With evolving needs in talent demand — particularly a growing focus on more senior candidates — the challenge of luring top lawyers from competing firms has never been greater. Reputation alone is no longer enough. Candidates are weighing multiple opportunities, often confidentially and quickly, and the smallest detail can make or break a decision.
From our work across global legal markets, we’ve seen what sets successful firms apart when it comes to securing top-tier lateral hires. Here are four standout themes:
1. Speed to Interview
Time is often the deciding factor. Firms that act quickly — from reviewing CVs to scheduling interviews and giving timely feedback — are consistently ahead of the pack. Delays, even minor ones, can mean losing out to a faster-moving competitor.
2. Stellar First Impressions
The initial meeting is a key opportunity to leave a lasting impression. We’re seeing firms increasingly send senior rainmakers, team heads, or high-profile partners to conduct the first interview. For candidates, this signals a clear message: you’re a priority, and we’re serious about you.
3. Consistent Communication
When firms make an effort to stick to scheduled interview times and avoid rescheduling (alternative: avoid last-minute changes), it reflects a high level of professionalism and respect for the candidate’s time - both of which leave a lasting positive impression on candidates.
4. Red Carpet Treatment
The firms landing top hires are creating a standout experience from start to finish. That includes informal coffees with future colleagues, prompt follow-ups, clear messaging on the firm’s growth story, and an overall sense of excitement around the opportunity. We’ve seen firms in New York go the extra mile — flying candidates in to meet specific partners, covering hotel stays, arranging informal associate drinks, or inviting candidates to team events.
While every firm’s process is different, we’re seeing these trends make a real difference when it comes to landing top-tier lateral talent. In a competitive hiring market, the candidate experience is no longer a nice-to-have — it’s a strategic asset.
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