Mastering Partner and Associate Recruitment: Key Takeaways from NALSC 2025

Earlier this month, our LHH Legal Recruiting team joined top legal search professionals in Miami for the National Association of Legal Search Consultants (NALSC) Annual Conference—and we’re still buzzing from the experience.

This event brought together the best in the industry to exchange insights, tackle today’s legal hiring challenges, and strengthen key relationships.

"What an amazing experience to share market knowledge and learn from the top of the field."

— Jason Goldberg, Senior Executive Legal Search Consultant, LHH

Over the course of two full days, we sat in on eye-opening discussions, connected with firm leaders, and took a deep dive into the evolving legal talent market. The insights we gained were so valuable that we’re breaking them into two parts:

• Part One focuses on refining hiring strategies—from navigating partner transitions to keeping top talent engaged.
• Part Two will cover macro-level trends affecting legal hiring, including AI adoption, regulatory shifts, and firm expansion strategies.

Emotional Intelligence in Partner Recruiting

One of the biggest themes at this year’s conference was how partner recruiting requires a fundamentally different approach than associate hiring.

Unlike associates, partners aren’t just changing jobs—they’re making a high-stakes business decision that involves:

• Navigating existing client relationships
• Aligning with firm culture and long-term goals
• Understanding compensation structures and firm leadership dynamics

"Partner recruiting requires an extra level of handholding throughout what can be an emotional process, but it's highly rewarding in the end."

Key Takeaways

• For recruiters: Act as trusted advisors by guiding partners through the logistical and emotional complexities of a move. Understanding firm economics, lateral questionnaires, and integration plans is essential to help partners make informed decisions.
• For law firms: Recognize that partner transitions take time. A structured integration plan can help ease concerns and reinforce confidence in the move. Firms that proactively address leadership opportunities, culture fit, and business development support will be more successful in attracting and retaining top partners.

Time Is of The Essence in Legal Hiring

A consistent message at NALSC? Firms can’t afford slow hiring cycles.

The legal hiring landscape has always been competitive, but top candidates are now moving faster than ever. Law firms that hesitate or delay decisions risk losing top talent to competitors.

One simple but effective strategy? Keeping the process moving, even when key decision-makers aren’t available.

"If a great candidate is available but the firm contact is out of office, have them meet with someone else in the meantime!"

Key Takeaways

• For recruiters: Manage expectations on both sides—helping firms streamline hiring while keeping candidates engaged to prevent drop-off.
• For law firms: Build a structured hiring process that prevents unnecessary delays. Even if a key decision-maker is unavailable, having alternate firm contacts ready ensures that momentum stays strong and candidates stay engaged.

More Than Money: What Attorneys Really Want

The legal hiring market has shifted. Today, attorneys—at every level—are prioritizing more than just compensation. They’re seeking:

• Strong mentorship programs
• Clear paths for career growth
• A firm culture that aligns with their values

"Candidates are looking for MORE than just money — firms need to highlight mentorship, culture, and career advancement opportunities."

Key Takeaways

• For recruiters: Help firms position their employer brand beyond salary. Match candidates with firms that align with their long-term goals, not just immediate financial incentives.
• For law firms: Investing in mentorship, leadership development, and career pathing isn’t just good for recruiting—it’s essential for retention. Firms that articulate a compelling long-term value proposition will have an edge in attracting and keeping top legal talent.

Final Thoughts: The Value of a Trusted Search Partner

One thing was crystal clear from NALSC 2025—recruiters play a critical role in shaping law firm hiring strategies.

"An overarching theme from NALSC was just how integral recruiters are to the hiring process. From keeping firms informed, providing market data, and assisting with succession planning to helping with lateral questionnaires, navigating potential pitfalls in employment and partner agreements, and delivering highly targeted candidates, our roles are really valued by the firms and candidates."

— Martina Ellerbe, Senior Executive Recruiter, LHH

Hiring the right attorney is about more than just filling a role—it’s about finding the right fit for the long term. A trusted recruiting partner brings the market expertise, industry connections, and strategic insight to make that happen. 

As law firms prepare for future hiring challenges, they must also be aware of broader industry shifts that will impact legal recruitment – and our legal recruiting team at LHH is here to help. 

In part two of our NALSC 2025 recap, we’ll explore how AI, regulatory challenges, and firm expansion strategies are changing the future of legal hiring.