Legal Hiring Trends for 2026: What Law Firms and Candidates Need to Know

As the legal industry enters 2026, firms are navigating a hiring market shaped by strategic growth, selective lateral movement, and rapid technological advancement. After several years of expansion followed by reassessments, law firms are approaching recruiting with greater intentionality and are prioritizing practice areas tied to sustained demand, candidates who can hit the ground running, and hires that align with long-term business goals. In this short and sweet blog post, here are the legal hiring trends we're seeing for 2026 and what we think law firms and candidates need to know.

Data from the 2026 Report on the State of the US Legal Market highlights why thoughtful recruiting will remain critical in the year ahead. The report found that the U.S. legal market experienced some of the strongest demand growth in more than a decade, prompting firms to invest aggressively not only in technology such as AI but also in expanding headcount and compensation to retain and attract top talent.

The legal hiring legal trends we're seeing for 2026

We asked our Legal Recruiter, Julia Cardenas for some insight on what she was seeing for 2026.

1. Have you noticed changes in how quickly firms are making decisions?

Hiring Partners have tended to err on the side of caution and have taken their time when coming to a final decision regarding new hires. I believe with the state of the economy, they want to ensure that they will see a return in the investment they are making in new hires.

2. Are firms more flexible—or more rigid—about backgrounds and class years going into 2026?

In 2025, there was a shift that seemed to favor the more experienced mid-level over the junior mid-level. I believe we will continue to see this trend going into 2026.

3. How important are flexibility, hybrid schedules, and culture in decision-making right now?

All of the above have been major factors at nearly every level when deciding to move. On one hand, there are candidates that tend to limit themselves by only being interested in opportunities that are hybrid or remote while on the other we have firms that are firm on their in-office policies.

In 2025 we saw a big push in return to office policies with fully remote positions being difficult to find. According to a study by Savills Research and data Services in 2025, only 0.6% Am Law 200 firms were using a remote-first policy. As a result, candidates who are open to hybrid or in-office roles are better positioned to succeed in the current hiring market.

4. Are candidates being more selective, or more open to making a move?

Candidates seem to have become much more selective in making a move. In 2025, I have seen a handful of candidates move due to a slow down at their current firms caused by Partners moving. I think this has caused both associate and legal staff candidates to become more diligent in their searches to ensure they don’t wind up in a similar situation.

As firms and candidates move through 2026, success in the legal hiring market will depend on alignment, flexibility, and informed decision-making on both sides of the table. Firms that take a strategic, transparent approach to recruiting will be best positioned to secure top talent. Likewise, candidates who remain open-minded and proactive when evaluating opportunities will be better equipped to navigate an increasingly selective and competitive landscape.

For firms and professionals looking to stay ahead of these trends, partnering with an experienced legal recruiting team can provide valuable market insight and guidance in the year ahead. If you’re interested in exploring a new opportunity or would like to discuss your hiring needs, we’re always happy to connect for a confidential conversation.