Recruiting the right legal talent in today’s competitive environment is one of the toughest challenges for hiring managers in law firms and legal departments. With evolving legal landscapes, increased specialization, and shifting candidate expectations, the demand for skilled professionals far exceeds the available supply, pushing organizations to rethink their hiring strategies.
To help you stay ahead, we’re exploring key challenges in the legal hiring market and providing actionable solutions to help you build strong, adaptable legal teams that drive success.
Today’s Challenges in Legal Hiring
Legal hiring in 2025 is marked by complex challenges that can hinder organizational growth and productivity. Firms that fail to address these issues risk missing out on exceptional talent, which could significantly impact their ability to meet client demands, manage workloads effectively, and remain competitive in the market. Below, we examine some of the largest hurdles reshaping the legal hiring landscape.
Increased Competition for Legal Talent
The competition for legal talent is fiercer than ever as law firms, in-house legal teams, and alternative legal service providers (ALSPs) vie for the same pool of qualified professionals. This competition is magnified by the growing demand for attorneys with expertise in niche areas such as data privacy, ESG compliance, intellectual property, and fintech regulation.
According to the Association of Corporate Counsel, legal departments are grappling with staffing issues. When asked about the biggest barriers facing their legal departments, respondents identified understaffing as the primary challenge. Thirty percent of CLOs plan on increasing the number of lawyers they hire this year and nearly half plan to do so in larger companies.
At law firms, associate attrition was up in 2024 (20%, compared to 18% in 2023), according to a 2025 report by the National Association for Law Placement (NALP). Another NALP study showed lateral hiring bounced back in 2024, with hiring growing nearly 14% overall and lateral associate hiring rising by almost 25%.
Growing Skills Gap Among Legal Professionals
The rapid pace of regulatory changes, technological adoption, and business model evolution is driving a significant skills gap in the legal industry. While legal expertise remains foundational, roles increasingly require a blend of legal acumen and technological proficiency. For instance, experience with e-discovery platforms, legal tech tools, and data analytics is becoming vital for roles across litigation, compliance, and contract management. Four in ten law departments will implement new legal technology in 2025, according to the ACC.
Additionally, chief legal officers are prioritizing business acumen in their teams, with 59 percent citing it as the top skill to develop, according to the ACC. While the ACC reports demand for communication skills an executive presence has decreased slightly, soft skills like leadership, negotiation, and adaptability remain highly sought after.
Traditional legal education and training often fail to fully prepare candidates for the demands of modern-day firms, which more and more ask for technological fluency and industry-specific skills.
Evolving Legal Job Roles and Workplace Trends
Legal job roles are shifting in response to broader industry changes. Positions such as “Legal Operations Manager,” “Legal Data Analyst,” and “Compliance Strategist” illustrate the need for hybrid skill sets that combine legal expertise with operational, analytical, or strategic responsibilities.
Candidates today have a wealth of options, and they’re not just looking for high salaries. Flexible work arrangements, continuous learning opportunities, and clear paths for career growth have become critical.
These benefits can be the difference in landing a top candidate or not, especially during a time when the legal field faces what some are calling a “mental health crisis.”
A majority of firms surveyed by NALP have office policies that exclude the hiring of any fully remote lateral hires, but 35% of offices considered fully remote positions. While remote work expands access to legal talent globally, it also increases competition as firms vie for top candidates across markets. Without strong workplace strategies emphasizing culture and collaboration, firms risk disengagement, particularly among remote hires.
How to Beat Legal Hiring Challenges
Despite these challenges, hiring managers can implement innovative strategies to stay competitive and attract the best legal talent. Below are actionable tactics tailored to meet the demands of 2025.
Leverage Skills-Based Assessments
The way we recruit is evolving, and one of the most game-changing tools in hiring today is skills-based assessments. Gone are the days of relying solely on resumes and interviews to identify the best candidate. With skills-based assessments like TalentSet, part of Roth Staffing’s advanced hiring solutions, businesses can evaluate candidates based on their abilities in practical, real-world scenarios.
Instead of focusing on superficial metrics like university rankings or company names, skills-based assessments analyze a candidate’s abilities in-depth, showcasing their strengths in areas critical to the role, such as communication, critical thinking, and technical expertise.
The results of skills-based assessments allow employers to make more objective choices and quicken the hiring process, narrowing down top-performing candidates so hiring managers can focus energy on those who truly stand out.
Rethink Job Descriptions
Vague or overly broad job descriptions are no longer effective in attracting top talent. To stand out, firms need to craft precise, engaging job postings that highlight key skills, growth opportunities, and the unique aspects of the workplace.
For instance, instead of listing “Corporate Associate” as a role, specify specialization areas like “Corporate Associate with M&A and ESG compliance experience.” Law firms and legal departments are missing out when they don’t take advantage of opportunities to showcase flexible work policies where applicable, opportunities for professional development, or their commitment to innovation and diversity.
Skills-based hiring is also on the rise in the legal sector. By focusing on what candidates can do rather than the exact path they’ve followed, you can tap into a wider, more diverse pool of professionals..
Project the Firm Top Talent Wants to Join
To compete for top talent, a strong employer brand is essential. Candidates are increasingly drawn to organizations that align with their values and offer a culture of support and growth.
Highlight testimonials from current employees and demonstrate your firm’s emphasis on employee development and career growth. Platforms like Glassdoor, LinkedIn, and your firm’s own social media channels can showcase employee experiences, career development programs, and thought leadership initiatives to help attract prospective hires.
It’s also crucial to emphasize workplace well-being. Gallup recently reported that employee engagement has reached a 10-year low. Offering perks like mental health resources, wellness programs, and robust work-life balance policies goes a long way in appealing to today’s legal talent.
Building Resilient Legal Teams
Attracting great talent is only the first step. Building resilient teams that thrive long-term requires fostering a culture of collaboration, innovation, and adaptability.
Encourage ongoing professional development through CLE sessions, legal tech training, and cross-functional learning opportunities. Mentorship programs can also be invaluable in retaining junior attorneys and helping them grow into leadership roles.
Investing in employee well-being is equally critical. High turnover and burnout have historically plagued the legal field, but firms that prioritize holistic engagement strategies will retain talent far better than those that do not.
Partner with Hiring Experts
Hiring top legal talent is a complex process, but you don’t have to tackle it alone. Partnering with specialized recruitment firms can provide the expertise and resources needed to secure exceptional candidates who align with your firm’s culture and goals.
At Roth Staffing and our legal-focused business line Adams & Martin Group, we leverage industry insights, a vast network of legal professionals, and advanced recruiting tools to streamline the process. Whether you need highly specialized attorneys, legal operations leaders, or support staff, we offer customized solutions for your hiring needs.
Don’t leave your legal talent strategy to chance. Reach out today to learn how we can help your firm stay competitive, elevate your team, and drive lasting success. Together, we’ll build a team that stands out in 2025 and beyond.
Take the Next Step
Interested in learning more about legal hiring trends and strategies? Request a consultation to gain access to our 2025 Mid-Year Market Report for deeper insights and actionable advice. Contact us today!
