In today’s competitive legal market, information isn’t just an advantage—it’s a necessity. Whether you’re a hiring manager looking to attract top-tier talent or a candidate aiming to land your dream role, understanding the dynamics of legal recruiting can make all the difference. We sat down with an Adams & Martin Group legal recruiter for insight into current legal hiring conditions and challenges.
Q: What hiring challenges are your clients coming to you with?
A: One of the biggest challenges we see is law firms and legal departments trying to find very specific talent – not just someone within the practice area that the role is supporting, but also with the right skill set, software expertise, little job movement, and in the salary range. It narrows the field to the point that it makes hiring difficult and could cause them to miss a great candidate who may not check every very specific box.
Also, at a more senior level, clients often face fewer options and/or less interest from candidates. With the uncertainty in the economy, many candidates are less likely to pursue a new position. Instead, they tend to stay where they are and wait things out, even if their current situation isn’t ideal. As a result, clients are often left either hiring outside of their ideal profile or spreading the work among existing team members.
Q: What trends are you seeing in hybrid and remote work in the legal industry?
A: Candidates are increasingly wanting hybrid/remote work schedules, but many firms are going back on-site. Some are making hybrid work schedules available after a training period. We see an increased number of national and international law firms opening their candidate pool by allowing new hires to sit in any office or offices in the same time zone. Almost all Contract Document Review projects that we see are fully remote and open to attorneys licensed in any state.
Clients hiring at the attorney level for direct-hire positions are increasingly moving toward requiring lawyers to come into the office, with an emphasis on greater collaboration. We’re seeing this across both law firms and corporate legal departments, with Am Law firms and corporations making the shift. Based on this trend, we believe in-office work will become more common than not.
Q: Any advice for candidates?
A: Candidate salary expectations (especially working candidates) are higher than what many firms are offering. If you’re willing to be flexible on pay, more doors may open to you. Also, remember to be patient and use your network. Not every conversation will lead directly to a new role, but the connections you build can pay off later. The position you accept or interview for today may be an important learning step, so don’t underestimate the value of each move and relationship along the way.
Q: What can you share to help firms and legal departments with hiring?
A: Great candidates are scarce and the unemployment rate in the legal industry remains low. Shorten your hiring process in order get “first dibs” on top talent. Also, remember that a résumé doesn’t tell the whole story. Be open to a conversation with a candidate that maybe doesn’t look “perfect” on paper.
Have questions about hiring or looking for a new career opportunity? Adams & Martin Group is ready to help. Contact us today.
