Many experienced attorneys, especially those in BigLaw or with years of specialized practice, encounter a frustrating barrier when job hunting: the perception of being “too expensive.” Even the most qualified lawyers can find themselves overlooked if law firms believe their compensation expectations outweigh their value. But this perception is often avoidable—with the right strategy.
In this article, we’ll explore what it really means to be seen as “too expensive,” why it happens, and what you can do to maintain your marketability, negotiate effectively, and align your value with law firm expectations.
Why Law Firms Perceive Candidates as “Too Expensive”
Law firms are businesses, and their hiring decisions often come down to one equation: return on investment (ROI). If a firm doesn’t see a clear path to profit from your hire, your salary expectations—even if reasonable—may be considered too high.
Here are some common reasons law firms think a candidate is too expensive:
- Salary Expectations Exceed Budget: Even if you were paid well at a top-tier firm, regional or smaller firms may not match that.
- Unclear Value Proposition: If your resume doesn’t clearly show how you can generate revenue or add specialized expertise, your cost becomes harder to justify.
- Overqualification for the Role: Firms may worry you'll be unhappy, underutilized, or leave quickly.
- Weak Business Development Record: Partners without a book of business or senior attorneys without client relationships may not justify a high salary.
How to Avoid Being Seen as “Too Expensive”
In legal recruiting, the term “too expensive” can be misleading. It’s not always about your actual salary requirement—it’s about the firm’s perception of your value relative to your cost. If law firms don’t see a direct connection between what you bring and what they’ll pay, you risk being passed over, even if you’re highly qualified.
1. Lead with Value, Not Compensation History
One of the biggest mistakes attorneys make during interviews or resume submissions is placing too much emphasis on prior compensation. Just because you earned a high salary at a top law firm doesn’t automatically justify the same pay elsewhere. Law firms are more interested in what they’re getting for their money, not just where you came from.To avoid being dismissed as “too expensive,” lead with your value:
- Quantify your impact: Mention billable hours, the size of deals closed, trial outcomes, or compliance efficiencies achieved. Numbers speak louder than titles.
- Frame yourself as a revenue generator: Whether you bring clients, improve internal workflows, or support rainmakers, show how you increase the firm’s profitability.
- Use metrics and success stories: For example, “My work helped secure a $50M settlement,” or “I led a team that closed 12 real estate transactions in one quarter.”
2. Align Yourself with the Firm’s Business Goals
Even if you have outstanding experience, if it doesn’t fit the firm’s current direction or client needs, you’ll appear overqualified and overpriced. Firms are looking for strategic hires—not just talented attorneys.To make yourself indispensable:
- Study the firm’s practice strengths and client base. Are they expanding into healthcare law, environmental litigation, or tech startups? If you have related experience, highlight it.
- Match your skills to their pain points. For instance, a growing boutique firm may need someone who can manage workflow independently or supervise junior associates.
- Position yourself as a solution. Say, “I know you’re expanding your employment law group—my background in wage-and-hour class actions can help build that out.”
3. Be Strategic with Your Resume and Online Presence
Your resume and online profile often create the first impression—and can unintentionally signal that you're “too much” for a firm to afford or manage.To avoid this:
- Customize your resume for each firm type. For mid-sized or regional firms, tone down references to mega-deals or high-profile litigation that may seem out of reach.
- Balance prestige with relatability. Instead of listing every Am Law 10 accomplishment, emphasize practical, transferable skills such as case management, client counseling, or cross-functional collaboration.
- Rebrand as approachable and adaptable. Use language that shows you’re a team player, open to learning, and enthusiastic about contributing—traits that appeal to all firms, regardless of size.
4. Know the Market and Adjust Accordingly
Context is everything. A $250,000 salary may be standard for a mid-level associate in New York City, but could be viewed as excessive in Denver, Charlotte, or Minneapolis. Attorneys who don’t account for geographic and market-based differences risk alienating potential employers.Here’s how to navigate this:
- Research average salaries for your level and practice area using resources like LawCrossing, Glassdoor, legal recruiters, and market reports.
- Be honest about trade-offs. If you're targeting a better work-life balance, remote opportunities, or a firm culture, make it clear that you're open to adjusting your compensation accordingly.
- Use ranges, not absolutes. For example: “I’m flexible depending on the overall opportunity and total package”—this keeps you in the running longer.
5. Demonstrate Flexibility and Long-Term Thinking
Law firms are wary of making expensive hires who leave within a year or demand constant raises. The best way to overcome this fear is to present yourself as someone focused on the long game.To do this effectively:
- Be open to non-traditional compensation structures. For example, a lower base salary combined with incentive bonuses or origination credit sharing can help alleviate initial cost concerns.
- Offer a phased transition. If a firm is unsure, suggest starting on a part-time, contract, or of counsel basis with the option to convert to full-time.
- Talk about commitment. Share your reasons for targeting that specific firm, location, or practice area. Demonstrate that this role aligns with your long-term objectives, not just your income requirements.
Bottom Line: Being perceived as “too expensive” is often a branding and communication issue, rather than a reflection of your true worth. When you align your value with a firm’s needs, present yourself strategically, and remain flexible, you become a smart investment—not a financial risk.
| See Related Articles |
Conclusion: Price is Relative to Perceived Value
Being labeled “too expensive” is not always about your salary request—it’s often about how effectively you present your value. Attorneys who clearly align their experience with a firm’s needs, understand market realities, and show flexibility in compensation models can avoid this trap entirely.
Instead of underselling yourself, focus on reframing the conversation from cost to contribution. When law firms see you as an asset—not an expense—they’ll find a way to make the numbers work.
