Legal & Professional Services Insights from Stephanie Morris

An Interview with Stephanie Morris, Page Executive

Tell us a bit about your practice.

I specialize in recruiting lateral attorneys across the United States, partnering with law firms that range from elite boutiques to Am Law 100 global firms. My practice is built on deep market knowledge, discretion, and a commitment to helping attorneys make strategic career moves that align with their professional and personal goals.

What changes in the industry have had the most significant impact on your work?

I’m sure everyone is growing fatigued of hearing this answer, but yes, AI is having a real impact on the legal market. While AI will never replace attorneys, it is streamlining everything from contract analysis to legal research, and it is reshaping traditional staffing areas such as document review and paralegal support.

For recruiters, this means placing attorneys who can work alongside AI tools, interpret outputs, and focus on higher-value strategic work. It also means identifying talent with hybrid skill sets, those who understand both the law and the technology transforming it, and who are willing to grow and embrace change.

What kinds of roles do you typically recruit for, and are there specific industries or specializations where you have developed significant expertise?

I typically recruit for associate, senior associate, and counsel-level roles across a wide range of practice areas, including M&A, Capital Markets, Private Equity, Real Estate, Structured Finance, Energy and Infrastructure Projects, Intellectual Property, General Litigation, Employment, and more.

What are customer and other insights telling us about activity in your practice area?

It’s an interesting time to recruit in the lateral market. Partner-level transitions, including group moves, are drawing significant attention due to their volume and commercial impact. But partners aren’t the only ones making moves. Firm Prospects reported over 8,000 lateral hires across Am Law 200 firms in the first three quarters of 2025, with Q2 alone accounting for more than 2,800.

There’s no single explanation for this movement. Some suggest loyalty to firms has diminished, with attorneys becoming more open to exploring greener pastures. Others point to the appeal of boutique firm culture and flexibility. Bloomberg Law also reported that firms that struck a pro bono or settlement deal with the administration have, in some cases, experienced an exodus of attorneys, junior and senior alike. Clearly, multiple factors are shaping candidate decision-making.

Are there any common mistakes that candidates should avoid?

1. Be selective and thoughtful. Write a cover letter that shows why you’re genuinely interested in a firm. Quantity-over-quality applications can backfire, and firms do review your submission history.
2. Keep it simple. Avoid over-designed resume templates. A clean Word document that clearly outlines your experience is best.
3. Track your submissions. The lateral market is certainly not short of recruiters. So, if you find yourself working with more than one, keep detailed records of where you’ve been submitted. Ask the right questions and choose a recruiter who is professional, honest, and transparent. They’re representing you to key decision-makers who could have a huge impact on your career path.

Why did you get into recruitment, and why is recruitment important to you?

I’m a lawyer, though I don’t practice law. Working in the lateral attorney market allows me to stay close to an industry I’m very passionate about. I have immense respect for the work attorneys do, their education, their professional standards, and their commitment to pro bono service.

At Page Executive, I have the privilege of working with global law firms and collaborating with colleagues across international markets. This global perspective keeps us closely connected to our clients’ cross-border challenges and strategic growth plans. It allows me to offer insights that go beyond local market dynamics.

My goal is to make the process of exploring new opportunities feel human, relatable, and even enjoyable. Career transitions can be daunting, and I aim to be a steady, supportive presence during what can be a stressful time.