Hiring drivers by firm type: What secures talent in Q4
posted 15 Sept 25
The final quarter of the year is make-or-break for law firm hiring. Firms are finalising budgets, positioning themselves for January promotions, and ensuring teams are resourced for peak activity in Q1. At the same time, lawyers weighing up their options see Q4 as a natural point for change: bonuses are in sight, annual reviews loom, and the year’s workload has clarified career goals. In this climate, securing the best legal talent isn’t just about making an offer, it’s about making the right offer and managing the process with precision.
Our recruiters have been closely tracking what drives acceptance rates across firm types. Here’s what we’re seeing in the market, and what it means for HR Directors and Partners preparing to hire in Q4.
Drivers of offer acceptance by firm type
Magic Circle
In the Magic Circle, salary and bonus remain the undisputed decision drivers. Lawyers know there are set salary bands, and the transparency of progression through those bands is a powerful motivator. Candidates want to see not just the headline pay but how quickly they can climb. A clearly communicated package with visibility on career trajectory is what secures buy-in.
US Firms in London
At US firms, the financial uplift is the main attraction. Associates can earn £60–100k+ more per year than in UK firms, with bonuses weighted as heavily as salary. Long hours (sometimes 15–16 per day) are the accepted trade-off. But money isn’t the only factor. The high-profile nature of mandates and the prestige of working in renowned teams are huge draws. Candidates attracted to this environment are rarely swayed by lifestyle perks elsewhere, they’re looking for status, remuneration, and brand.
Silver Circle
Silver Circle firms aren’t competing at the same pay levels, so they win talent by offering a better balance. Candidates drawn here are looking for top-quality work without US Firm intensity, where the culture feels more sustainable. For these firms, articulating a clear value proposition around career satisfaction, challenging work with realistic expectations, is essential.
Regional Firms
In regional practices, lifestyle is the big sell. Candidates often move out of the City for greater work-life balance without a dramatic pay cut. Progression opportunities and the appeal of building a career outside London are persuasive levers. Emphasising community, flexibility, and quality of life is where regional firms secure the strongest wins.
Counteroffer trends
Counteroffers remain almost universal. Around 90–95% of our candidates now receive them, reflecting just how competitive the market has become. But while counters are still common, their effectiveness varies. Firms that proactively sell themselves, highlighting culture, progression, and long-term opportunity, can “immunise” candidates against a last-minute counter from their current employer.
This is where recruiters play a pivotal role: coaching candidates through counteroffer scenarios, ensuring motivations are clear, and managing expectations on both sides. In Q4, when loyalty bonuses and retention incentives are rife, the ability to anticipate and navigate counteroffers is often the difference between a lost hire and a secured one.
The ideal hiring process length
The candidates that firms most want to hire are usually weighing multiple offers, and any delay increases the likelihood of them either accepting a counteroffer or being snapped up by a competitor.
A 2–3 stage process, completed in around four weeks, is the sweet spot. Anything longer risks losing candidates to faster-moving firms.
That said, firms that truly want to win the best talent are proving it’s possible to secure hires within two weeks, provided the brief is clear and decision-making is streamlined.
The risk for larger firms is internal bottlenecks. Sign-offs, scheduling conflicts, and drawn-out approval chains can derail momentum. Even when the candidate’s first choice is clear, a slow process often nudges them back towards a counteroffer. Moving quickly signals to candidates that they are valued, and in such a competitive market, that perception often seals the deal.
What this means for HRDs and Partners in Q4
The final quarter of the year is a sprint, not a marathon. With competition at its peak, firms that secure the best lawyers are those that enter the market with focus, speed, and a strong candidate experience. Here’s how to position yourself:
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Start with a clear brief. As David Holden, Legal Director at Henderson Scott notes: “Come to market with a really clear brief, so when you find what you are looking for, you can move quick.” Ambiguity slows processes and creates hesitation; clarity ensures momentum.
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Mix formality with informality. Interviews need to balance rigour with connection. “When you meet people, try to mix formality and informality so candidates can feel at ease,” says David. Candidates don’t just want to be assessed, they want to picture themselves belonging to your team.
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Act decisively on strong candidates. Good lawyers are scarce, and counteroffers are nearly universal. “When you have a good candidate, be flexible and do what you must to secure them, as good candidates are rare and competition is high,” David advises. Streamlining approvals and moving quickly signals value, and candidates respond to that energy.
In today’s legal market, securing talent isn’t just about who you hire, it’s about how you hire.
Our legal recruitment specialists are speaking with candidates daily across Magic Circle, US, Silver Circle, and regional firms. We know what drives acceptance, how to neutralise counteroffers, and the process benchmarks that secure success.
If you’d like to benchmark your offers against live market expectations, speak to our legal recruiters today.
