Why associates are choosing US firms
and what UK firms can do about it
posted 24 Jul 25
As 2025 unfolds, the legal talent war shows no signs of slowing, particularly at the associate level. And while firms across the UK continue to hire, many are quietly (or not so quietly) losing ground to US-headquartered firms making bold moves in the market.
From faster processes to eye-watering salary packages, US firms are attracting top associate talent with increasing ease. But this isn’t just about money. It’s about positioning, pace, and promise. At Henderson Scott, we speak daily with associates weighing their options. The message is clear: US firms are ticking more of the right boxes, and faster.
So, what’s behind this shift? And what can UK firms do to stay competitive in a candidate-led landscape?
The US firm advantage
1. Speed to offer
One of the most noticeable differences between US and UK firms right now? Velocity. US firms are moving through interview processes in under two weeks, often with offers on the table before a UK firm has finalised first-round interviews.
For associates who are already time-poor and in high demand, this matters. A slick, decisive process signals intent and professionalism. It also reduces the window for counteroffers or hesitation.
2. The salary premium, but more than just cash
Yes, the numbers are big. With newly qualified professionals at some US firms taking home up to £180k, the financial allure is obvious. But associates tell us it’s not just the headline figure, it’s the clarity. US firms are offering transparent bonus structures, clear pay progression, and swift merit-based uplifts. There’s less ambiguity, and more reward for delivery.
3. Exposure, responsibility, and career acceleration
Many ambitious associates are drawn to the higher deal volumes, international exposure, and rapid progression that US firms can offer. For those seeking high-impact, front-line work with clients, the proposition is compelling.
One associate put it plainly:
“It’s not just the money. It’s the sense that I’ll be rewarded and promoted based on what I deliver, not just how long I’ve been here.”
The gaps UK firms must address
UK firms still have plenty to offer, including brand equity, training, work-life balance, and longer-term stability. But to attract and retain top associate talent, particularly in key practice areas, some recalibration is needed.
1. Hiring processes must evolve
Associates are weighing multiple offers. A slow or unclear process risks losing strong candidates to faster-moving firms. Streamlining interview stages, offering clearer timelines, and giving feedback promptly all help signal a firm's seriousness and professionalism.
2. Compensation must reflect market reality
Not every UK firm can match US salaries, but they can (and should) benchmark more regularly. Associates don’t expect parity, but they do expect competitiveness. If a gap exists, firms must compensate with clear progression routes, meaningful bonuses, or standout non-financial benefits.
3. Flexibility is now expected, not exceptional
Hybrid working, autonomy, and personalisation of career paths are no longer “nice to haves”. Associates (particularly at the 2-6 PQE level) want to feel trusted. Flexibility, both in working arrangements and in how performance is assessed, plays a central role in retention.
4. Purpose, progression, and culture
US firms may offer the money, but UK firms can still win on mission and meaning. Firms that actively engage associates in firm direction, provide transparent promotion pathways, and foster inclusive, supportive environments can create strong counter-narratives.
Associates are asking:
“Will I matter here? Will I grow here? Will I be supported here?”
Firms must be ready with confident, authentic answers.
Consultant insight
At Henderson Scott, our legal team has seen a clear trend throughout 2025: candidates are more informed, more intentional, and more selective.
US firms are gaining traction particularly in:
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Private Equity and Corporate due to deal volumes
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Finance, especially leveraged and structured finance
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Regulatory and Tech, where agility and compensation are key
But many UK firms are fighting back, successfully, by:
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Accelerating lateral associate hiring with streamlined processes
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Strengthening internal EVP messaging with tailored narratives
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Building high-trust, high-autonomy environments that retain and engage
What UK firms can do now
To retain and attract the best associates in H2 and beyond, UK firms should consider:
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Audit your current offer. Salary, benefits, development, culture. What’s compelling? What’s not?
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Review your recruitment process. How long from CV to offer? Is it fit for today’s market?
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Invest in your EVP. Associates want to know why they should stay. Make sure your proposition is loud and clear.
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Don’t wait for attrition to start thinking about attraction. Proactive retention is cheaper, and smarter, than reactive replacement.
The associate market in 2025 is competitive, fast-moving, and candidate led. While US firms have set the pace, UK firms can absolutely compete if they adapt with intention.
For firms willing to reflect, respond, and refine, there’s a real opportunity to position themselves as the employer of choice. For those who wait too long? The best talent may already be gone.
Want deeper insight into the forces reshaping legal hiring in 2025?
Access our Legal Mid-Year Market Update for exclusive recruiter intel, salary benchmarks, and trend analysis across UK and US firms.
Need help benchmarking your EVP or accelerating your associate hiring strategy?
Our legal consultants at Henderson Scott are here to help. With deep market insight we can support you in navigating the evolving talent landscape, before your competitors do. Speak with our team today.
