Legal Leaders Say Finding Talent with Right Skills Harder Today than It Was a Year Ago: Survey

Why It Matters

Talent shortages threaten legal departments' ability to deliver priority projects, prompting a shift toward upskilling and flexible hiring strategies.

Key Takeaways

• Two‑thirds report harder legal talent hiring than last year
• Legal tech skills gap tops respondents' concerns (42%)
• 58% plan to train current staff to fill skill gaps
• Immigration limits and retiring workers shrink talent pool
• Firms urged to hire inexperienced candidates and provide training

Pulse Analysis

The legal sector is feeling the ripple effects of a tightening labor market that extends far beyond law firms. Recent volatility in financial markets has made professionals increasingly risk‑averse, preferring the security of their current positions over new opportunities. This hesitation reduces the pool of candidates willing to transition, compounding existing shortages of qualified lawyers and support staff. As a result, legal departments are confronting a talent crunch that threatens project timelines and client service levels, prompting senior leaders to reassess traditional recruitment models.

Compounding the scarcity is a pronounced skills mismatch, especially in legal technology, operations, and data privacy. Firms that lag in adopting automation, AI‑driven research tools, or robust workflow platforms risk falling behind competitors and incurring higher operational costs. The survey’s finding that 42 % of leaders cite legal tech as the biggest gap underscores the urgency of digital transformation. Moreover, expertise in data protection and cybersecurity has become non‑negotiable as regulatory regimes tighten, making these competencies critical for risk management and client trust.

To bridge the divide, organizations must pivot from a pure experience‑only hiring mindset toward strategic upskilling. Investing in structured onboarding, mentorship programs, and partnerships with law schools or coding bootcamps can convert junior talent into high‑performing specialists. Additionally, offering flexible work arrangements and clear career pathways aligns with Gen Z’s emphasis on work‑life balance, improving retention. By embracing cross‑disciplinary hires—such as training securities paralegals for corporate roles—legal teams can expand their talent reservoir while fostering a culture of continuous learning. Such initiatives also future‑proof the practice against evolving regulatory demands.