Navigating an Evolving Workforce: Hiring Trends Amidst Generational Change
Law firms sit at a unique crossroads of tradition and transformation. The legal profession is undergoing a significant evolution, influenced by generational shifts, changing client expectations, the increasing availability and popularity of AI, and a new understanding of what it means to build a sustainable career in law. These changes impact hiring trends and have reshaped our approach to recruitment, retention, and firm culture here at Shaub, Ahmuty, Citrin & Spratt, LLP.
A Multigenerational Workforce: Four Generations, One Office
For the first time in history, law firms are navigating a workforce that spans four generations: Baby Boomers, Generation X, Millennials, and Generation Z. Each group brings its own values, expectations, and communication styles. Baby Boomers, many of whom hold senior leadership roles often emphasize loyalty and deep institutional knowledge. Generation X teeters between traditional ideals of loyalty instilled in them by the previous generation, and new goals of autonomy, efficiency, and balance. Millennials, currently the largest cohort in many firms, tend to prioritize purpose, inclusivity, and innovation. Meanwhile, Gen Z is entering the legal world with a digital-first mindset and a strong emphasis on diversity, culture and personal wellbeing.
This generational mix presents both challenges and opportunities. As we hire new associates and promote from within, we've found success in creating mentorship programs that bridge generational gaps while offering flexible policies that accommodate different life stages and work styles.
Our associates benefit from the invaluable opportunity to sit second chair in trials, allowing them to gain first-hand courtroom experience, contribute meaningfully to trial strategy, and develop critical litigation skills alongside seasoned trial attorneys. Once viewed as a rare opportunity, our senior trial attorneys have championed this training model, and clients now encourage the participation, by way of a second chair, of our up-and-coming trial lawyers. The immeasurable value of pairing successful trial veterans with the next generation of trial attorneys provides an opportunity for collaboration that brings unique strategy perspectives to strengthen the defense, while also exposing associates to additional courtroom and client-facing experiences. Recent graduates and junior associates alike are eager for this type of experience and are looking for positions where they can propel their career trajectory from day one.
Evolving Hiring Priorities and Career Expectations
Changes in career expectations and the way law is practiced today directly influence how we approach hiring. In addition to technical excellence and legal acumen, we look for attorneys who are efficient, responsive, and capable of providing strategic, client-focused advice. Emotional intelligence, communication skills, and business awareness are equally essential. It cannot be understated that effective communication is a cornerstone to effective mentoring, firm morale and building a successful defense, especially in a hybrid work environment.
At the same time, younger attorneys are increasingly focused on long-term career growth, transparent promotion pathways, and opportunities to make meaningful contributions early in their careers. As a result, compensation today extends beyond salary to include flexibility, wellness initiatives, and a genuine seat at the table in firm-wide decision-making.
The Work-Life Balance Imperative
Work-life balance is no longer a fringe benefit; it's a key driver of talent attraction and retention. We have seen a marked increase in candidates asking about hybrid schedules, PTO policies, overall expectations regarding the typical workday, and responsibilities that may impact their time out of the office during interviews. The pandemic accelerated this shift, normalizing conversations around burnout and resilience.
In response, our firm has reinforced its commitment to promoting a culture that encourages flexible scheduling and reasonable expectations. While litigation inherently brings periods of intense workload, we strive to protect our attorneys from prolonged overextension. Doing so isn't just good for morale; it's also good for business. Well-rested attorneys are more effective, creative, and engaged.
Remote Work: From Perk to Policy
Before 2020, remote work in the legal industry was rare and often discouraged. Today, it is a normalized and frequently expected component of the job. Our firm offers a hybrid structure, with options for remote work depending on case demands and personal needs. In a hybrid environment, strong communication, time management, and self-motivation are more important than ever. A candidate who demonstrates these skills will be highly sought after. This flexibility has expanded our candidate pool and helped retain talent. We have prioritized accommodating our staff when possible because we strongly believe that it is far better to meet the needs of valued employees than to lose a talented team member.
Generation X: The New Face of Leadership
While Baby Boomers continue to play pivotal leadership roles in our firm and the broader legal community, we are also witnessing a gradual and collaborative transition as Generation X steps up to share in that responsibility. This generational handoff is not abrupt but rather a thoughtful evolution marked by continuity and renewal.
Gen X leaders bring a fresh perspective. They tend to favor flatter hierarchies, open-door policies, and tech integration. Having experienced both analog and digital legal environments, they are well-equipped to guide firms through today's hybrid demands.
We're seeing Gen X prioritize mentorship, diversity, and operational efficiency. Many are eager to reimagine firm culture in a way that reflects modern realities without compromising the profession's standards and values. For our firm, this intergenerational collaboration has brought new energy to our leadership and a greater willingness to experiment with innovative approaches to staffing, technology, and client service.
Looking Ahead
Hiring in 2026 means striking a balance between tradition and transformation. At SACS, we remain committed to excellence, integrity, and client service. We also recognize that the way we deliver these values must evolve.
Embracing generational diversity, championing work-life balance, enabling remote work, and empowering Gen X leadership are not trends we're watching from the sidelines; they're realities we're actively building into the fabric of our firm.
As the legal industry continues to evolve, we at SACS are excited to grow alongside it, and we're always looking for talented attorneys who are ready to grow with us.
If you have any questions about hiring trends in the legal field, please contact Colleen Buckley at cbuckley@sacslaw.com.
