Litigation Talent Solutions: How to Recruit in a Tight Legal Job Market

By Jamy Sullivan, JD, Executive Director, Legal Practice Group, Robert Half

Litigation workloads are on the rise, and legal teams are feeling the pressure.

Law firms are being asked to do more work, take on more cases, deliver faster results and control costs—all while client expectations continue to climb. But finding the legal talent to support this demand isn't easy.

In Q2 2025, the unemployment rate for attorneys dropped to just 0.4%. For paralegals and legal assistants, the rate hovered around 2%, both significantly below the national averages. And with litigation needs increasing across areas such as commercial disputes, employment matters, data privacy and class actions, the competition for skilled talent is intensifying.

Adding to the challenge, many firms now want candidates with AI and technology skills. But those capabilities are still emerging in the legal profession, and not all applicants have them. As a result, firms are competing for a small—and highly specialized—pool of legal professionals.

Law firms aren't the only ones seeing an increase in workload. Corporate legal departments are preparing for heavier caseloads and tighter resources. According to Norton Rose Fulbright’s 2025 Annual Litigation Trends Survey, 48% of corporate counsel anticipate more lawsuits in the coming year, while 46% expect a rise in regulatory investigations and proceedings. In addition, corporate legal spending on class action defense is projected to grow by 7.6% (one of the highest growth rates in legal spending), according to the 2025 Class Action Survey by Carlton Fields.

To keep up with rising litigation workloads, law firms and legal departments need a strategic hiring approach—one that helps them compete for talent, retain top performers and stay in step with client and workload demands. Here are six ways legal leaders can get started:

Recruiting Litigation Talent in a Competitive Legal Market 1. Tighten and modernize your hiring process 2. Upskill your current team (and new hires) 3. Review compensation, benefits and perks to attract (and keep) talent 4. Embrace legal technology or risk falling behind 5. Rethink your billing model 6. Use contract talent to expand your capacity Strengthen your litigation hiring strategy today 7 tips to strengthen your litigation hiring strategy

1. Tighten and modernize your hiring process

When legal talent is this scarce, time is of the essence. Long or disjointed interview processes are a fast way to lose top candidates to the competition.

Firms should aim to keep interviews focused and efficient, avoiding delays between rounds. A streamlined process not only shows respect for the candidate’s time, but also signals that the firm is decisive, organized and serious about making the right hire.

When possible, start with an on-site interview for local candidates, even for hybrid roles. Why on-site? It's not just about logistics it's about engagement.

When candidates take the time to attend an in-person interview, they’re showing commitment. It signals that they’re genuinely invested in the opportunity. It also gives hiring managers a much clearer, more authentic view of the person behind the resume—without the potential influence of AI tools.

Listen to the podcast

Want deeper insights into litigation talent? Hear how AI is reshaping teams and workflows in Jamy Sullivan’s podcast, Litigation at a Crossroads: Talent, Tech and Tomorrow’s Teams.

Listen to the podcast

Want deeper insights into litigation talent? Hear how AI is reshaping teams and workflows in Jamy Sullivan’s podcast, Litigation at a Crossroads: Talent, Tech and Tomorrow’s Teams.

2. Upskill your current team (and new hires)

Many firms now seek candidates who can navigate AI platforms, legal automation tools and data analytics. But those skills aren't yet standard, and waiting for the "perfect" tech-savvy legal professional may mean missing out on great talent.

That’s why we’re advising firms to invest in upskilling—for both current staff and new hires. You don’t need to build an internal training program from scratch. Leverage external vendors, offer hands-on training and identify internal champions who can coach others and drive adoption across the team.

Upskilling isn't just about efficiency. It also boosts retention and engagement, two critical factors when legal teams are stretched thin.

Related: The Value of Having—and Being—a Mentor in the Legal Field

3. Review compensation, benefits and perks to attract (and keep) talent

Compensation remains a key driver in today's legal job market, but benefits and perks often make the difference when candidates are deciding between offers.

