In just a few years, hybrid working has moved from being a rarity to the norm. While some sectors have struggled to adapt, the in-house legal market has embraced this change and it’s reshaping everything from candidate expectations to employer value propositions.
For legal teams, traditionally anchored in the office, this shift has brought both opportunities and challenges. In this article, we explore how hybrid working is transforming the in-house legal talent market and what employers need to know to stay competitive.
🚀 The hybrid revolution in Legal
The COVID-19 pandemic forced even the most office-bound sectors to rethink remote working. Legal functions - often regarded as conservative and compliance-heavy - have discovered surprising benefits in hybrid models, particularly within in-house teams.
According to recent surveys, over 80% of in-house legal professionals now expect hybrid flexibility as standard. For many, it’s no longer a perk: it’s a prerequisite.
🧲 Talent Attraction: flexibility is now a priority
What candidates want has changed. Today’s legal professionals are actively seeking roles that offer autonomy and work-life balance. We know this from first-hand conversations with candidates. In-house legal candidates are increasingly evaluating employers not only on salary and seniority, but also on:
- Number of required office days
- Flexibility around hours
- Managerial attitudes toward remote work
- Team culture in hybrid settings
Companies that insist on rigid five-day office weeks are narrowing their talent pool; especially in competitive markets such as London, New York and Paris.
🏠 Retention Trends: hybrid builds loyalty, if done right
Hybrid working has been shown to improve retention, but only if executed thoughtfully. Legal professionals value flexibility, but also crave connection, mentorship and career visibility.
Challenges to watch for include:
- Junior team members missing out on in-person development
- “Proximity bias” toward office-based employees
- Struggles with collaboration across locations
Forward-thinking employers are proactively addressing these issues by investing in hybrid-friendly onboarding, virtual mentoring and clear performance frameworks.
💼 Hiring market changes: broader pools, more competition
One of the most significant impacts of hybrid working is the ability to recruit beyond traditional geographic boundaries. In-house legal roles are now being filled by professionals based in different cities - or even different countries - especially for contract and specialist roles.
What this means:
- Wider talent pools, but also more competition for top candidates
- Demand for hiring processes that work seamlessly across time zones and platforms
- More weight placed on digital fluency and self-management skills during interviews
📊 What employers should do now
To remain attractive in the post-pandemic legal hiring landscape, employers must adapt:
Be Transparent
Clearly state your hybrid or remote policies in job descriptions. Vague language puts off high-quality candidates.
Modernise Your EVP
Update your employer value proposition to reflect today’s candidate priorities—wellbeing, flexibility, inclusion, and progression.
Train Hybrid Leaders
Equip your legal managers with the skills to lead distributed teams, give feedback remotely, and maintain a sense of cohesion.
Focus on Outcomes
Shift performance metrics from presence to output. Results matter more than time at the desk.
🎯 Final Thought
Hybrid working is here to stay. For the in-house legal market, this shift has opened the door to greater inclusivity, agility and talent mobility. But it has also raised the bar for employers.
Companies that understand and embrace these changes will be best placed to attract, retain and empower the next generation of legal leaders.
Need help hiring legal professionals who thrive in hybrid environments?
Get in touch with Phil Redhead, our Head of Legal Recruitment, to find out more.