What Law Firm Partners Really Want in 2025

As we look at the current hiring landscape of the legal sector, one thing is increasingly clear: the motivations driving lateral partner moves in the UK market have evolved. Gone are the days when a bump in pay or a flashy title was enough to turn heads. Today’s partners are thinking bigger, and more strategically, about where they can best grow, lead, and build something lasting.

At Henderson Scott, we speak with senior legal talent daily. From those tentatively testing the waters to those seriously weighing a move, their motivations offer a window into what firms must offer to attract and retain top partners in a competitive landscape. So, what do partners really want?

Meaningful flexibility

The pandemic-era push for remote working has matured into a broader expectation of flexibility with purpose. Senior lawyers aren’t just asking “can I work from home?”, they’re asking how the firm supports balance, wellbeing, and autonomy in practice.

For lateral candidates, flexibility now signals more than convenience, it’s a litmus test for culture. If a firm can’t offer trust and agility at the partnership level, it raises red flags about its broader leadership style and future-readiness.

What partners are saying:
"I’m not chasing fewer days in the office. I’m looking for a firm that trusts me to manage my business my way."

A platform to grow

Even high-performing partners know that without the right infrastructure their growth hits a ceiling. Lateral movers throughout 2025 are placing increasing value on platform support, from business development and marketing resources to technology and international reach.

For firms, this means clearly articulating how you enable your partners to scale: How easy is it to cross-sell? What kind of client onboarding or CRM systems are in place? How is the firm investing in innovation? The right platform can turn a stable book of business into a springboard for exponential growth.

Key consideration:
Growth-minded partners want to plug into a machine that amplifies their efforts, not just supports the status quo.

Leadership opportunity

Ambitious partners are looking for more than just a seat at the table; they want influence. Whether it’s shaping firm strategy, building new practice areas, or mentoring the next generation, leadership opportunity is a top motivator for those considering a move.

Mid-sized and boutique firms often have an edge here: they can offer more agility, greater visibility, and a faster route to meaningful leadership roles. That said, even larger firms are winning over top talent by creating structured avenues for partner input and innovation.

One partner put it simply:
"I’m not looking to be a number. I want to be somewhere I can shape the future, not just deliver billables."

Culture and collaboration

Yes, a portable book still matters, but it’s no longer the only thing that matters. More firms are moving away from a purely transactional view of lateral hiring and placing equal weight on softer factors: leadership style, mentoring ability, and cultural contribution.

The best-performing firms are those that build cohesion, not just capability. Partners increasingly want to join environments where collaboration trumps siloed performance, and where cross-practice relationships are actively nurtured.

In short: “Who I work with” matters just as much as “what I bring.”

What this means for Law Firms

The bar for attracting lateral partners is higher than ever. Firms must go beyond headline figures and speak to a total value proposition, one that balances financial reward with career opportunity, cultural alignment, and practical support.

Equally, retention efforts need to mirror what’s working in lateral attraction. If a firm’s top partners are leaving for leadership, flexibility, and support, then those same elements must be strengthened internally to keep others from following suit.

For employers, this shift presents a key opportunity. The partners who are open to moving aren’t just “on the market”, they’re open to a conversation about where they can do their best work. Understanding these deeper motivators allows you to open higher-value discussions, whether about expansion, retention, or succession planning.

At Henderson Scott, we work with law firms across the UK to identify, attract, and retain senior legal talent that aligns with their long-term strategy. If you're considering lateral growth or want to benchmark your EVP against market expectations, our Legal team can provide tailored insights and support.

Get in touch to explore how we can help position your firm as a destination of choice for tomorrow’s legal professionals.

Want a full overview of what's happening in the legal hiring market just now? Access our full Mid-Year Market Update here.