As we reach the midpoint of 2025, it’s been another dynamic and evolving six months across the legal recruitment landscape in Yorkshire, Derbyshire, Nottinghamshire and Lincolnshire. Despite a challenging broader economic backdrop, legal hiring has remained robust, albeit with clear pressure points, ongoing talent shortages, and shifting candidate expectations.
A demonstration of how buoyant the market remains has been the broad range of firms looking to hire this year. CRA Consulting have supported over 150 individuals find their next career role this year alone, with 63 different firms ranging from international law firms to smaller high street firms. The average salary increases for movers this year has been £4,683, further demonstrating that firms recognise top talent and will pay to attract the right individuals into the firm.
A Tough NQ Market – Opportunity in Change
One of the standout challenges so far this year has been the newly qualified (NQ) solicitor market. Several larger firms have adjusted their retention strategies, either due to headcount freezes or a lack of requirements in specific practice areas. As a result, some NQs have found themselves facing uncertainty at a critical point in their careers.
However, out of this challenge has come a significant opportunity. Many NQs are now recognising the benefits of making early career moves into boutique or regional firms. These smaller practices often provide greater client exposure, more autonomy in handling files, and a stronger sense of team culture. Importantly, they also offer hands-on mentorship and a clearer route for progression – all factors that resonate with an increasingly values-driven generation of legal professionals.
Demand Remains High Across Key Practice Areas
While NQ hiring has been selective, the broader legal market has remained extremely active. There’s been particular buoyancy in practice areas such as:
- Family Law – Strong demand has persisted due to increasing caseloads, especially in child-related and matrimonial matters.
- Residential Conveyancing – Continued market movement and pent-up demand have kept this area consistently busy.
- Wills & Probate – With increased public awareness around estate planning and elderly care, this area has grown steadily.
- Personal Injury – Despite ongoing reforms, volume and complex PI practices are continuing to seek quality litigators.
The pressure on finding experienced, qualified professionals – particularly those at the 2–5 years’ PQE level – remains one of the most critical challenges facing legal teams. We’re also seeing unprecedented opportunities at the senior associate and external partner levels, with firms more open than ever to lateral hires who can bring client following or strengthen their strategic offering.
Recruitment Speed: A Tale of Two Markets
One of the more interesting contrasts this year has been the speed at which recruitment processes are progressing. Senior-level appointments – such as head of department, salaried partner or equity partner roles – continue to experience lengthy time-to-hire cycles due to the nature candidate shortages at this level. However, good quality candidates who are actively on the market are spoilt for choice with firms realising this and intentionally moving as fast as possible to secure the top talent. Good candidates, especially those in specialist roles or with strong regional ties, are frequently fielding multiple offers. Firms that act decisively, communicate clearly, and make attractive offers upfront are securing the best talent.
Additional Market Insights
- Flexibility remains a key differentiator. Firms offering hybrid working, flexible hours, and a culture of trust continue to win over candidates, especially those with long commutes or caring responsibilities.
- Culture matters more than ever. Candidates are increasingly focused on workplace culture, management support, and career development. Firms that can demonstrate a supportive and inclusive environment are seeing much greater candidate engagement.
- Counteroffers are still on the rise. With many firms reluctant to lose experienced talent, counteroffers are increasingly being used to retain staff. However, many candidates are prioritising long-term career growth over short-term financial incentives, particularly where workloads or internal dynamics are a concern.
Looking Ahead
The second half of the year is shaping up to be just as busy. As more firms move forward with growth plans, lateral hiring and team moves will likely remain key strategies. Candidate availability will continue to be a pressure point, making it critical for firms to streamline recruitment processes and communicate clear career propositions.
For candidates, the message is clear: opportunities abound, but clarity on what you want from your next role is essential. Whether it’s flexibility, progression, work-life balance, or practice area focus, those who can articulate their goals and move with purpose are best positioned to take advantage of the buoyant market.
