This study examines whether and to what extent conflict among clients can serve as barriers to the labor market mobilities among employees in the professional services industry. I propose that firms strategically refrain from hiring professionals from source firms in the presence of client conflict due to an increase in the anticipated costs of post-hiring integration and concerns about violating industry norms surrounding client loyalty. I further delineate that the reluctance to hire during client conflict becomes more pronounced if the hiring and source firms share a higher degree of resource overlap (i.e., common clients and knowledge similarity) and occupy higher status positions. I test and confirm my ideas through a joint analysis of 1,253 mobility events of federal lobbyists across 683 lobbying firms and the events of policy conflicts among their clients in the United States between 2007 and 2018.