At the very least, firms need to match what competitors are paying. And if you’re struggling to close the deal, a sign-on bonus can be the added incentive that gets top talent to say yes.

Beyond salary, how firms differentiate their perks and how well they communicate those perks and benefits during the hiring process are important for attracting job seekers.

Legal professionals today are prioritizing perks and benefits such as:

Competitive compensation, including sign-on bonuses when possible

Paid parental or family leave that supports all employees

Work-life balance perks, including remote or hybrid work arrangements or nontraditional work hours

Daycare or commuter stipends, especially in larger metro areas

Many law firms already offer standard benefits like 401(k) plans. But it’s the above-and-beyond perks—and how clearly those perks are communicated—that can truly set a firm apart in a competitive hiring market.

4. Embrace legal technology or risk falling behind

Some firms are fully embracing AI and automation tools. Others are still hesitant. But avoiding legal technology is no longer an option.

No matter your firm’s size or practice area, now’s the time to invest in the tools themselves and the training, ethics and governance needed to use them effectively. Your team needs to be ready to work alongside this technology, not around it.

The benefits go beyond internal operations. Legal professionals, especially recent law school graduates, are often drawn to firms that use modern technology—making tech adoption a decisive recruitment advantage.

Related: The Digitization of the Legal Profession: How to Adapt, Innovate and Thrive

5. Rethink your billing model

With bill rates rising by 4–7% annually, corporate clients are pushing back and demanding more value for their legal spend. Traditional hourly billing may no longer be enough to meet evolving client expectations. Law firms have to run like a business, and exploring flexible billing models that can help retain existing clients and attract new ones.

Whether it's fixed fees, success-based pricing or a blended rate approach, transparency is key. Corporate legal departments are asking for something different. And the firms that are innovative in their billing models and options communicated are the ones that will stand out.

6. Use contract talent to expand your capacity

According to a recent Robert Half survey, 43% of legal leaders plan to hire contract professionals specifically to support litigation projects in the second half of 2025.

That's not surprising, given the current pace of litigation. Litigation tends to be "countercyclical," meaning demand often increases in times of economic uncertainty. Law firms need to stay agile, especially when litigation volumes surge. That means scaling quickly without committing to long-term headcount.

By bringing in contract professionals, firms can meet immediate case needs while staying cost-effective and responsive. Contract talent roles also help manage attorney burnout, support retention and offer an on-ramp for hiring if the workload becomes long-term.

Whether it's class actions, cybersecurity or data privacy, litigation volumes are growing fast. In-house teams need to think about how they'll partner with outside counsel—and whether contract talent can help bridge the gap.

Common contract talent roles firms are using to support litigation:

Attorneys to help manage case surges and document review

Paralegals and legal assistants to support attorneys and case preparation

Litigation and eDiscovery specialists to handle, data management and pre-discovery tasks

These roles allow firms to meet deadlines, manage discovery and keep costs in check, especially when case volumes spike.

Strengthen your litigation hiring strategy today

Rising litigation workloads, evolving client expectations and a shrinking pool of skilled legal professionals are prompting law firms to reassess their hiring strategies. To compete in today's tight legal job market, firms must modernize their recruitment strategies, embrace legal technology, invest in upskilling and tap into flexible talent models.

By taking a proactive and strategic approach to litigation hiring, law firms can effectively scale their teams, manage costs and stay competitive in a rapidly changing environment.

Need help building a smarter legal hiring strategy? Robert Half's legal recruiting professionals are here to help. Learn more about Robert Half legal staffing solutions.

7 tips to strengthen your litigation hiring strategy

1. Shorten your interview process to avoid losing top candidates to competitors

2. Highlight nontraditional perks like flexible work arrangements and parental leave

3. Upskill current employees to close legal tech knowledge gaps

4. Invest in legal tech to improve efficiency and boost recruitment appeal

5. Explore alternative billing structures to support client retention

6. Use contract professionals to help manage case volume without overextending your team

7. Work with a staffing expert to stay agile and competitive in a tight market

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