In recent years, there’s been a significant rise in the number of lawyers choosing to leave private practice and move into in-house roles.
This isn’t just a passing trend; it’s a reflection of changing career aspirations, lifestyle preferences and the evolving demands of the business world. For companies looking to attract top legal talent, understanding why this movement is happening is the first step to positioning your opportunity as the role of choice.
What is prompting this shift to in-house legal?
1. Better work-life balance (via more predictable working patterns)
Private practice often comes with long, unpredictable hours and strict, client billable targets. While in-house roles can still be demanding, the workload is typically more predictable, offering a better balance between career and personal life.
2. Closer to the commercial decision-making
In-house lawyers aren’t just advisors, they’re part of the strategic engine. They get to see the full business context, work closely with leadership and have a direct impact on organisational direction; something which is much harder to replicate in private practice which will often include a high volume and variety of clients as well as less overall proximity.
3. Variety and breadth of work
Rather than having a niche, specialist focus, in-house lawyers often handle a wide range of matters, from contracts and compliance to employment issues and corporate governance, thereby ensuring their work remains varied and stimulating. Although specialist roles exist in larger in-house legal functions, it’s still more typical for in-house lawyers to be faced with a variety of legal (and non-legal!) topics to contend with.
4. Escape from the billable hour
For many lawyers, moving in-house means leaving behind the pressure or frustration of time sheets and billable targets allowing them to focus more on overall business outcomes.
How to attract the best in-house legal talent
1. Highlight the strategic nature of the role
Lawyers moving in-house want to be at the table, not on the sidelines. Clearly communicate how the legal function supports and influences core business decisions.
2. Show career development pathways
Private practice offers a clear ladder: associate, senior associate, partner. In-house roles need to match that sense of progression. Outline pathways to senior legal roles, Head of Legal, or even quasi legal-commercial leadership positions.
3. Offer competitive (and creative) packages
While in-house salaries may not always match top private practice rates (especially these days!), a competitive base plus benefits such as flexible working, bonus schemes and equity can be a strong pull.
4. Promote work-life balance without downplaying challenge
Many lawyers want balance but still crave intellectually stimulating work. Position your role as offering both: interesting, high-value matters without the unpredictable hours.
5. Engage specialist recruiters
Partnering with a recruiter who understands the in-house legal market means accessing candidates who may not be actively applying but would consider the right move.
Is the in-house shift here to stay?
In a word, yes. The draw of in-house legal work is only growing. Organisations that adapt their recruitment strategies to address what motivates lawyers to make the move will stand out in a competitive market.
At Leonid, we specialise in connecting exceptional legal professionals with in-house opportunities where they can make a genuine impact. If you’re building your legal team, please get in touch with Phil Redhead to see how we can help.
