Hybrid working is now an established part of the legal sector’s landscape. However, while many law firms proudly advertise flexible arrangements, not all can clearly explain how this works in practice during the on-boarding process.
For candidates, this uncertainty can lead to being demotivated about the law firm. During interviews, vague answers or rigid on-boarding rules are pushing otherwise excellent applicants towards firms that can confidently outline what hybrid really means day-to-day in the early stages not just later on.
At a time when 49% of professionals are not working in their ideal pattern, clarity around hybrid on-boarding could be the key to attracting top talent.
The Current Hybrid Working Landscape
Our latest Eventus Employment Survey Report highlights a clear trend that the vast majority of legal professionals want hybrid working.
- 84% of respondents said their ideal working pattern includes hybrid working.
- Of these, 55% prefer more home than office days, while only 7.4% want to be full-time in the office.
As 49% are not currently working their ideal pattern it leaves a large segment of the market potentially open to moving for a more ideal working pattern.
This presents an opportunity for law firms to stand out. Those who can offer hybrid working with structure and transparency are in a strong position to recruit from this pool of talent. However, there is evidence that firms are missing opportunities to attract talent despite offering hybrid working.
Where Firms Are Losing Hybrid Candidates
Over recent months, candidates have shared feedback about interview experiences where hybrid working felt uncertain or conditional, as well as unclear in the onboarding period. Common comments that have pushed candidates away include:
- “You will need to be in the office 100% until your probation ends at 3/6 months.”
- “Hybrid can be applied for later, but we cannot confirm when or if it will be approved.”
- “Once you are up and running, we may allow hybrid working, but there is no set timeframe or formal way this is reviewed.”
- “There will be no hybrid at the start as we need to build trust and monitor your work first.”
These statements create doubt about how hybrid working really operates within a law firm. As a result, it can lead candidates to choose competitors offering more certainty. Critically, legal professionals already working in an existing hybrid pattern, are being forced to decide on whether going into the office full-time for up to 6 months, is something they want to do to make a move. Quite often the answer to this is no.
What Hybrid Legal Candidates Want to Know
From our conversations with legal candidates, these are the questions they most want answered during the interview process:
- Will on-boarding mean full office attendance, and for how long?
- When will hybrid working start, and what does it depend on?
- Are there set anchor days, or can they choose their home-working days?
- How flexible are office and home-working hours?
- Is hybrid working written into the contract?
Clear answers to these questions give legal candidates confidence in your culture and decision making. Ultimately, helping to prevent uncertainty that can lead to offers being declined.
The Opportunity for Employers
Law firms that can clearly outline their hybrid structure from the outset will attract more interest from high quality legal candidates who are currently feeling restricted or dissatisfied.
By offering structured hybrid on-boarding, firms can demonstrate:
- A trust based culture, not one of micromanagement.
- Inclusivity for those with personal or logistical needs.
- A modern and adaptable working environment.
With 84% of professionals wanting hybrid and 49% still seeking their ideal pattern, firms that embrace transparent hybrid working models will be in a prime position to hire and retain exceptional legal talent.
Final Thoughts on hybrid hiring in the legal sector
Hybrid working is no longer an added benefit it is an expectation. Candidates are paying close attention to how it is implemented and communicated during interviews.
Firms that can confidently explain their onboarding process, show flexibility, and deliver on hybrid promises will gain a competitive edge in the legal recruitment market.
In a candidate driven legal jobs market, clarity is not just a desirable it is essential.
Written by Richard Hatchett, Senior Legal Recruiter
