It has been an extraordinary year at Alex Correa Executive! We have moved offices, refreshed our brand and had a record year for in house legal recruitment. As 2024 heads rapidly to a close, it of course got us thinking about the current market faced by legal candidates and the clients we partner with on their recruitment campaigns.
Understanding the current market trends is always a useful exercise as it will give you insights that can help with bargaining power, timing your applications or campaigns and even talent retention and attraction. Read on to discover what we are observing here in Queensland but also across Australia. We also introduce you to our brand-new career tool – Define Your Ideal!
Regional Variations in Market Demand
Across Australia, the legal recruitment market has seen distinct regional trends. Queensland has demonstrated stability and consistency, standing out against slower activity in New South Wales and Victoria. In Queensland, there’s sustained demand for projects, construction, and infrastructure lawyers, particularly as we see infrastructure initiatives continue to drive strong economic growth.
The latest
Seek report describes overall jobs advertised falling nationwide with Queensland being the outlier. Seek advised that legal jobs are down 2.9% overall, however we note that not all roles are advertised on Seek and some roles are advertised by multiple recruiters
Interestingly, the Gold Coast is emerging as a hub for corporate activity, with global businesses like Balter, Gilmour Space Technologies, Retail Food Group and Culture Kings establishing head office operations. This growth has created opportunities for both in-house legal roles and boutique law firms that cater to these dynamic businesses.
In-House Legal Teams on the Rise
Cost pressures and the need for agility have led many organizations to expand their in-house legal teams. Businesses are increasingly opting for internal resources over traditional law firm models, allowing for faster, more tailored responses to legal needs. This trend is particularly evident in industries such as technology, infrastructure, and financial services.
A recent report by
ACC Australia in conjunction with Taylor Root found that in-house legal teams are currently navigating reporting line shifts where more senior counsels report directly into CEO’s highlighting increased seniority and strategic positioning to help manage risk and drive business priorities, a likely reduction in middle management, continued headcount challenges, salary pressures, and continued efficiency demands to continue to impact the corporate sector and it’s in house legal teams.
Microeconomic Trends
Shifting Candidate Dynamics
In 2024/2025’s legal industry market, we are finding the candidates that stand out to employers can demonstrate their area of specialisation and career stability. Lawyers who can demonstrate deep expertise in niche areas with evidence such as further study or having taken on a niche specialisation to build a firm’s capability are looked upon favourably. Specialisations such as Mergers and Acquisition or Intellectual property with strong media focus are in demand. Career stability and loyalty, which has become increasingly rare in a job-hopping era, also stand out to employers.
On the employer side, firms and in-house legal teams are prioritising candidates who can balance technical expertise with client development and business generation skills. At senior levels, the ability to nurture client relationships and bring in new business is highly valued.
Challenges in Attracting and Retaining Talent
Retaining top talent has become a pressing issue for law firms. High salary expectations, particularly from candidates transitioning from private practice to in-house roles, remain a challenge. Firms must also contend with the growing demand for flexible and hybrid work models, which can conflict with perceived client and business needs.
Moreover, the “musical chairs” phenomenon—where teams are poached en masse—adds another layer of complexity. Some firms are addressing this by developing contingency succession plans and adding multiple touch points to client relationships to reduce key-person dependencies. Succession planning and team-based client management are becoming vital strategies for long-term stability.
Firms that have a strong focus on employee benefits – such as generous leave policies, opportunities for paid parental leave for both mothers and fathers, further education grants and those that are offering a degree of flexibility are attracting staff. The firms that are doing it well have come to understand that they must really look after their talent pool – care of their people needs to be front and centre of everything they are doing.
Technology and Innovation
The rise of Generative AI and other legal tech is reshaping the industry. Using software for contract analysis and document management are becoming commonplace and we expect this to eventually drive demand for privacy lawyers with expertise in data security. However, many conservative firms are cautious about fully embracing AI due to concerns over confidentiality and a lack of in-house expertise.
For candidates, this presents an opportunity to upskill and position themselves as leaders in the intersection of law and technology.
Diversity and Inclusion
The legal sector is making small steps forwards in relation to diversity and inclusion. We’re seeing greater uptake of parental leave policies by both men and women, enabling lawyers to balance family responsibilities with their careers. Additionally, the option for remote work is allowing firms to retain talent who might otherwise have relocated or left the profession entirely.
Advice for Legal Professionals
Looking ahead, legal professionals should focus on defining their career ideals. It’s no longer just about compensation, candidates are seeking roles aligned with their values, purpose, and lifestyle. Whether it’s flexibility, professional development opportunities, or alignment with an employer’s vision, understanding what truly matters can lead to a fulfilling career.
For those eyeing 2025 as a year of growth, now is the time to act. Many firms recruit in late Q4 to secure talent for the new year, and taking proactive steps during this period can set you apart from the competition who are operating under the misconception it is too late in the year to be looking for a new role now.
We have had several instances this year where firms are reasonably happy to wait for new employees to work out long notice periods, or retention bonuses to be paid to secure talent. Don’t wait around for the timing to be perfect, as the competition at that time for roles just might be fiercer!
The legal recruitment landscape is evolving rapidly, driven by economic shifts, technological advancements, and changing workplace expectations. Whether you’re a candidate seeking your next role or an employer looking to attract top talent, understanding these trends is key to navigating the market successfully.
And now…. Introducing: Define your Ideal
As part of our recent brand refresh, the team at Alex Correa invested some time thinking about what drives us as recruiters. It is now our 15th year in business, and we took a long hard look at why it is that we do what we do. At the crux of it, the greatest level of satisfaction we get is when we partner with a lawyer to find their next role and when we know that the next role that we help them secure, isn’t just meeting a financial goal or need, it is also enabling them to live a personal and professional life that is both full and satisfying and in line with their values and ideals.
We know that candidates are showing a greater desire to understand a company’s values, policies, vision and leadership. Their career decisions are now more than ever being driven by lifestyle, family and purpose. No longer are they purely driven by status, career progression and the financial factors of the past.
For our community, we want you to be able to articulate what is important to you in searching for your own career nirvana. There is possibly no completely perfect role out there, but the closer we get to our ideal, the more satisfied, happy and purposeful we can be. Let’s fill those cups!
We encourage you to take a moment to check in with Define Your Ideal – think about it as a quick career plan. Spend some time pondering your ideal role. Close your eyes and visualise it and then write it down. What does it look like? Who are you working for? What type of role puts a spring in your step? As the Summer Holiday’s approach, invest a moment in your career ideals and get a clear picture of what you want. If you are unsure about submitting your response, print it out, write your answers long-hand and file it! We don’t mind. We just want you thinking about it.
We are committed to helping you define your ideal, whether that be your next step or negotiating your next salary review. With a personalised recruitment approach and extensive networks in the legal industry across Australia, we empower you to consider what your ideal looks like.
Ready to
define your ideal next step?
Please complete the
Alex Correa Executive Legal Career Opportunity Finder.
