Navigating Today’s Legal Hiring Challenges

“Where are the candidates?”

That question echoed throughout this year’s NALP Annual Conference—and it’s one that legal hiring teams are asking more frequently. Whether you’re building out a litigation team or seeking a mid-level associate to plug into your transactional practice, qualified legal talent has become increasingly difficult to find—and even harder to land.

One of the most talked-about sessions at NALP tackled this issue head-on. Here are the key takeaways—and what law firms and legal departments can do right now to compete more effectively for top attorneys.

What’s Driving Today’s Most Difficult Legal Searches?

A Mid-Level Crunch

Many firms are chasing the elusive “unicorn” mid-level associate—especially from the Classes of 2019-2022. But the pool is thin, and those in the market often lack the experience firms typically expect.

Law school enrollment declined starting in 2019, shrinking the talent pipeline just as the pandemic disrupted early-career development. Remote onboarding, job-hopping, and limited hands-on training left many associates without the mentorship and exposure they needed. Some even refer to this group as the “lost generation.”

The result? A tough combination of low supply and uneven readiness—making it especially difficult to find mid-level associates with the right mix of skills and polish.

Misaligned Expectations

Often, partner stakeholders have a clear picture of the “perfect candidate”—but that vision doesn’t always match current market realities. Unrealistic requirements or uncompromising preferences around pedigree, practice area, or geography can lead to prolonged searches or missed opportunities.

Small or Specialized Talent Pools

The more niche the need, the more narrow the pool. Practices like privacy, IP, or complex commercial litigation already require precision hiring—and if the role requires full-time, in-office presence, your candidate pool shrinks even further.

Hiring Smarter: Tips to Strengthen Your Legal Search

Broaden Your Parameters

If you’re searching for a class of 2020 M&A associate in a major metro, so is everyone else. Consider “classing back” (evaluating candidates a year or two more junior or senior), looking at adjacent practice areas, or investing in retooling someone with strong fundamentals. Be open to relocation—and if your firm or legal department can offer remote or hybrid flexibility, say so up front. It makes a difference.

Move with Urgency

The legal market moves fast. So should your process. Too often, we see highly qualified candidates lose interest—or accept another offer—because interviews dragged on too long or feedback was delayed. Streamlining your process signals to candidates that your firm is decisive and engaged.

Coach Your Stakeholders

Use data from your legal recruiting partner to reset expectations with your key stakeholders around salary, availability, and hiring timelines. When all parties understand the landscape, you avoid friction and position your search for success.

Use a Precision Approach

When the market is tight, a blanket job posting isn’t enough. Partnering with a legal recruiter allows for a more strategic approach: curated outreach, targeted candidate bios, and proactive pipeline building. The best candidates aren’t scrolling job boards—they’re being tapped directly.

Final Thoughts: Make Every Search Count

In today’s legal hiring market, speed, precision, and market awareness are critical. The candidate pool may be narrower—but with the right strategy and guidance, your firm can still hire top-tier attorneys who align with your practice needs and culture.

At LHH, our legal search consultants understand the nuances of attorney hiring because many of us have practiced law ourselves. We bring real-time market insight, targeted outreach, and a strategic approach to help firms and in-house teams navigate even the most challenging searches.

Let’s connect and help your firm or legal team find the right attorneys—faster.