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The Hong Kong legal market continues to move, but it has become much more nuanced than it was a year ago. We caught up with June Yang, Consultant at Sonder Consultants, to discuss what she is hearing directly from firms and candidates, where demand is strongest and what lawyers should be thinking about if they are considering a move.
Q: Where are you seeing the greatest demand across the Hong Kong market?
June: If I had to pick three practice areas seeing the strongest demand right now, it would be Disputes, Funds and Banking & Finance.
Disputes hiring remains busy across UK, US and international firms, with opportunities at a range of seniority levels. Firms are looking for technically strong litigators, and lawyers with Mandarin, Cantonese and English language skills continue to be in particularly high demand.
US firms also remain very active in Funds, especially for lawyers with 2–5 years' PQE. Cross-border experience is highly valued, as these teams regularly advise global sponsors and international clients. Candidates who combine strong technical skills with Mandarin often have access to an even wider range of opportunities.
Banking & Finance is another standout area, with international firms continuing to hire and attract lawyers from overseas, making it one of the strongest practice areas for international moves into Hong Kong.
Capital Markets is still active, although hiring has become more selective. We filled a number of roles earlier this year, and while firms continue to discuss growth, many teams now seem well positioned to meet current demand.
Meanwhile, Private Equity and M&A teams remain busy on deals across Southeast Asia, Japan and Korea, with Mainland China activity gradually picking up. Hiring, however, has been quieter than in the other practice areas, as many firms appear comfortable with their current team sizes.
Q: Has hiring changed compared with last year?
June: There is definitely still an appetite for exceptional talent across the board. One thing I have noticed recently is that firms seem to have a little more time to have strategic hiring conversations with us.
That may simply be down to the summer period, but it also follows an incredibly busy first half of the year, particularly for Capital Markets teams. Workloads seem to have become slightly more manageable over the past month, giving firms the space to think ahead about future hiring rather than simply reacting to immediate demand.
Capital Markets remains busy, but compared with six or twelve months ago, the pace feels steadier. Lawyers are still telling me they are working across four or five live deals at any one time, so teams certainly are not quiet.
Top-tier US Funds teams also remain busy, with lawyers continuing to work long hours. These can be intense environments, but they are extremely rewarding for those looking to take on a new challenge. Hiring partners are placing a lot of emphasis on finding candidates with the right attitude, mindset and commercial skills to meet client demands.
Debt Capital Markets appears to have cooled slightly, with fewer roles in the market than there were towards the end of last year.
Q: Disputes seems particularly active. Is that translating into hiring?
June: Definitely.
One thing I am hearing repeatedly from firms is that their disputes teams simply are not slowing down. Lawyers are staying consistently busy, and that is naturally leading to further hiring as teams look to manage workloads.
Q: Are there any firms with particularly specific hiring criteria?
June: US firms stand out because they are looking for a very particular type of lawyer.
The technical standard is incredibly high, but that is only part of the equation. Firms consistently tell me they are looking for lawyers who genuinely enjoy the work, are prepared to work hard and will thrive within their culture.
It is about finding people who embrace the pace, the intensity, the quality of the work and the calibre of the clients.
International firms are equally selective, but their hiring strategies are often broader. Across corporate practices in particular, we are seeing opportunities from 2–6 PQE, with firms looking across APAC and the UK to secure people with the right skill set.
Q: What should candidates expect from the interview process?
June: Most firms are running two to three interview rounds, although some firms, particularly those with traditionally longer hiring processes, may have five or six rounds, even for associate-level roles.
While cultural fit is still a major focus, firms across Asia are placing more emphasis on technical ability than they have in the past. It's becoming increasingly common for candidates to complete a written assessment or technical exercise alongside interviews.
By the time you've been invited to interview, the firm already sees you as a strong candidate. The conversations will focus on your deal or case experience, how you approach your work, your commercial thinking, and whether you'll be a good fit for the team and its clients.
During the summer months, processes can move a little more slowly as partners take annual leave, but hiring certainly doesn't stop. Firms are still actively progressing mandates, so it's important to stay engaged and be ready when opportunities arise.
Q: What conversations are you having with more senior candidates?
June: Interestingly, many of the more senior lawyers I am speaking to are not just focused on salary. They are asking about autonomy.
I have had candidates tell me they want the opportunity to build something of their own, have more control over their client relationships and play a bigger role in growing a practice.
That is one reason we are seeing movement into regional and international firms where senior lawyers are given the platform to develop teams and shape a practice, particularly within corporate groups.
Q: What are firms expecting from lawyers today?
June: One thing I have heard consistently this year is that firms expect lawyers to demonstrate their value more than ever before.
Clients are becoming increasingly demanding, efficiency-focused and cost-conscious. Firms therefore need lawyers who do more than deliver excellent technical advice. They need people who understand commercial priorities, build strong relationships and work efficiently.
Commercial awareness has become a real differentiator.
Q: What is your advice for lawyers considering a move?
June: Assess the market.
Understand which firms are hiring, where demand is strongest and how different platforms compare. Once you have that broader picture, it becomes much easier to identify the opportunities that genuinely align with your career goals.
Then dig into the detail. Ask your recruiter questions about the work, the team, progression and culture. The more informed you are, the more strategic your move will be.
Q: And finally, what is the question candidates ask you most often?
June: Usually, “Is now a good time to move?”
The honest answer is that there is rarely one perfect time for everyone. It depends on your practice area, your level, your current platform and what you want from your next move.
That is why understanding the market first is so important. Sometimes the right opportunity appears when you are not actively looking for it.
