Notes on the legal hiring market, drawn from our active searches.
A record share of associates now leave within five years. The work that makes them attractive to in-house teams is reaching a narrow group sooner, and that is reshaping how legal departments should hire.
When a candidate's bio says Partner, the odds are now better than even that it does not mean equity. For a partner search, that changes the first question we ask.
More than 130 Fortune 500 companies have a general counsel who is 60 or older. The succession gap is reshaping in-house hiring from the top down.
Milbank reset the associate scale on June 2 with the biggest raises at the top. For firms, the signal is about retention, not recruiting.
Auto-glass lawsuits fell from 24,720 in a quarter to 2,613 a year later. Commercial casualty hiring never slowed. One reform, two completely different practices.
The pay gap is real and it is built into the model. The firms that recruit well do not argue with it. They sell what the number leaves out.
Susman Godfrey is paying $180,000 for a single federal clerkship. Firms that aren't in that conversation are losing laterals before the first call.
Partner lateral volume hit a four-year high. The narrative is about compensation; the reality is a merger wave and a new kind of skepticism about portable books.
Baker McKenzie cut 600–1,000 business services roles. Beneath the headline: the highest U.S. legal employment in a decade and a new six-figure AI hiring category.
Susman Godfrey is paying $180,000 for a single federal clerkship. Quinn Emanuel is at $175,000. Cravath sits at $125,000–$150,000. The Cravath base scale hasn't moved since 2024 (1st-year associates are still at $225,000), but the effective first-year package for a top litigation lateral coming out of a federal clerkship now exceeds $600,000 total. Firms that aren't competing at that level are losing the conversation before it starts. At least 15 Am Law 100 firms are also now offering $25,000–$50,000 signing bonuses to 1Ls accepted into summer programs. The talent war has moved upstream.
3,009 partner laterals completed in 2025, the highest since 2021, up 10% year-over-year. The current driver isn't compensation; it's the merger wave. Hogan Lovells and Cadwalader combine July 1 into a 3,100-lawyer firm. McDermott and Schulte Roth are effective August 1. Winston & Strawn and Taylor Wessing UK have approved a transatlantic combination. Partners in overlapping practice groups are reconsidering, and the firms absorbing them are hiring fast. We're now seeing firms discount stated portable-book figures by 30% upfront. Due diligence on portability is harder than it's ever been, and only 70% of a stated book typically transfers in practice.
Baker McKenzie cut 600–1,000 business services staff citing AI. That headline is doing a lot of work. Total U.S. legal services employment hit 1.24 million in January 2026, the highest in a decade. Seventy-two percent of legal leaders plan to increase permanent headcount in the first half of 2026. What's actually shifting: support roles in knowledge management, legal admin, and junior research are contracting. Meanwhile, lateral hires with AI specialization grew 106% at Am Law 200 firms last year. AI Legal Counsel positions are commanding $150,000–$300,000+ for permanent roles. The pattern is a reallocation, not a collapse, but the displacement in business services roles is real.
82% of BigLaw associates leave within five years, an all-time high, unchanged across three consecutive compensation cycles. The correlation between pay and retention is statistically weak (R² of 0.23). What actually moves the needle: feedback frequency, transparency on partnership odds, and how matters are staffed. Associates report burnout 42% of the time on average; for mid- and senior-level associates, that figure is 51%. The cost of replacing a 3rd-year associate now exceeds $1 million in lost productivity, recruiting, and onboarding. The math doesn't support treating retention as a compensation problem.
AI governance is the new general counsel hot seat. Courts are holding counsel responsible for AI output regardless of which department selected the tool. GCs who delegated AI decisions to IT in 2024 are now retroactively building governance programs from scratch: classifying AI systems by risk level, establishing pre-deployment review, and setting monitoring protocols. State AI laws began taking effect in 2026, creating new compliance obligations even without a federal AI Act. The hiring consequence: in-house candidates with AI compliance experience from either regulatory practice or legal operations are the most competed-for we've seen since GDPR in 2018.
Florida has added more resident attorneys than any other state this decade, with 17% growth, per ABA data. Tampa Bay's legal market reflects this: litigation and real estate remain the volume engines, but healthcare compliance, tech, and AI regulatory work are the growth categories. Glassdoor listed 788+ open legal positions in Tampa in March 2026. The tension we see most often: associates trained at Am Law firms who've relocated to Tampa and are now choosing between regional firm work at $92,000–$113,000 and remote in-house roles that carry national compensation. The remote in-house pipeline has changed the competitive landscape for every firm in this market.
If you have a specific hiring question you'd like our take on, send it. The topics on this page started as client conversations.
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