Navigating the Challenges of Legal Talent Acquisition and Retention
June 2025
Navigating the Challenges of Legal Talent Acquisition and Retention
In the legal market, bridging the legal talent gap is a critical priority for law firms and corporate legal departments aiming to build high-performing teams. With fierce competition for top talent and changing legal hiring trends, organizations need to adopt a strategic, client-centered approach to attract, secure, and retain legal professionals who will drive success.
Here at Larson Maddox, Vice President Hannah Hunt and her team are at the forefront. Drawing on her experience and deep market knowledge, Hannah shares how law firms and corporate legal departments can bridge the legal talent gap, align with today’s demands, and build the legal teams that will fuel their growth.
Legal recruitment success
A successful legal recruitment strategy starts with understanding what clients need, both now and in the future. Hannah explains that one of the most consistent hurdles clients face is the lack of available mid-level attorneys who bring the right blend of experience, ambition, and adaptability:
Everyone wants attorneys with four to seven years of experience. These professionals are skilled enough to handle significant work but not yet so senior that they’re on track for partnership. But this is exactly the group that is often considering partnership or exploring in-house opportunities, which makes them hesitant to move. As a result, law firms and legal departments are left competing for the same small pool of talent.
Therefore it is not only important to identify qualified candidates but also understand their career motivations and help clients craft opportunities that align with what these attorneys are looking for, whether it’s professional growth, leadership opportunities, or the chance to build client relationships.
Hannah also highlights that while clients continue to prioritize strong educational backgrounds and experience at top firms, they are increasingly looking for candidates who bring more than just technical expertise:
Our clients really value a strong educational background and experience from top law schools and reputable firms. But beyond that, they want attorneys who can lead teams, build client relationships, and contribute to the firm’s culture. They’re looking for future leaders who can grow with the organization, not just fill a role.
This shift reflects a broader trend in the legal industry: successful hiring today is about building a pipeline of talent that aligns with a firm’s long-term strategy and goals.
Legal hiring trends by practice area
Different practice areas e experiencing varying levels of demand, and recognizing these fluctuations helps clients make informed decisions.
Hannah sees that on the litigation side, there is high demand for employment law, complex commercial litigation, intellectual property, and insurance defense. Employment law is especially important given the complexities of remote work and new regulations. On the transactional side, M&A, private equity, and real estate are all very active, especially as deal flow picks up after the election. Clients need attorneys who can navigate complex transactions and understand evolving ESG considerations.
This high demand means that firms must act decisively to secure talent in these areas. Candidates with experience in these practice areas and those who demonstrate agility and commercial awareness are in demand.
Bridging the gap between law firms and in-house counsel
One of the most challenging aspects of legal headhunting is bridging the gap between law firm positions and in-house counsel opportunities. Attorneys often seek to move in-house for a broader scope of work, better work-life balance, or the chance to be closer to business decisions. However, Hannah notes that this transition can be complex:
Law firm attorneys tend to be highly specialized, focusing deeply on one or two practice areas. In contrast, in-house counsel needs to be generalists who can handle a broad range of legal issues. This mismatch means that even very skilled private practice attorneys may struggle to position themselves for in-house roles, while companies often want someone who already has in-house experience.
For clients, this means thinking creatively about transferable skills and how specialized attorneys might add value in a more generalist role. It also means educating candidates about what success looks like in different environments.
On the growing importance of certain skill sets, Hannah adds:
One of the most consistent needs on the in-house side is employment law experience. No matter the industry - tech, finance, healthcare, or real estate - companies want lawyers who can help them navigate everything from compliance to employee relations. We’re also seeing more in-house roles requiring compliance experience alongside traditional legal skills, reflecting the rise of risk management as a core business priority.
The importance of cultural fit in legal hiring
While technical expertise is undoubtedly crucial, cultural fit is often the deciding factor in successful placements. Law firms and corporate legal teams are investing more in developing cultures that promote collaboration, innovation, and diversity.
Hannah explains:
A candidate might look perfect on paper, but if they don’t mesh with the team’s culture or the firm’s way of working, it’s unlikely to be a successful placement. That’s why we spend so much time understanding not just our clients’ needs but also their values, leadership styles, and team dynamics. Our goal is to make matches that are about long-term success, not just a short-term solution.
This focus on cultural fit helps ensure that new hires thrive in their roles, contribute meaningfully to the organization, and stay for the long haul - reducing turnover and enhancing stability.
Larson Maddox solutions
At Larson Maddox, we believe bridging the legal talent gap requires more than simply filling roles. It’s about building strong, resilient legal teams that align with your goals and culture. We work closely with clients to understand their unique hiring challenges and identify talent that not only meets the job description but also enhances team dynamics and drives long-term success.
Whether you are a law firm looking to strengthen your litigation or transactional teams, or a corporate legal department looking to build a dynamic in-house function, we bring deep market knowledge, industry expertise, and a client-centered approach that sets us apart.
Request a call back today to learn how we can help you build a legal team that supports your goals and drives long-term success.
