The Shortage Isn’t Just About Numbers

Law schools still produce graduates every year. But fewer of them are moving into traditional law firm or corporate roles. Many are choosing niche practices, legal-tech startups, or even moving outside the profession altogether. This means the pool for seasoned, high-skill legal professionals is shrinking.

On top of that, clients expect faster, more specialised work at lower costs. This puts pressure on employers to find people who can combine legal expertise with business sense and technology skills. Those people exist, but they’re rare — and they know it.

Competition Is Global Now

The pandemic proved legal work can be done from anywhere. Law firms and companies in North America, Europe, and Asia are now fishing in the same talent pool as you. A senior lawyer in Mumbai or Bangalore might be offered a remote position with a US or UK firm paying twice the local rate. This kind of competition means top talent has options beyond your city or even your country.

Culture and Purpose Matter More Than Ever

Money matters, but it’s no longer the only factor. Talented lawyers want flexibility, mentorship, and a workplace where they feel valued. They’re also looking at your firm’s reputation, diversity record, and how leadership treats people under pressure. If your culture isn’t visible and authentic, you’re going to lose candidates to organisations that can offer more than a paycheque.

What You Can Actually Do

The good news is you don’t need an unlimited hiring budget to attract great legal talent. You do, however, need to think differently about how you recruit and retain.

1. Start Building Your Talent Pipeline Early

Don’t wait until you have a vacancy to start looking. Build relationships with law schools, legal associations, and online communities. Offer internships, mentorship programmes, and networking events. When people know your brand and trust you, they’re more likely to consider you later.

2. Focus on Employer Branding

Treat your workplace culture like your most important product. Showcase your success stories, diversity efforts, and employee testimonials on your website and social media. People need to see evidence of your values and growth opportunities before they apply.

3. Offer Flexible Work Models

Hybrid or remote options are no longer perks — they’re expected. If the role allows it, give your legal team flexibility on location and schedules. This can instantly widen your talent pool and make your firm more attractive than competitors sticking to rigid office rules.

4. Invest in Learning and Growth

Top professionals don’t just want a job; they want a career path. Offer training on leadership, negotiation, and legal tech. Pay for certifications. Bring in senior experts for masterclasses. When people feel they can grow with you, they’re far less likely to leave.

5. Make Retention Your First Priority

It’s cheaper to keep great people than to find new ones. Conduct regular check-ins. Ask what’s working and what isn’t. Address workload, mental health, and recognition issues proactively. Small changes in how you manage your team can drastically cut turnover.

The Bottom Line

Finding top legal talent is hard because the market has changed — not because you’re doing something wrong. The professionals you’re looking for now have global opportunities, higher expectations, and more control over their careers than ever before.

What this really means is you have to compete differently. Build relationships early. Make your culture visible. Offer flexibility and growth. Treat your current team well so they become your best recruiters.

Do this and you’ll stop scrambling for talent and start becoming the place top legal minds want to work.