How Long Does Legal Recruitment Take? Survey Says… It Depends

Legal recruitment can be a complex and nuanced process, and there are many factors that come into play when we begin a search, up until completion. For example, client expectations, lack of communication, candidate pools being exhausted, competition in an increasingly contingency-based recruitment model… etc. Our recent survey highlights just how varied the legal recruitment timeline can be – when we asked legal professionals on LinkedIn their thoughts on how long it takes to fill a legal role, here’s what the data from 43 respondents revealed:

• 23% of respondents said it takes less than a month
• 33% said it takes 1–2 months
• 23% reported 3–4 months
• 21% said it takes 5 months or more

What Does This Tell Us?

These results paint a picture of uncertainty and variability in the legal hiring process. While over half (56%) of respondents find a lawyer within two months, a significant portion (44%) experience longer timelines—sometimes stretching beyond five months.

Key Takeaways:

• No One-Size-Fits-All Timeline: The wide spread in responses suggests that legal recruitment is highly dependent on factors like role seniority, specialization, and market conditions.
• Expect the Unexpected: Clients and hiring managers should be prepared for a range of outcomes. While quick hires are possible, complex roles or competitive markets can extend the process significantly.
• Strategic Planning Is Crucial: Given the unpredictability, firms should start the recruitment process early and consider partnering with a legal recruiter to improve efficiency and access to talent. We recommend exclusivity in the process, allowing for more dedicated search specifically for your role.

How to Speed Up the Legal Recruitment Process

Working with legal recruiters can be a game-changer—but only if collaboration and communication is prioritized. Here are some ways companies and firms can accelerate the process:

• Provide a Clear and Detailed Brief

Be specific about the role, required qualifications, and cultural fit. Are there any perceived negatives to joining your team? What is your reputation in the market? Be honest with us! The more clarity you provide up front, the faster we can identify suitable candidates, attracting them with transparency and candor.

• Streamline Internal Decision-Making

Delays often happen because of the internal recruitment process. Assign a dedicated point of contact and ensure decision-makers are aligned and available for timely feedback and interviews.

• Be Transparent About Compensation and Expectations

Being upfront about salary ranges, benefits, and work arrangements (e.g., hybrid, remote) helps us filter candidates more effectively and avoid mismatches.

• Respond Quickly to Candidate Submissions

Top legal talent is often in high demand. Prompt feedback on résumés and interviews helps keep candidates engaged and prevents us from losing them to competitors.

• Trust the Legal Recruiter’s Expertise

We know the market. Be open to our suggestions, even if a candidate doesn’t check every box on paper—they may bring unexpected value. Let us explain why we recommend the candidate for consideration and then provide open and honest feedback as to your thoughts.

Final Thoughts

The legal recruitment journey is rarely linear. These survey results underscore the importance of flexibility and proactive planning. Whether you’re hiring or job-seeking, understanding the potential timeline—and how to influence it—can lead to better outcomes. And finally… depending on the level of specialization, seniority and calibre you seek, keep in mind that you may want to make sure to take your time… to be thorough, and to make sure we have covered the market extensively to ensure you have the top talent on your team.