“Attorneys whose careers have focused on the pure practice of law may not be the ‘go-to’ profile for a succession opportunity,” write recruiters at search firm The Foster Group. “Rather, the ideal candidate will also be entrepreneurial and client-facing — they will have shown an aptitude for, and an interest in, client development and management.”

Halfway through 2023, Mid-Law firms have made some major moves, from welcoming groups of attorneys changing firms to snapping up attorneys leaving government service to instituting notable changes on the business side. “For these middle-market and Mid-law firms that have been doing well financially and been successful the last few years, they’re well-positioned to take advantage,” said Elaine Oh, a New York-based recruiter who focuses on middle-market firms.

For firms seeking to recruit top talent, the preference to work remotely among a large segment of young lawyers is a new reality of work. “Firms that want to attract and retain top talent should be ready to address the issue and, when not offering hybrid work, have a meaningful alternative,” write columnists Drew and Michelle Foster.

While a number of factors can play a role in a firm’s financial performance, a thoughtful growth strategy seemed to be important in 2022, according to legal recruiters and Pro Mid-Market columnists Michelle Foster and Drew Foster.

As some attorneys make career decisions based on remote work options, recruiters say Mid-Law firms may be able to use the situation to pick off high-quality talent from the bigger players - if these firms are willing to offer the flexibility candidates are looking for.

As the market for legal talent shifts following two years of high demand, recruiters say that Mid-Law firms may be able to gain an advantage in recruiting quality candidates by playing to their strengths and offering candidates more flexibility and career development opportunities.

“For middle-market firms, a shifting market offers a variety of advantages in terms of attracting both clients and talent,” Michelle and Drew Foster write. “Should a further economic slowdown create conditions that cause a down market, those advantages could be even more pronounced.”

An uncertain economic forecast is motivating a number of Biglaw firms to make layoffs as 2023 begins, a development that experts say could result in opportunities for middle market firms to add top talent to their rosters.

Legal recruiters could (and arguably should) be considered the unsung heroes of the legal field. For lawyers looking to make career moves, legal recruiters serve as well-informed confidants with valuable connections. For law firms looking to secure top talent, these recruiters do the hard work of identifying and engaging with prospects to ensure the right candidates are recruited. As 2023 unfold, legal recruiters stand rady to help their clients navigate an evolving new season.

Making the right career move in the legal field can be a challenging endeavor. Attorneys who are motivated to explore the market will find an abundance of opportunities, making it difficult to identify those that are a good fit based on practice type or career goals. Those who understand this often turn to legal recruiters for market intelligence, guidance and support.

“The desire for a hybrid work schedule is a core component of the conversation that recruiting firms are having with attorneys and law firms,” says Michelle Foster, Founder of The Foster Group.

"The job market is strong, and there is a swath of opportunities. Attorneys who have even an inkling that it might be time for a move should take the time to explore the options," said legal recruiters at The Foster Group.

Michelle Foster discussed the importance of mentoring for young lawyers and the law firms that employ them and shares her experience as a young lawyer.

Unable to outbid large firms, middle-market law firms are recruiting and retaining lawyers by pushing their advantages, write The Foster Group’s Michelle Foster and Drew Foster.

It’s helpful to redouble your recruitment efforts and work closely with a trusted recruiter. There are many attorneys and many experienced partners who welcome the challenge of assisting a firm in building a practice area, says Michelle Foster, founder and managing partner of legal recruiting firm The Foster Group.

Texas Lawyer spoke recently with Foster and her colleagues about how legal professionals are increasing their salaries and positioning within law firms by taking advantage of the changes that are occurring in the legal market.

Call it the great divide: Even as many legal professionals have grown accustomed to the conveniences of working remotely, more and more law firms are starting to expect them back in the office for at least a few days a week.

But the higher compensation may also lead attorneys to bill more hours, which could “arguably have the opposite effect of ultimately causing attorneys to leave because they feel increased billing pressure,” said Michelle Foster, founder of boutique legal recruiting agency The Foster Group.

“Middle market firms excel at offering a full-service platform and blending a cost-value approach that clients are seeking,” says Drew Foster, Managing Director at Foster Group Legal Search. “Unlike some smaller firms that can have limited bench strength or lack expertise in certain practice areas, and unlike some big law firms that charge premium rates for expertise, middle market firms can provide both a strong value proposition with expertise and a helpful geographic footprint, in a more cost-effective manner.”

The Great Reshuffle is becoming a battleground for companies and firms to compete and fight over who’s giving more employee flexibility, better perks (not just bonuses and salary increases), and a continuation of remote-work opportunities or hybrid-work environments. As a result, stay interviews are becoming increasingly popular in the workplace to retain talent and help organizations improve employee morale.