Hiring laterally is no longer just about filling gaps. For many firms, it is now a core way of maintaining capacity, especially for experienced associates and counsel. Across the US and London, firms entered 2025 with thin mid-level teams. By the end of the year, demand for lawyers with five or more years’ experience clearly exceeded supply, and the gap showed no sign of closing.
As we move into 2026, the pressure in the lateral market remains.
From cycles to long-term reliance
In the past, lateral hiring rose and fell with the market. Busy periods drove hiring; slower periods allowed firms to grow talent internally. In 2025, that pattern stopped working.
Even where some practice areas slowed, firms continued to hire laterals to protect delivery and client service. Years of attrition left many firms with too few experienced lawyers to run matters, supervise juniors and support partners. Lateral hiring became a permanent part of workforce planning, not a short-term solution.
Why fifth-year associates and above matter most
Demand across the US and UK has focused on one group, associates with five or more years’ experience.
These lawyers can run matters, support partners and guide junior teams. They are also in short supply, having been most affected by burnout and career changes in recent years. When firms lack this level, partners are stretched, juniors are pushed too far, and client service suffers. Lateral hiring is often the fastest way to fix that imbalance.
Hiring for capability, not numbers
In 2025, firms became more selective. The focus was not on adding headcount, but on hiring lawyers who could contribute immediately.
Firms looked for laterals who could step into live matters, manage complexity and deal confidently with clients. Sector experience and early client exposure became more important. This was especially true in areas such as technology, regulation, disputes, ESG, healthcare and IP, where training a generalist takes too long.
Counsel hiring gains momentum
Many firms also increased counsel-level hiring. Experienced counsel brought stability and leadership without expanding the partnership.
Rather than a compromise, counsel laterals are increasingly seen as a strategic solution, particularly in teams with steady but unpredictable workloads. This trend is expected to continue into 2026.
Why firms accept the cost
Lateral hiring is expensive. It raises pay levels, recruitment costs and integration risks. Still, firms continue to do it.
The reason is relatively simple. Not hiring can cost more. Gaps in experience damage teams, strain partners and put client relationships at risk. For many firms, paying a premium for proven lawyers is the safer option.
What changes in 2026
Looking ahead, demand for experienced laterals is expected to stay strong.
What is changing is how firms hire. They are becoming more cautious, more focused and faster. Generic profiles are less attractive. Firms want clear evidence of expertise, responsibility and credibility, and they move quickly when they find it.
What this means for firms and lawyers
For firms, lateral hiring now needs to be treated strategically. That means being clear about what skills are needed, moving decisively, and investing in retention as well as recruitment.
For experienced associates and counsel, the market still offers opportunity but focus matters. Lawyers with defined skills and sector experience are in demand. Broad, unfocused profiles face tougher competition.
As 2026 progresses, competition for experienced lateral lawyers will stay strong.
Contact us:
To discuss your 2026 hiring requirements, please contact Hannah Collins email: hannah.collins@wearebuchanan.com