Ways to Find Top In-House Legal Talent in 2025
Rethink Where You’re Looking
Traditional job boards can be hit-or-miss. The “spray and pray” approach rarely delivers top-tier legal talent. The best lawyers aren’t actively trawling job listings, and those who are may already have multiple offers. Many firms waste thousands of dollars and countless hours on SEEK and LinkedIn only to find that their usual hiring tactics don’t work in the legal industry.
Instead, be strategic:
Tap Into the Hidden Market
The best legal professionals aren’t always actively job-hunting. Even if they have a LinkedIn profile, they may not be looking for a move. Instead of relying solely on job ads, fish in different ponds:
✔️ Leverage trusted referrals—lawyers often find opportunities through professional networks.
✔️ Engage with legal industry groups and alumni associations.
✔️ Strengthen your presence in legal communities like the Australian Legal Community on LinkedIn.
✔️ Encourage employee referrals to boost your talent pipeline.
Tap Into the Legal Talent Pool
Elias Recruitment’s exclusive Legal Talent Pool gives you instant access to 270+ pre-screened, ready-to-move legal candidates—often before they hit the job market.
Craft a Standout EVP (Employee Value Proposition)
op legal talent has choices. Why should they choose your firm? In 2025, lawyers value more than just salary. They’re looking for:
✅ Flexibility – Hybrid and remote work options.
✅ Meaningful Work – Purpose-driven roles and career growth.
✅ Well-being Programs – A focus on mental health and work-life balance.
Firms that meet these expectations will win the talent war.
Understand the Generation Gap
Different generations have different expectations and communication preferences.
🔹 Early-career lawyers prioritize mentorship and career progression.
🔹 Mid-career professionals seek autonomy and work-life balance.
🔹 Senior lawyers value leadership roles and flexibility, especially if they have family commitments.
A one-size-fits-all hiring approach won’t work—tailor your strategy for better results.
Read more about Winning Over Gen Z & Gen Alpha when recruiting Lawyers
Speed Matters
Hiring a lawyer takes an average of 40 days and costs $24K. Every delay increases the risk of losing top candidates to competitors.
🚀 Streamline your recruitment process.
📅 Schedule interviews close together to avoid losing momentum.
⚡ Move fast—indecision kills opportunities.
Nothing worse than finally deciding on a candidate and then having them take another job as your recruitment process was inefficient.
Use AI & Technology Wisely
AI-powered recruitment tools can streamline hiring, but they should complement—not replace—the human element. AI is great for candidate matching to ensure a blend of efficiency and personal connection but the human touch should never be underestimated.
Call in the experts
Still struggling to find the right candidate?
A specialist legal recruiter can help.
✔️ Work with one dedicated agency for 4–6 weeks to maximize results.
✔️ Choose a recruiter with deep legal expertise and national reach to widen your talent pool.
✔️ Ask for referrals—word of mouth is invaluable in legal hiring.
Be Prepared for Counteroffers
Lawyers worth keeping are frequently met with strong counteroffers from their current employers. Have a clear value proposition and be prepared to reinforce why your opportunity is a better long-term fit.
And remember, research hows most candidates who take counter-offers leave within 12 months,
Invest in Long-Term Talent Strategies
Hiring is only half the battle—retention is key. Providing ongoing training, career development, and a strong workplace culture ensures that top legal talent stays engaged and invested in your firm.
To learn more about our legal talent pool or to connect with Elias Recruitment to learn more about effective hiring, click here.
