The Surprising Truth About Why Law Firms Hire Attorneys — It’s Not What You Think

 

SUMMARY

This article examines why law firms hire attorneys based on subjective criteria, such as attractiveness or similar background. It also explains why it is important to apply for legal positions as soon as possible to be noticed and how a legal recruitment firm can help with this process. BCG Attorney Search provides services tailored to helping those looking for legal jobs overcome bias in the interview process, ensuring they are more likely to be selected for a position due to their qualifications rather than other factors.

QUESTIONS ANSWERED IN THIS ARTICLE

 

• What is one way to ensure you never miss an opening for a legal position?
  One way to ensure that you get all relevant openings is to access the services of a highly regarded legal recruitment firm.
   
• What are the most common criteria law firms use when hiring new attorneys?
  Most law firms hire lawyers based on subjective factors, such as class, attractiveness, personality, or race.
   
• What can a legal recruitment firm do to help increase an attorney's chances of getting hired?
  A legal recruitment firm can help candidates find the best positions and increase their chances of overcoming bias in the interview process.
   
• What is the biggest problem many law firms face when hiring new attorneys?
  The biggest problem many law firms face is that they tend to hire lawyers based on whether they like them rather than qualifications or experience.
   
• What is one benefit of using a legal recruitment firm when searching for a job?
  One benefit to using a legal recruitment firm is that it can help you be the person the interviewer likes, increasing your chances of getting hired by the top law firms.

 
Knowing why law firms hire attorneys can help you further your legal career. However, you may be surprised to learn that big law firms are only interested in one thing when they hire you — if they like you. So, it may be surprising to learn that law firms hire many attorneys based on preconceptions, not qualifications. Do you want to know why this happens? Please read on to find out.
 

• As we examine why law firms hire attorneys, it’s helpful to recognise that firms pursue different styles of law-firm recruiting, depending on size, practice area and culture.

It would be logical to think that reasons to hire an attorney would be based on their law school, qualification, pedigree, and experience. Unfortunately, that is rarely the case. During the interview process, hiring managers tend to base their decisions on the feeling you give people.

What is the result of this bias? Unfortunately, you may not get the job you are qualified for, despite having a stellar resume and desire to work. On the other hand, some lawyers who do not have the qualifications for the law firm position are hired.

In this article, I will share my experiences of what happens during the hiring process. This important information can help you land the dream job in a law firm you want.

• Moreover, the 2025 law-firm recruitment trends indicate that firms are shifting from hiring full summer classes to more lateral-focused models, which changes the calculus behind why they hire.

 

The Necessary Qualifications to be a Successful Attorney

The most important reasons to hire a lawyer should be based on their skills like research, good communication, analytical abilities, and research skills. In addition, attorneys moving laterally should have plenty of business and how they are an asset to a potential employer.

In most law firms, the reasons to hire an attorney should be professional. Usually, many questions come up when the hiring manager looks at your resume. For example, do you have the desire to work? Can they depend on you? Do you have what it takes to work there?

Unfortunately, there is often a flaw in the interview process. As a result, the most likable candidates often land the job, and attorneys with better qualifications are ignored. And this scenario can play out throughout an attorney’s law career. It is also usually why they fail to advance to partnership positions.

This could also happen when two candidates have similar experience and qualifications. So what does this mean for your career in the practice of law? Very often, without the help of a law firm recruiter, you may miss out on important opportunities to further your career.

• Firms adopt a range of approaches to law-firm recruiting, and understanding these helps explain why some hires emphasise culture fit over pure credentials.

 

What is Important to Get a Job in a Law Firm

Professional representation is vitally important when interviewing with the top law firms in the country. This is because your relationship with people in the firm is crucial to many hiring managers. In addition, a good relationship gives you the power to negotiate during the interview process.

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Of course, you may not have any personal relationship with the law firm. So, this is where the value of a recruitment firm can benefit you. Working with professionals with excellent relationships with law firms will open up more hiring opportunities. Sometimes, you may get the job because of the recruitment firm’s recommendation.
 

Nine Reasons Why Law Firms Hire Attorneys

Understanding the reasons why a law firm could decide to hire a lawyer can help your legal career. In addition, this information can help you during the hiring process to be a potential candidate the firm likes. Of course, this alone will not guarantee a job, but it will put you in a better position to be accepted.
 

