By Jon Howard
Mid-level associates, typically those with three to six years’ experience, remain in short supply. Despite stronger hiring activity, firms are still struggling to find lawyers who can run matters independently and manage client relationships. This is not a temporary gap. It is becoming a structural issue.
A Pipeline That Has Not Recovered
The problem begins with training. Associates who qualified during and shortly after the pandemic had fewer opportunities to develop. Remote working, reduced deal flow in certain periods, and less direct supervision all limited exposure to hands-on work. That gap is now working its way through the system. Firms are seeing candidates with the right number of years on paper, but without the level of experience expected at that stage.
Associates Are Leaving Earlier
At the same time, associates are leaving firms sooner. Attrition remains elevated, with lawyers exiting earlier in their careers than in previous cycles. Instead of staying long enough to become fully developed mid-levels, many are moving after only a few years. This reduces the number of lawyers reaching the point where they can take ownership of work. It also forces firms to rely more heavily on lateral hiring, increasing competition for a limited pool of candidates.
A More Competitive Lateral Market
The lateral market has become more active again, particularly at the mid-level. Firms are competing for the same group of lawyers, often with similar requirements. Processes are moving faster, and candidates frequently have multiple offers. This does not resolve the shortage. It shifts it between firms.
Changes to the Training Model
The way junior lawyers are trained is also changing. Work that once formed the basis of early development is increasingly being handled by technology or streamlined processes. As a result, junior associates have fewer opportunities to build experience through repetition. Firms still need mid-level lawyers who can exercise judgment and manage matters. But the traditional route to developing those skills is less consistent.
Retention Is Becoming More Complex
Retention is also playing a role. Compensation remains important, but it is no longer the only factor. Associates are placing greater emphasis on training, mentorship, and working conditions. There is evidence of a gap between what associates expect and what firms provide, particularly around development and support. Where that gap exists, lawyers leave.
Higher Expectations, Smaller Pool
At the same time, firms are becoming more selective. They are looking for lawyers who can contribute immediately, rather than those who need further development. That narrows the pool further.
A Structural Constraint
The result is a hiring market that is active but constrained. Demand for mid-level associates remains high. Supply of fully developed candidates remains limited. The factors driving this imbalance, disrupted training, earlier attrition, and changes to the development model, are not short term.
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jon.howard@wearebuchanan.com