London’s legal recruitment market follows a relatively recognisable annual cycle, with periods of heightened hiring activity alongside quieter months when processes can take longer to progress. As August draws to a close, the market is approaching one of its key transition points, with activity typically picking up from September as decision-makers return and new roles come to market.
The question, therefore, is: when actually is the best time for a lawyer to start exploring a move?
To find out, we spoke with Jeffrey Dunne, a Senior Consultant in Sonder's London team. In this Q&A, Jeffrey breaks down the City’s annual hiring cycle, how bonuses and notice periods can affect timing, and what UK and international lawyers should consider when planning their next move.
Q: If you were mapping out a typical year in London legal recruitment, when are the busiest and quietest periods?
Jeffrey: January tends to be very quiet following the holiday period. It’s usually when firms are orientating themselves for the year ahead, holding internal meetings and finalising hiring plans, so we often don’t see activity really start to pick up until February.
The latter half of Q1, particularly February and March, tends to be much busier, and Q2 is typically a strong period for recruitment. Q3 can be quieter because of the summer holiday season, with August in particular seeing partners and other decision-makers away. This can lead to longer gaps between interview stages and fewer new roles coming to market. Activity usually begins to return in September, with Q4 generally remaining busy as firms look to complete hiring before year-end. December then naturally slows down again as we approach the holidays.
Q: Why does the London market tend to slow down in August, and how quickly does activity usually pick back up in September?
Jeffrey: It’s largely a cultural thing in the City. August, and particularly the final two weeks of the month around the Bank Holiday, is a key holiday period. Partners, HR teams and other decision-makers simply aren’t around in full strength, which makes it harder for firms to progress hiring processes.
Interestingly, it can actually be a very good time for recruiters to speak with candidates, as associates often have more opportunity to have conversations while partners are away. The slowdown can continue into the first week or two of September, but traditionally we start to see a significant number of new roles coming through as we move into the second half of the month.
Q: Are there particular points in the year when law firms are more likely to bring new roles to market?
Jeffrey: Yes. While wider market conditions will always influence hiring, there are some fairly recognisable patterns. The City can be quite insular, and firms often take cues from what the wider market is doing, particularly during periods of uncertainty.
Generally, the post-January period and the period immediately following the summer slowdown are two of the key points when we see firms bringing new roles to market.
Q: Is there actually a “best” time of year for a lawyer to make a lateral move, or does it depend more on their practice area and level?
Jeffrey: It really depends on the lawyer’s practice area and level. Although January and August are traditionally quieter periods, roles are still available; processes can simply take longer.
In fact, August can be a very good time to register your interest with a firm. Even if there isn’t an immediate vacancy, they may be willing to consider your profile knowing that hiring needs are likely to emerge in September. Beyond seasonality, demand for particular practice areas and levels will always influence the opportunities available, so there isn’t one universally “best” time to move.
Q: For lawyers hoping to move before the end of the year, when should they ideally start speaking to recruiters and exploring the market?
Jeffrey: If you’re hoping to make a lateral move, my advice is to start those conversations as early as possible. Building a relationship with a recruiter before you urgently need to move means they already understand who you are, what you’re looking for and what a good opportunity looks like for you. When the right role then comes to market, everyone is in a much better position to move quickly.
For anyone hoping to move around this point in the year, timing is particularly important. We’re approaching September and most City lawyers will have a three-month notice period, so even if an interview process progresses very quickly, a start date may well fall into early 2027. The earlier you start exploring the market, the more options you give yourself.
Q: How do bonuses and salary review cycles affect when lawyers choose to move, and should candidates ever delay a move because of an upcoming bonus?
Jeffrey: Bonuses can have a significant impact on the timing of a lateral move. There are two key periods to consider: summer, when some UK firms pay bonuses, and the end of the calendar year, when many US firms make their bonus payments.
If you accept an offer shortly before your bonus is due, the new firm may simply suggest waiting until you receive it before resigning. Alternatively, depending on the firm and the size and timing of the bonus, they may be prepared to buy you out. This is particularly common among US firms, where candidates can sometimes provide confirmation of the bonus they are due to receive and the new firm will compensate them for it after they join. So an upcoming bonus doesn’t necessarily mean you need to put your search on hold; it’s something that can often be factored into the process.
Q: Are there advantages to starting a job search during traditionally quieter periods, such as August, rather than waiting until hiring activity picks up?
Jeffrey: Absolutely. While things may be quieter on the firm side, these are often some of the best periods to start conversations with recruiters. From my own experience, I speak to a lot of candidates over the Christmas period or during late summer who I then go on to place later in the year.
You don’t need to be ready to move immediately. If you’re considering a move early next year, for example, a quieter period is a good opportunity to establish that relationship, discuss what you might be looking for and make sure you’re prepared to take advantage when hiring activity picks up.
Q: Does the recruitment cycle look different for Australian or Hong Kong lawyers considering a move to London, particularly when you factor in relocation, visas and notice periods?
Jeffrey: It can, although a lot depends on the individual firm. London firms will naturally recognise that someone relocating from Australia or Hong Kong needs additional time to make the move, so there can be some flexibility around start dates. However, in my experience, London firms generally still expect international candidates to move relatively quickly.
If a London lawyer is relocating to Australia or Hong Kong, firms can sometimes be prepared to wait eight or nine months for the right person. London firms are more likely to expect someone to join within around four or five months. There is certainly an understanding that moving halfway around the world requires additional planning, but the culture in the City is still relatively decisive when it comes to hiring.
Q: How far in advance should an international lawyer start planning a London move, even if they aren’t ready to relocate immediately?
Jeffrey: International lawyers should start thinking about a London move well in advance. Level is important: generally, overseas lawyers will have a stronger chance of moving into the London market once they have built sufficient post-qualification experience. For an Australian lawyer, for example, factoring in the typical PQE adjustment can mean waiting until around four PQE in Australia before making the move.
Once the timing is right, you need to be committed to the process and prepared to interview, accept an offer, resign and make the necessary relocation arrangements. I’d recommend building relationships with one or two recruiters who understand international moves rather than speaking to too many different people. As a general guide, giving yourself around 12 months to plan can provide a sensible runway.
Q: If someone is considering a London move in the next 6–12 months, what’s the one piece of advice you’d give them about timing their search?
Jeffrey: The market won’t wait for you. You don’t necessarily need to be actively applying for roles, but you should be what I’d call passively looking: remain curious, understand what’s happening in the market and be prepared to consider good opportunities when they arise.
It’s easy to say, “I’ll move after the summer” or choose another fixed point in the year, but an interview process can take six to ten weeks, followed by a three-month notice period. Suddenly, the timeline looks very different. Six months isn’t a long time when you’re planning a lateral move, and 12 months can pass surprisingly quickly.
My advice is to stay open and flexible rather than tying yourself to arbitrary deadlines. Build a good relationship with a recruiter who can keep you informed, and if the right opportunity comes along, be prepared to explore it. London is a dynamic market, and being too rigid about timing can mean missing an opportunity that might have been a very good fit.