1. Someone in the Law Firm Likes the Attorney

A recommendation from a trusted acquaintance is one of the most common reasons a lawyer might get a job. Sometimes, the hiring is down to loyalty to the relationship. Or the hiring manager may trust the credentials of the recruiter. As a result, they often go out of their way to employ someone who comes with a personal recommendation.

Unfortunately, some law firms do this to their long-term detriment. It can mean giving jobs to the wrong candidates based on favoritism rather than the quality of the candidate. However, a trusted legal recruitment firm like BCG Attorney Search can successfully recommend candidates to top law firms because of our solid partnerships.
 

2. The Law Firm Candidate Has Unique Credentials

In some cases, a law practice may hire a lawyer believing they have scarce qualifications.

For example, some attorneys have specific practice areas that are relatively rare. Therefore, a firm may hire them immediately because they think a similar one may be hard to find. On the other hand, suppose a law firm has a candidate in a niche market. They may employ them without considering all their qualifications.

Another example is an attorney with a lot of important clients. It may not matter to the firm that the candidate is not ideal if they can bring more business to the employer.

Another reason a firm may hire a particular candidate is because they are in a small market. Unfortunately, finding attorneys who want to relocate to smaller markets can be difficult. These small markets are cybersecurity, energy, healthcare, entertainment, and trusts and estates.

Here is a case to prove the point. A client had an opening for a lawyer with intellectual property litigation experience. However, they had been trying for months to find a suitable attorney because of their rural location. I was able to recommend an attorney who wasn’t the best qualified. However, they hired him straight away over the phone.

Law firms often do this. They take on the first candidate if they believe they have scarce credentials.

When law firms hire without realising the long-term trajectory of the attorney, the consequences show up — as detailed in the steps for attorneys with 5+ years of experience who are trying to save their careers.
 

3. Partners Interviewing Other Partners Are Not Always Objective

When partners interview other attorneys for a partnership position, they are often only interested in one thing — how the partner can grow the firm. It is not always the case that they are interested in partners with existing clients. Sometimes they hire laterally only on the assumption that the new partner will generate business in the future.

However, some partners do not hire laterally because they feel under threat. Unfortunately, this means that the best talent in the firm cannot come through.
 

4. Partners Interviewing Associates Want Workers

When partners interview associates, they often look for ones who will work hard for them. This means they are not necessarily looking for the same qualities as partners. Instead, they want to hire hard workers who follow directions, are committed, get jobs done efficiently, and respect the firm’s partners.

However, there is another type of partner. These are only interested in growing the firm’s business and are not concerned about an associate’s qualities or experience. Instead, they look more at the candidate’s current business and potential to bring in new clients.

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Of course, understanding why a firm hires is only half the story — attorneys still must master the 50 essential law-firm interview questions to make sure they’re the select hire the firm wanted.
 

5. Associates Hire New Associates Because They Like Their Qualities

One of the most challenging things when moving laterally if you are an associate is when other associates are involved in the hiring process. This is because the attorneys conducting the interview can feel threatened. They feel that a new up-and-coming associate with great potential could take power away from them.

Very often, associates hiring laterally look for lawyers with qualities similar to their own. This way, they feel less threatened. Unfortunately, this means that lawyers with great potential are passed over. This bias can affect your legal career and, ultimately, the firm.
 

6. Law Firms Like to Hire Soldiers Not Generals

It may surprise you that lawyers who appear too confident have difficulty getting hired. The reason for this is simple — law firms like to hire likable attorneys who seem to follow orders. In other words, soldiers, not generals. An attorney moving laterally does best when they seem to have some vulnerability.

In my experience, hiring managers dislike lawyers who start the interview process as overconfident. They may determine that the new lawyer may have trouble getting along with existing employees or not fit in with the firm’s culture.

How can this information help you in your job search? Successful lawyers do not act superior and try to look better than others. Instead, they can use their sense of vulnerability to their advantage. And in my experience, they often are more successful in their job search.

Therefore, always avoid trying to prove something to others. Acting this way can improve your chances of getting accepted for a new attorney position.

