Why Mentorship and Culture Beat Compensation in Law Firm Retention, Published in Daily Journal Los Angeles

In an article published on July 29 in the Daily Journal Los Angeles, Segal McCambridge shareholder Marsha L. Kempson explains why law firms cannot rely on compensation alone to retain legal talent. Given the 17.1% rise in lateral associate hiring in 2025, the article outlines how mentorship, firm culture, and professional development opportunities strengthen associate retention. 

“Chambers identifies years two through four as the highest-risk attrition window: motivation falls after the second year and generally does not recover until after year five,” Kempson cites. “At precisely the point when associates are becoming more proficient, they may begin to question whether the firm is investing in their future.”  

Kempson recommends a structured approach that pairs associates with engaged mentors, provides timely feedback, and makes advancement criteria clear. Firm leaders can also reduce attrition by creating meaningful development opportunities, communicating expectations early, and holding leadership accountable for the culture teams experience each day. 

“The firms most likely to retain strong associates will be those that pair market-rate pay with a culture that keeps its promises, mentoring that provides guidance, and professional development that makes progress visible,” writes Kempson. “In a competitive hiring market, that combination is harder to replicate than compensation alone.” 

Read the article in full, click here (subscriber-based).