balance the expectations of boomerangs with those of existing partners, especially when rehires command premium compensation or leadership roles.
Posts on X reflect mixed sentiment about the broader talent market, with some highlighting pay compression issues that could affect boomerang negotiations. One user noted that companies are starting new hires, including boomerangs, at salaries matching or exceeding those of long-tenured employees, potentially causing friction.
The Broader Talent War Context
The boomerang trend is part of a broader surge in lateral hiring, with 2024 seeing a 14% increase in overall lateral hires and a 25% rise in lateral associate hiring, according to the National Association for Law Placement. Big Law firms like Lewis Brisbois Bisgaard & Smith, which hired 279 lateral associates in 2023, are aggressively rebuilding after losses, while others like Paul, Weiss have added high-profile names like former U.S. Attorney Damian Williams.
However, the market remains uneven. While high-profile hires like those at Kirkland or Cravath grab headlines, some recruiters describe 2025 as off to a “slow start” due to partners awaiting compensation clarity amid soaring firm profits. This dynamic underscores the strategic importance of boomerangs, who offer a cost-effective way to bolster talent without the uncertainty of external hires.
Looking Ahead
As Big Law continues to navigate a competitive talent landscape, boomerang attorneys are proving to be a critical weapon. By combining familiarity with fresh expertise, these hires allow firms to strengthen key practice areas, expand geographically, and maintain cultural cohesion. Firms that invest in proactive outreach, tailored integration, and flexible work policies are best positioned to win this segment of the talent war.
Sources: Bloomberg Law, Reuters, National Association for Law Placement, Above the Law, X posts