It’s sobering to acknowledge the brutal truth about legal careers: even qualified candidates aren’t always hired — because firms are looking for far more than credentials.
 

7. Law Firm Hiring Managers Like to Hire the First Applicants

Evidence suggests that being first to respond to job openings increases your chances of getting hired. After all, filling a job position takes a lot of time. Therefore, to save time and money, hiring managers will try to fill positions as quickly as possible.

Law firms lose money when they have vacant legal positions. In addition, because cases may get held up, clients become unhappy. Also, partners get frustrated because there are not enough associates to assist them. So, what happens? They try to bond with the first applicants rather than going through all the resumes to narrow down the best candidates.

Firms are eager to avoid hires who may leave early or cause friction — see the top 5 toxic behaviours attorneys should avoid if they wish to stay longer and be valued.

Remember that managers may have hundreds of applications for a single position. And if they have multiple positions to fill, the number of resumes to review could be too much to handle quickly. So here is how the process often works, no matter how large the legal organization is.
 

• The manager reviews the first batch of resumes and schedules three or four interviews.
• The manager tries to choose from one of the candidates most suitable for the position.
• Even though the top candidate from the first interviews may not be ideal, the manager offers the job, hoping they will be a good fit.
• Many of the subsequent resumes that come in are ignored.

This scenario often happens because vacancies represent a high cost to the firm. Of course, it is logical that this is not the best solution in the long term. Ideally, you must search for the best candidate for the position. However, the wrong candidates get the job because of a lack of time and resources.

Therefore, if you are graduating from law school, it is best to apply as soon as possible for positions. One way to ensure that you never miss a relevant opening is to access the services of a highly regarded legal recruitment firm.
 

8. Law Firms Employ Attorneys Like Themselves

Law firms tend to hire lawyers who are most like them. Although this may seem like a stumbling block to getting hired, it can also work to your advantage. This is because you are more likely to get hired if you are the type of attorney the firm is looking for.

Most law firms tend to hire lawyers based on several subjective factors. These can include class, attractiveness, personality, or race. For example, some law firms are looking for a lawyer they believe is willing to cut corners, bend the rules, or ignore the truth. In contrast, other firms want more conservative employees who are experts at filing documents.

Of course, these are not reasons to hire a lawyer if you want the best person for the job. But unfortunately, it happens.

Accessing the services of a respected legal recruitment firm can help you overcome bias in the interview process. For example, BCG Serch regularly places lawyers with legal firms we know will like the candidates. We know how the law firm works and the type of attorney they are looking for.

If your goal is to land at a major firm, then you’ll want to study the guide on how to get a job with a large law firm and succeed, because you’ll want to align with what that firm expects from hires.
 

9. Big Law Like Attorneys with Specific Pedigrees

It is surprisingly common for medium-sized law firms to only hire new lawyers from specific backgrounds or with a particular pedigree. The criteria may be based on a specific law school, certain legal profession training, or court experience. Unfortunately, this leads many firms to hire the wrong people, despite warning signs.

Of course, you may be a highly qualified attorney suitable for the job. However, not meeting the firm’s criteria could put you at a disadvantage. Therefore, using a legal recruiter in your job search is a good idea. They can help you find the best positions and increase your chances of overcoming bias in the interview process.

Finally, it’s not just about why firms hire you, but whether you fit them — for that, review the article on finding your firm fit before you accept any offer.
 

Why Law Firms Hire Attorneys

It is surprising how many law firms hire lawyers based on whether they like them and not qualifications or experience. Because of this shocking truth, many law firms miss out on the top candidates to fill legal positions. Unfortunately, this causes many law firms to hire the wrong people repeatedly.

To increase your chances of getting hired by the top law firms, you should access the services of a legal recruitment firm. At BCG Attorney Search, we have assisted thousands of law school graduates and professionals moving laterally in the legal profession to overcome the bias they face in the interviewing process.
We can help you be the person the interviewer likes, wanting to offer you the position because you are the best candidate for the job.

Law firms often hire not only based on immediate productivity but also on revenue potential; to understand which practice areas draw the highest pay, see the article on top 10 highest-salary practice areas.
 

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