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What's happening in the market?
The legal sector enters 2026 with turnover largely stabilised following mixed movement in 2025. Last year, 53% of legal teams reported no change in staff turnover, while 30% experienced some level of improvement, although 18% saw conditions worsen. In 2026, turnover expectations are more stable, with 57% forecasting no change and 37% anticipating improvement. This points to lower churn overall, while competition for experienced legal professionals continues.
Hiring activity in legal is being driven by a combination of replacement and growth
Business expansion is the leading driver at 42%, followed by replacement of exiting staff at 32%, indicating ongoing investment alongside the need to maintain service delivery. Organisational transformation is influencing 13% of hiring decisions, while seasonal demand accounts for 6%, reflecting a market shaped by sustained workloads rather than short-term spikes.
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Hiring a Boardroom Attendant
Our recruitment process
Initial Consultation and Role Briefing
Our process begins with a detailed consultation. We meet with you to understand the role, required skills, experience level, and cultural fit. This ensures the search is tailored to your business needs.
Once the brief is clear, we promote your vacancy across job boards, LinkedIn, our AI tools, and internal database. Our recruiters also headhunt passive candidates, ensuring you reach both active job seekers and hidden talent.
We review applications, conduct phone or video interviews, verify qualifications, and check references. Only the top candidates are shortlisted, saving you time and ensuring you meet the most suitable professionals.
Shortlisted candidates are presented to you for interview. We manage scheduling, prepare candidates, and provide you with market insights to help evaluate and compare applicants effectively.
After you choose your preferred candidate, we assist with salary negotiations, and manage counter-offers. We also follow up after placement to ensure long-term success.
