Attracting and Retaining Top-Tier Legal Talent

Attracting and Retaining Top-Tier Legal Talent

As business demands continue to accelerate, legal departments are continually refining their approaches to attract and retain top-tier talent. As a leader, you know your organization and legal team best, and understand the unique culture, goals, and values that make them distinct. As attorneys’ priorities evolve, departments that adapt to these shifting priorities are better positioned to attract and retain high-caliber attorneys who resonate with their values and culture.

Drawing from our experience working alongside many companies and legal departments—and with insights from our team of former practicing attorneys—we share observations on some common strategies that legal leaders find effective for attracting and retaining outstanding talent for their legal department. While each department has its unique needs and culture, these observations offer a foundation for building a resilient, high-performing legal team.

A Dual Approach to Attracting and Retaining Legal Talent

Every day at Latitude, we connect with accomplished attorneys seeking new career opportunities. Recognizing that each professional has unique aspirations, we understand that factors attracting top talent vary widely.

Our client services and recruiting teams, composed entirely of former in-house and law firm attorneys, provide a dual perspective on the legal talent landscape, understanding it from both the recruiting and job-seeker points of view. Many of our team members, having held leadership roles, offer guidance rooted in personal experience.

As Joan Blackwell, a former general counsel for the Indiana Attorney General’s Office and a member of our recruiting team, explains: “The ‘hard factors’—like salary and benefits—attract talent, while the ‘soft factors’—such as workplace culture and management support—are what influence their decision to stay.”

Attracting Top-Tier Talent

Today’s job-seeking attorneys often look for roles that provide more than competitive pay and benefits; they value workplaces that foster growth, support well-being, and align with a greater purpose.

Carol Davidson, a Partner at Latitude and former Assistant General Counsel for SSM Health, illustrates this point: “Attracting exceptional legal talent is about building a department that feels like a career destination, a calling even, and not just a job. In my experience, things like competitive pay and benefits are table stakes. Meaningful work, interesting opportunities to learn and grow, and a supportive team culture are so important. A genuine commitment to work-life balance also helps ensure a stable, high-performing legal team.”

Here are a few elements that often appeal to high-caliber legal talent:

1. Competitive Compensation
Competitive compensation is a fundamental component in attracting highly skilled attorneys who understand their value and seek fair recognition for their expertise and impact. Recent findings show that in-house counsel compensation rose approximately 4% in 2024 (compared to 2023), keeping pace with inflation, underscoring the importance of market-aligned pay in retaining top talent.

2. Clear Career Progression Path
High-caliber attorneys are often motivated by growth and learning, and a transparent career trajectory helps them envision a long-term future within the organization. Outlining advancement paths—like, for example, growth from corporate counsel to senior in-house counsel or deputy general counsel—demonstrates a commitment to a culture that values ambition and rewards achievement. Consider opportunities that include strategic business insights, such as rotations with other departments or project leadership in cross-functional initiatives. This not only prepares team members for higher responsibility but also equips them with the business perspective and strategic acumen essential for impactful legal leadership.

3. Collaborative and Supportive Environment
Team dynamics can be a deciding factor for many professionals evaluating roles. Departments that promote collaboration and mutual support attract individuals who value a positive, cohesive workplace.

4. Challenging Work with Opportunities to Learn and Grow
High-performing attorneys are drawn to intellectually stimulating roles. Providing complex, meaningful work—alongside access to advanced technology, AI tools, or innovative practices—makes the organization an engaging environment for long-term career growth.

5. Work-Life Balance
While attorneys understand the demands of the field, they also often seek environments that respect them as whole individuals. Offering flexibility—such as remote or hybrid work options or part-time hours—demonstrates consideration for employees’ personal commitments and helps the organization stand out.

Retaining Outstanding Team Members

Retaining experienced attorneys is important, especially considering the high cost of turnover. In fact, Gallup has reported that replacing an individual employee can cost between 50% and 200% of their annual salary. Beyond the initial “hard” factors that attract talent, maintaining “soft” elements like culture, support, and development opportunities fosters long-term satisfaction and commitment.

As Jorge de la Osa, a member of our recruiting team and former Executive Vice President, Chief Legal and Compliance Officer with Bluegreen Vacations, emphasizes: “In any supervisory role, the number one responsibility you have is to make sure your people are well cared for—not just in their work but in their aspirations. Meaningful conversations about their goals can be just as crucial as the challenging ones.”

Here are some strategies many departments find valuable in supporting employee retention:

1. Professional Development Opportunities
Investing in team members’ growth through conferences, Continuing Legal Education (CLE) programs, or advanced training helps build skills while reinforcing the organization’s commitment to their advancement. Beyond technical skills, create avenues for team members to contribute strategically to the business—like attending cross-functional meetings where they can observe, learn, and share legal perspectives that align with organizational goals. By empowering attorneys to think from a business standpoint and contribute actionable insights, you can enhance the overall impact of the legal department.

2. Regular Check-Ins
Scheduling regular check-ins—whether quarterly or monthly—provides informal opportunities for team members to discuss goals, challenges, and successes. These informal touchpoints can help address concerns proactively and foster a deeper sense of alignment within the team and organization.

3. Support and Resources When Needed
Understanding workload demands and leveraging strategic attorney staffing solutions can ease strain and demonstrate a commitment to employee well-being. For instance, bringing in an experienced interim attorney during peak workload periods or to cover a leave of absence can alleviate pressure on the team, with the flexibility to scale down when extra support is no longer needed.

4. Encourage Internal Mobility
Enabling attorneys to explore different roles or projects within the organization builds a more adaptable and engaged team. This flexibility encourages high-performing employees to pursue new opportunities internally rather than seeking them elsewhere.

Lasting Impact for a Thriving Legal Department

Attracting and retaining discerning legal talent requires balancing “hard” and “soft” factors. By cultivating an environment that draws in high-caliber attorneys and supports their growth, legal departments can build talented teams capable of meeting future challenges. Prioritizing the needs and aspirations of attorneys within the organization can lay a strong foundation for a resilient, motivated, and high-performing legal team.

If you’re looking for top-tier legal talent for your legal department, contact us to discover how Latitude can help.