Employment Trends in the Business of Law

Whether or not the greater U.S. economy is deemed to have fallen into a recession, the practice of law remains a strong field. Whatever downturn may occur in other sectors – due to supply chain challenges, labor shortages, reduction in demand or other factors – law firms have been largely unaffected. In fact, as is often the case, regardless of broader economic conditions, the legal industry not only continues to be robust, but continues to experience growth in many areas.?

Insight for Candidates?

Today, hiring remains strong throughout much of the legal industry; firms nationwide continue to hire laterals in several practice areas, prompting the expansion of support staff, firm operations and professionals in the business of law. If we do move into more of a true recession, there may be a gradual slowdown of hiring, but we haven’t seen evidence of that trend so far.?

Many of the roles being filled today are focused on growth and profitability, including business development, marketing, legal project management, practice management, pricing and innovation.

There is tremendous opportunity in the business of law today, and we expect robust hiring in these areas to continue at least through the end of 2022. So, if you’re considering a change, now is still a good time to take action and advance your career.?

Insight for Firms?

Many professionals in the legal industry got their first introduction to remote work during the COVID-19 pandemic. Some found that despite the flexibility, they missed being in an office and surrounded by their colleagues during the workday. For others, the time saved not having to commute, the ability to work in informal settings and the overall flexibility of when they got their work done outweigh the comradery offered by traditional office environments.?

?While full-time remote work is not for everyone, experiencing the flexibility that comes with work-from-home options has left most people with new expectations around their work-life balance. This is true for attorneys and practice support staff, but also for those who work in the business of law.?

?As law firms continue adapting to more hybrid and flexible work environments, many are finding the need to establish further best practices and clarify expectations among employees and firm leaders alike. However, it’s important to realize a firmwide policy may not be your best option – because one size does not fit all.?

Instead, just as the pandemic forced decentralized, autonomous decision-making throughout the firm during periods of mandatory remote work, now is the time for each department to implement the right long-term policy for its team. Empower your leaders to lead, and trust that they’ll find the right balance. For some, that may mean fully in-person environments; for others, fully remote or a long-term hybrid model may be the best option.?

Some departmental leaders are adopting a “presence with a purpose” approach to in-person work. In this model, staff are expected to be in the office when the time used is constructive and where meaningful collaboration with others wouldn’t be easily accomplished in a virtual setting. Outside of those specific, purposeful in-person sessions, staff are encouraged to work wherever they will be most productive.?

This remains a time of change for law firms and their employees alike. Candidates should know what their needs are in terms of work environments and how best to achieve the balance they seek, while firms must be clear on their expectations at the outset of the hiring process.?

-Jason Caramanico

Jason Caramanico is an executive search consultant placing marketing, sales, operations, and finance professionals in the legal industry. He advises law firms of all sizes on how to attract and retain top talent. Connect with Jason on LinkedIn or email [email protected].