The legal sector is undergoing a quiet but significant transformation, and nowhere is this more evident than in the way firms are approaching talent acquisition. While the prestige and stability of law once made the sector a magnet for skilled professionals, today’s reality is more complex. The market is competitive, expectations are shifting, and traditional hiring methods are no longer delivering the desired results.
Recruiting and retaining legal talent in this environment requires a strategy that is not only responsive, but also proactive, one that considers the nuances of the legal workforce, firm culture, and the evolving expectations of professionals entering or progressing within the sector. This is particularly true within mid-sized firms, which must balance the agility of a smaller organisation with the expectations and competition posed by much larger legal players, often without the same level of brand recognition or recruitment infrastructure.
A Competitive, Candidate-Driven Market
Across the legal field, organisations are experiencing increased difficulty filling vacancies, particularly for early-career positions and support roles. The market has become heavily candidate-driven, meaning law firms must work harder to attract the right talent. In the past, a role might have drawn dozens of qualified applicants. Now, even roles with competitive salaries and benefits can go unfilled for weeks without the right approach to sourcing and engagement.
At Ampa, the home of Shakespeare Martineau, Mayo Wynne Baxter and other legal and professional service brands, this market shift has been keenly felt. The firm comprises multiple brands and operates across legal, HR, marketing, and other business support functions, offering a holistic view of hiring trends in the industry. Through Instant Impact’s RPO partnership with Ampa, Talent Acquisition Manager, David Kirkham, has gained a deep understanding of what it takes to secure top-tier legal talent in today’s landscape.
Understanding the Brief — and the Business
One of the key lessons from Ampa’s approach is the importance of fully understanding both the business and the brief. Legal hiring isn’t just about matching a CV to a job description, it’s about identifying the right fit for the specific brand, team culture, and expectations of each legal unit.
In a multi-brand group like Ampa, roles may vary not only in seniority and specialisation but also in tone and working style. This makes early-stage engagement with hiring managers essential. By conducting thorough intake meetings and maintaining close communication throughout the process, recruiters can ensure that they’re presenting candidates who truly align with the business's needs, not just on paper, but in practice.
Speed and Precision: Striking the Right Balance
In a candidate-short market, speed is of the essence. But in the legal world, precision is just as critical. The challenge lies in maintaining both.
Candidates, especially experienced ones, are often fielding multiple offers and expect a smooth, efficient recruitment journey. Any delays, whether in screening, interview scheduling, or feedback, can result in lost talent. That’s why Ampa, with support from the Instant Impact team, there’s been a deliberate effort to adopt and integrate technology to speed up and strengthen the recruitment process. From using Pinpoint as their ATS to Willo for one-way video interviews, these tools have allowed candidates more flexibility and hiring teams more consistency and efficiency, particularly for high-volume or early-career roles. Embracing technology hasn’t just improved speed; it’s also improved fairness and accessibility.
This includes the use of structured templates for candidate submissions, real-time reporting, and regular check-ins with stakeholders. Importantly, it also means building relationships with hiring managers to cultivate trust, so that when a strong candidate is identified, there’s no delay in moving forward.
Employer Branding Matters
Legal professionals are increasingly evaluating potential employers based on more than just salary and benefits. They’re interested in work-life balance, flexibility, values, and culture, all of which need to be visible from the outside looking in.
One area where firms can make significant impact is through their careers pages and online presence. According to David, candidates often cite Ampa’s careers site as a key reason they feel confident applying. “Getting your branding right is absolutely key within what’s a massively convoluted space” he says. It’s not just visually appealing, it’s informative, authentic, and aligned with the firm’s brand values.
Job descriptions also play a major role. Too often, these are generic or overly legalistic. Ampa has taken steps to make their listings more engaging and human, helping candidates understand what it’s truly like to work there. When candidates can picture themselves in the role, and in the culture, they’re far more likely to apply.
The Value of Consistency and Data
Another cornerstone of effective legal hiring is consistency. With many legal teams operating independently or semi-autonomously, it’s easy for hiring processes to become fragmented, especially in larger firms. By centralising hiring processes, maintaining consistent templates, and tracking recruitment data across departments, it becomes easier to spot bottlenecks, forecast hiring needs, and continuously improve.
At Ampa, this approach has led to better visibility for stakeholders and greater accountability within the hiring process. It also helps the recruitment function demonstrate value, not just in terms of roles filled, but in time-to-hire, candidate quality, and hiring manager satisfaction. Since implementing these strategies, Ampa has seen a 35% reduction in time-to-hire and a 40% increase in application volume, a testament to the effectiveness of a streamlined, brand-aligned, and tech-enabled approach.
Retention Starts with Recruitment
Legal recruitment doesn’t end with an offer. Especially in roles where the onboarding curve is steep, such as litigation, commercial law, or technical support, setting new hires up for success is essential to retention. This includes everything from thorough pre-start communication to ensuring that managers are equipped to support new team members from day one.
Ampa has made strides in aligning recruitment and retention, particularly through honest, clear communication during the interview process. By setting realistic expectations and ensuring cultural alignment from the outset, they reduce the likelihood of early attrition and foster stronger engagement.
Internal Mobility and Progression Paths
While external recruitment remains crucial, internal mobility is another growing focus in the legal sector. Today’s legal professionals, especially younger ones, are looking for visible pathways to progression. Firms that fail to provide this risk losing high-potential talent to competitors.
Ampa has recognised this by supporting secondments across different areas of the business, as well as creating clearer progression pathways for legal and non-legal roles alike. This not only boosts retention, but also strengthens the internal talent pipeline, reducing the need for external hiring in the long term.
Lessons from the Front Line
The legal sector’s talent challenges are not going away, but with the right strategies, they are navigable. Firms that succeed in this space tend to share several traits: a deep understanding of their own identity, a commitment to candidate experience, a willingness to evolve, and a close partnership between HR and the wider business.
At Ampa, these principles are being put into practice daily, with positive results. But as David notes, even the best processes can’t stand still. “If you consistently turn your back on tech in TA, you’re going to regret it" he says, "other firms will have embraced it and be running faster than you.” Recruitment in law is dynamic, and staying ahead means continuously learning, adapting, and putting people first.
David Kirkham
Talent Acquisition Manager
