By Tom Hanlon, Global Sales Director at Buchanan
As we move through Q4 2026, the conversations we’re having with law firm leadership suggest that firms remain confident about their hiring plans. Rather than simply replacing lawyers who leave, many are looking to increase headcount and grow their existing teams.
Lateral hiring remains high on the agenda. In fact, from our discussions with firms, hiring for growth is often their second biggest priority. That’s encouraging, particularly when we compare the current market with where we were just a few years ago.
In 2023, the approach to recruitment was much more cautious. Many firms were focused on maintaining headcount, with vacancies being filled only when necessary. If a lawyer left, there wasn’t always an immediate decision to replace them. Firms were managing costs carefully and looking to keep their teams at their existing size rather than committing to expansion.
The position today is quite different. We’re hearing about headcount growth plans across the market, with firms considering where they need additional lawyers and how they want to build their practices over the coming years. Recruitment is no longer being driven primarily by departures. Firms are making decisions about where they want to invest and the teams they need to support those plans.
Replacing someone who leaves is generally about maintaining an existing level of service and capacity. Increasing headcount requires a firm to commit additional resources, often well before that investment delivers a return. Firms need to be confident that the work will be there to support those hires and that the business is in a position to take on the additional cost.
Hiring an experienced associate, counsel or partner is a significant commitment, and firms will generally have a clear reason for making that investment. Whether they’re strengthening an established practice or building capacity in an area where they expect demand to increase, these decisions tell us something about their expectations for the years ahead.
The reasons behind a firm’s recruitment plans are also worth understanding. There’s a difference between joining a team to replace someone who has left and joining because the firm is investing in the practice. Both can offer good opportunities, but the firm’s plans for the team, the work it expects to generate and the prospects for progression are important considerations.
Artificial intelligence has also generated considerable discussion around law firm recruitment. With companies such as Harvey making progress, there have been questions about whether firms will eventually need fewer junior lawyers, particularly as technology becomes capable of handling more of the work traditionally undertaken by associates.
It’s a reasonable question, given the level of investment we’re seeing in legal technology. However, it isn’t something we’re currently seeing reflected in recruitment activity. Firms are continuing to hire junior lawyers, and there is little indication from our conversations that AI is leading to a widespread reduction in headcount plans.
AI will have an impact on the profession. The way legal work is carried out will change as firms make greater use of technology, and that will influence the skills they look for and how they structure their teams. But at present, investment in AI appears to be taking place alongside continued investment in lawyers, rather than replacing it.
Looking ahead, I expect firms to maintain their focus on growth into 2027. The conversations we’re having suggest that law firm leadership remains committed to expanding headcount, and lateral recruitment continues to be an important part of those plans.
Hiring will vary between firms and practice areas. Some will have more ambitious plans than others, and recruitment decisions will depend on individual business priorities. But the general outlook is positive. We’re seeing firms prepared to make longer-term investments in their teams, rather than concentrating solely on maintaining existing numbers.
Growth plans can create opportunities beyond those that arise through natural turnover. The reasons a firm is hiring, its plans for the practice and the opportunities for progression all help determine whether a particular role is the right move.
The contrast with 2023 is perhaps the most telling part of the current market. We have moved from a period when many firms were reluctant to increase headcount to one where growth is regularly being discussed at leadership level.
If those plans continue to translate into recruitment activity, there is good reason to be positive about the lateral market heading into 2027.