The Skills Law Firms are Quietly Prioritizing Right Now

Technical skill has always been the baseline for legal success, but it no longer sets attorneys
apart. As client needs evolve and firms adapt to a more competitive market, new priorities are
quietly shaping hiring and promotion decisions.

Client development is becoming essential
A recent study by BTI Consulting found that about 70 percent of law firm leaders now rank
client relationship skills above legal knowledge when assessing high performers. This shift is
influencing how mid-levels are evaluated, not just senior partners.

Many firms are now encouraging associates to build relationships, contribute to client pitches,
and generate business early. According to compensation data from NALP, even small
originations can lead to better earnings and more influence within a firm. You do not need to be
a top business generator, but you do need to show that you can bring in or maintain client
relationships.

Legal technology is part of daily practice
Technology fluency is increasingly expected. Research from Thomson Reuters shows that more
than 70 percent of legal departments are using or preparing to use AI tools in 2025. Lawyers who
are comfortable with document automation, e-discovery platforms, or AI research tools are often
more efficient and better prepared to meet client demands. These skills matter across practice
areas, especially in smaller teams where every hour counts.

Strategic thinking is in high demand
Clients want more than legal execution. They want advisors who can anticipate problems and
offer solutions. BTI reports that clients are more than twice as likely to rehire lawyers who
identify risks early and help turn regulations into strategy. This is particularly important in fast-
changing areas such as data privacy, ESG, healthcare, and internal investigations.

The most successful lawyers are not only strong in legal analysis. They know how to grow
business, integrate technology, and provide guidance that goes beyond legal tasks. These skills
may not appear in a job posting, but firms value them deeply.