TOP 10 LESSONS FROM 20 YEARS IN LEGAL RECRUITING

This year marks our 20th year in legal recruiting and, fittingly, it has also been our strongest year yet. Two decades in this industry have given us a front-row seat to the evolution of the legal market: economic cycles, shifting practice demands, changing candidate priorities, and a hiring landscape that looks nothing like it did in year one.

Reaching this milestone has prompted reflection. What have we learned? What do candidates really want? How can firms attract and, more importantly, retain top legal talent? And how has our own business evolved to stay ahead of the curve?

1. Relationships Will Always Outperform Placements

Technology may have transformed recruiting, but relationships remain the foundation. Long-term success comes from truly understanding people - their motivations, values, and goals - not just filling a role. The firms and candidates who thrive are those who invest in trust and transparency.

2. What Candidates Really Want Has Changed

Compensation matters, but it’s no longer the only driver. Today’s candidates prioritize:

• Work-life balance

• Strong leadership and mentorship

• Clear paths for growth and advancement

• Firm culture and values

Firms that fail to address these priorities struggle to compete, even with strong compensation packages.

3. Retention Starts Before Start Date

Retention is no longer an HR afterthought, it begins during the hiring process. Candidates who have realistic expectations, clear role definitions, and align with firm culture are far more likely to stay. We’ve seen time and again that rushed or misaligned hires lead to turnover.

4. The Best Firms View Talent as a Long-Term Investment

Top firms don’t just ask, “Who do we need now?” They ask, “Who do we want to grow with us over the next five to ten years?” Training, mentorship, and succession planning are critical to retaining high performers in an increasingly competitive market.

5. Flexibility Is No Longer a Perk

Remote and hybrid work models have permanently altered legal hiring. Firms that offer flexibility attract broader, more diverse talent pools and see higher retention. Those that resist change often find themselves losing candidates late in the process.

6. Proactive Hiring Beats Reactive Hiring Every Time

The most successful clients plan ahead. Waiting until a role is urgent often leads to compromises. Over the years, we’ve helped firms build proactive hiring strategies, forecasting growth, identifying future needs, and engaging talent early.

7. Specialization Matters More Than Ever

As the legal market grows more complex, firms are seeking highly specialized talent. Generalist approaches to recruiting no longer work. We’ve adapted by deepening our market knowledge, focusing on specific practice areas, and staying ahead of emerging demand.

8. Candidate Experience Reflects a Firm’s Brand

A disorganized interview process, lack of communication, or delayed decisions can quickly damage a firm’s reputation. We’ve refined our protocols to ensure clear communication, efficient timelines, and a respectful experience for every candidate, whether they’re hired or not.

9. Adaptability Is the Key to Longevity

Over 20 years, we’ve continuously evolved our business, embracing new technology, refining our vetting processes, leveraging market data, and adjusting to generational shifts in the workforce. Staying proactive about trends has allowed us to grow alongside our clients rather than react to change.

10. Growth in the Legal Market Creates Opportunity

The legal market continues to expand, bringing increased demand for top talent. Record hiring years don’t happen by accident; they’re the result of preparation, insight, and adaptability. Firms that understand the market and act strategically position themselves to thrive.

Looking Ahead

Twenty years in, we’re more energized than ever. The legal hiring landscape will continue to evolve, and we remain committed to staying ahead of trends, advocating for both our clients and candidates, and building lasting partnerships.

Our biggest lesson? Success isn’t about chasing the market. For us, it's always putting people first.