Key Trends

Partner Retention and Recruitment

Competition for experienced partners is intense. Firms are not only competing locally but also against London and other regional hubs.

Solicitor Shortages

Mid-level solicitors with 3 to 7 years PQE remain in short supply, particularly in corporate, commercial, and real estate practices.

Legal Support Staff Demand

Paralegals, legal assistants, and practice managers continue to be critical in supporting leaner teams and allowing partners to focus on billable work.

What It Means for Managing Partners

Be proactive
Waiting until a vacancy arises can result in months of lost revenue. A proactive hiring strategy, including contingent recruitment, helps secure top talent faster.

Invest in employer branding
High-calibre candidates expect firms to clearly demonstrate culture, values, and long-term growth opportunities.

Know the market
A strong understanding of local salary benchmarks and incentives is essential for retaining top performers and attracting the right candidates.

How Contingent Hiring Can Help

Contingent recruitment provides flexibility and allows firms to:

• • Test the market without long-term commitments
  • Access a broader candidate pool, including passive talent
  • Scale hiring efforts in line with business demand

Conclusion

Legal hiring in the midlands is evolving. Firms that adapt their hiring strategies now will enter 2026 with the right people in the right roles, from partners and solicitors to critical support staff, positioning themselves for sustainable growth.