6 Legal Hiring Trends: What to Expect in 2025
If you’re hiring legal professionals in 2025, you already know how competitive the market has become. Unemployment in the legal field has dropped to around 1.3%, meaning nearly everyone with in-demand skills is already employed. Meanwhile, the number of legal job openings has surged, up nearly 50% year over year, leaving employers scrambling to fill roles across law firms, corporate legal departments, and government agencies.
This supply-and-demand imbalance is making it harder than ever to find top legal talent. Nearly all legal hiring managers agree that identifying qualified candidates is a significant challenge. Regardless of who you’re hiring, the process now requires a more strategic and proactive approach.
Based on current data and industry insights, here are the legal hiring trends that will define 2025—and what you should be doing to adapt.
1. The Demand Is Shifting From Big Law to Boutique Firms
The prestige and high pay of Big Law firms have long attracted top legal talent; however, 2025 is witnessing a noticeable shift. Many attorneys are opting out of the Big Law grind in favor of boutique firms and in-house positions that offer better work-life balance, more autonomy, and opportunities for specialization.
This trend is particularly prevalent among candidates with in-demand skill sets who can afford to be selective in their job search. Boutique firms are attracting these professionals by offering flexible schedules, personalized growth paths, and a stronger sense of purpose. At the same time, in-house legal departments are expanding, attracting candidates who want to work closer to business operations without the pressure of billable hours.
This trend presents a window of opportunity for employers outside of Big Law. Boutique and mid-sized firms that position themselves as lifestyle-friendly, mission-driven, or niche experts tend to have greater success in attracting high-caliber candidates who previously wouldn’t have considered anything outside a top-tier firm.
Tip for employers: If hiring outside of Big Law, highlight what makes your opportunity unique, such as flexible work policies, mentorship, a collaborative culture, or a focus on a specific legal specialty. These attributes are often just as appealing as a hefty salary.
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2. AI & Automation Are Reshaping Legal Roles
Artificial intelligence is no longer just a buzzword in the legal industry; it’s changing how law firms and legal departments operate. From contract review to legal research, AI-powered tools are streamlining routine tasks, reducing turnaround times, and lowering costs. Legal professionals who understand how to work alongside these technologies are becoming increasingly valuable.
Roles are evolving to include tasks like managing e-discovery platforms, training AI models, and interpreting outputs from legal analytics tools. Candidates who possess a combination of legal knowledge and technical fluency, particularly in tools such as Relativity, Westlaw Edge, or AI-driven contract management systems, are in high demand.
This legal hiring trend means rethinking job descriptions and hiring criteria. It’s no longer just about experience with case law or drafting contracts; it’s also about understanding the broader context. Now, the search is for professionals who can navigate both legal strategy and digital platforms.
Tip for employers: When hiring, look beyond traditional credentials. Candidates who demonstrate adaptability, curiosity, and a willingness to work with new technologies will be better equipped to grow alongside your practice as legal tech continues to advance.
Related: What Is Recruitment Automation and How Can You Use It to Hire Smarter?
3. Hybrid and Remote Work Is Still a Top Priority
Even in an industry known for its traditionalism, remote and hybrid work is here to stay. Flexible work arrangements remain one of the top priorities for legal candidates, especially mid-career professionals who now expect some level of autonomy over where and how they work.
Most legal professionals report being just as productive working remotely, and many won’t even consider a job that doesn’t offer at least hybrid flexibility. This has significant implications for employers that still require full-time, in-office attendance. Candidates are increasingly drawn to firms and departments that trust their teams to deliver results without micromanaging their schedules.
At the same time, embracing remote work expands your potential talent pool. Firms that offer hybrid or remote roles can recruit from new markets, fill niche positions faster, and compete with bigger-name employers by offering a better lifestyle fit.
Tip for employers: If you’re not offering remote or hybrid options, you may be losing out on highly qualified talent. Be transparent in job descriptions and interviews about your flexibility policies, and make sure they’re competitive.
4. Soft Skills Are In High Demand
Technical expertise will always be essential in the legal field, but in 2025, soft skills are proving to be just as critical. Employers aren’t just looking for attorneys who can interpret case law; they want professionals who can communicate clearly, collaborate across departments, and build trust with clients.
This shift is especially important as legal work becomes more cross-functional and client-facing. In-house legal teams are partnering more closely with business units. Law firms are expected to deliver not only legal guidance but also strategic counsel, meaning the best candidates are those who combine legal expertise with people skills.
Top soft skills employers are prioritizing include:
- Communication: Writing clearly, speaking persuasively, and tailoring messaging for different audiences
- Emotional intelligence: Navigating high-pressure situations with empathy and professionalism
- Collaboration: Working effectively across teams, especially in hybrid or remote settings
- Adaptability: Staying flexible in the face of changing regulations, workloads, and technologies
Tip for employers: When interviewing, look for examples of how candidates have used these skills in real-world scenarios. Behavioral interview questions can help uncover qualities that may not always be evident on a resume.
Related: How to Assess Soft Skills in an Interview
5. More Candidate Lateral Movement
Lateral movement is a legal hiring trend on the rise, with more legal professionals changing jobs not just for promotions, but also for better alignment with their values, lifestyle preferences, or career objectives. Candidates are making strategic moves to firms or departments that offer greater flexibility, growth, or focus in a specific practice area.
This increase in lateral movement has made passive recruitment more important than ever. Many of the best candidates aren’t actively job hunting; they’re currently employed but open to the right opportunity. These individuals often need to be persuaded, meaning employers must build a strong employer brand and maintain a consistent presence where top talent is already spending time.
It also means hiring teams need to move quickly. Top lateral candidates won’t stay available for long, and in many cases, you’ll be competing with multiple offers or counteroffers.
Tip for employers: Don’t wait for resumes to come in. Collaborate with recruiting partners who have access to passive talent and can effectively promote your opportunity to high performers who may not be actively searching.
6. The Rise of Contract & Interim Legal Talent
Contract and interim hiring is no longer just a stopgap; it’s become a key part of legal workforce strategy. Law firms and legal departments alike are turning to on-demand legal professionals to manage workload spikes, cover employee absences, or provide specialized expertise for short-term needs.
This key legal hiring trend is especially valuable in today’s talent market, where permanent hiring can take weeks or even months to complete. Bringing in contract attorneys, interim legal assistants, or project-based paralegals enables employers to remain agile, maintain productivity, and reduce overhead costs while still obtaining the necessary legal support.
At the same time, more legal professionals are open to contract work than ever before. Many enjoy the flexibility, project variety, and control that contract roles provide, making this talent pool deeper and more skilled than in years past.
Tip for employers: If you haven’t already built contract hiring into your legal staffing strategy, now is the time. Partnering with a staffing firm that specializes in legal talent can help you quickly access experienced professionals who are ready to hit the ground running.
We Can Help You Navigate Legal Hiring Trends and Secure Top Talent
Hiring legal talent in 2025 is no small feat. Between record-low unemployment, growing job demand, and rising candidate expectations, filling critical roles requires more than just posting a job ad and hoping for the best.
We specialize in connecting employers with top-tier legal professionals—whether you’re hiring for a corporate counsel, paralegal, legal assistant, or contract attorney. We take a consultative approach to staffing, helping you overcome hiring challenges with flexible solutions that match your goals, budget, and timeline.
Whether you’re building out a legal department, scaling a team, or simply trying to make your next great hire, we’re here to help you compete for the best talent on the market.
