Technical skill has always been the baseline for legal success, but it no longer sets attorneysapart. As client needs evolve and firms adapt to a more competitive market, new priorities arequietly shaping hiring and promotion decisions. Client development is becoming essentialA recent study by BTI Consulting found that about 70 percent of law firm leaders now rankclient relationship skills above legal knowledge when assessing high performers. This shift isinfluencing how mid-levels are evaluated, not just
Hiring great legal talent is just the first step, retaining great legal talent is the hallmark of a great firm. If you’re not thinking about retention from day one, you’re falling behind. Firms spend a lot of time and money recruiting the right attorneys, but oftentimes, the energy stops once the offer is accepted. The result is that the new hire feels unsupported, unsure, and in some cases, they start looking elsewhere before they’ve even
The legal profession has long rewarded intensity. Long hours, late nights, and an always-onmindset may seem like the norm in the field. But for many lawyers, this pace isn’t justunsustainable, it’s costly.Recent data from Bloomberg Law found that more than 50% of lawyers under 40 are eitherexperiencing or at high risk for burnout. Among women and attorneys of diverse backgrounds,that rate is even higher. And while the profession has made some cultural strides, the economicmodel
When looking for new talent, it’s easy to resort to the familiar ways when it comes to hiring like prioritizing top law schools, recognizable firms, and polished resumes. But if your firm is only looking for talent in the same places you always have, you might be missing out on the associate who will truly stand out. Today’s legal talent is much more diverse, broader, and capable than ever, but it is essential that you
Every year, thousands of talented students enter law school expecting their hard work to translate into success. But the legal field is more competitive than most realize. To rise, you need more than a solid résumé and long hours. Many lawyers, even graduates from top law schools, overestimate their odds of breaking into elite firms. A recent article from BCG attorney search explains why less than 20% of graduates land jobs at large firms—and even
Thinking of making a lateral move or building out your legal team? Now’s the time to get strategic. Lateral hiring in the legal sector is back after two years of inactivity, and it’s smarter and more intentional than ever. For attorneys exploring new opportunities and firms aiming to stay competitive, understanding where the legal hiring market is heading in 2025 is crucial. After two quieter years, lateral hiring has made a strong comeback, and law
Maximizing LinkedIn as a Lawyer
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LinkedIn is a powerful networking and recruiting tool in the legal field. Attorneys are joining LinkedIn 50% faster than the average user, as pointed out in BTI consulting’s blog, The Mad Clientist. Among others, large firms like Latham & Watkins, Baker McKenzie, and Hogan Lovells have shown tremendous engagement growth on the platform. Lawyers looking to make a lateral move between firms must utilize this industry trend to form connections, inform themselves about the market
From AI-powered research tools to virtual collaboration with tech teams, the role of a lawyer is transforming fast. Firms aren’t just asking, “Can you practice law?”, they’re also asking, “Can you adapt, collaborate, and lead in a digital world?” While strong academic credentials and courtroom experience still matter, firms are now seeking candidates who bring much more to the table, they also are looking for candidates with adaptability, tech fluency, and the ability to collaborate
It is no secret that the adoption of Artificial Intelligence (AI) in the legal sector is rapidly transforming how law firms manage efficiency, client services, and overall operations. However, one area often overlooked when it comes to implementing and balancing AI is talent acquisition. The Question How can we find a balance between traditional recruitment practices and AI-driven solutions? The Talent Engines’ Way Talent Engines partners with leaders on talent acquisition, development, and retention. We
