Complex. Intimidating. Time consuming. The job search process in today’s legal industry is all of those things for both attorneys seeking positions and firms seeking to bring on new talent. But those who choose to embrace the process will find that the rewards for both sides have never been higher. For lawyers, making the right move to a new firm promises considerable increases in compensation, significant opportunities for practice growth and development, and advancements into leadership positions.

Attaining the title of “partner” is a milestone that brings a higher level of professional prestige, authority, and compensation. It is also a milestone that, until recently, was typically accessible only to men.

In response to recent raises to associate base salaries, midsize firms that can’t match will reinforce the message that their associates have an accessible and meaningful career path, write Pro Mid Market columnists at recruiting firm The Foster Group.

The legal world is shifting in unprecedented ways, putting attorneys and law firms alike in need of a guide capable of understanding and navigating the new landscape of legal recruiting. The Foster Group, which takes a unique long-term career mentoring approach to recruiting, is the perfect recruiting firm to serve as that guide.

A paradigm shift is occurring in the legal world. Just like professionals in other industries in the wake of the COVID-19 pandemic, attorneys are looking for more flexibility in their work schedules, and law firms - in what would have seemed unimaginable a few years ago - are providing it.

Lengthy, multiyear guarantees could be becoming a thing of the past. Michelle Foster, of The Foster Group Legal Search, said she “commonly” sees guarantees for specific amounts of money - but they depend on a partner’s level of originations, plus things like their billing rates, projections and track record.

“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.