So, should all the lawyers in my community be worried about the future of their roles? Let me explain to you why I don’t think so, with some real-life examples of what I am seeing in the market.

As a legal recruiter with more than 20 years’ experience working across Queensland’s private practice, in-house, and government sectors, I’m having more conversations than ever with lawyers who are quietly wondering what their future looks like. Not because they lack skills and significant experience, but because the profession feels to them like it is changing at a pace that seems hard to keep up with.

For many lawyers over 50, I’ve heard a very real fear sitting just beneath the surface and they have asked me, “Will AI make my skills or my legal career obsolete?”

Take for example the highly specialised senior practitioner I met with recently who admitted he was worried about the impact AI would have on his practice, his team, his workload, and ultimately his employability. I am pleased to tell you that what started as a conversation full of trepidation and uncertainty ended in something quite different.

He had just met with a major national firm, who is actively investing in AI software for use in their organisation. Their message to him during his interview process was that “Your expertise is invaluable. We want AI to amplify your work, not replace it.”

That quiet nod of confidence changed everything for him. He left with renewed optimism that his skills and experience were useful, and I was pleased to ring him days later to discuss a job offer.

AI: The Change You Can’t Hold Back

Whether firms like it or not, AI is now a survival skill. Some firms are embracing it cautiously yet enthusiastically whilst others still have their heads in the sand.

And the firms resisting it? They will most likely be squeezed out by the reality of economics. Not because AI replaces lawyers, but because AI tools will most likely empower lawyers who use it to be faster, sharper, more productive, and more valuable.

I see in-house teams implementing AI-enabled matter management platforms like LawVu and others. They are using automation to highlight critical dates, streamline contract review, and free up their lawyers to be in the room negotiating strategy.

And like any intern or junior lawyer reviewing contracts, AI may flag the issues, but the more senior human lawyer still has to advise, weigh the risks, and guide commercial decision-making.

The best lawyers today, regardless of age, are those who are AI-curious: they are open-minded, adaptable, and willing to explore where technology has value and where it doesn’t.

We have all seen recent reports in the news of a global consultancy firm that over-relied on AI inputs for a government report that contained fabricated academic citations, mis-attributed court quotes and non-existent sources. It lacked a level of scrutiny and real person oversight. This case demonstrated one of the pitfalls of some AI programs where the outputs can include “AI Hallucinations” and be less than perfect.

Ageism: Still the Elephant in the Interview Room

Despite the optimism in some quarters, ageism remains an undeniable force in the legal hiring market.

I see it often in the assumptions made during screening. I hear it in the comments about “cultural fit.” Plus, I feel it in the hesitation around salaries, seniority, adaptability, or tech-savviness.

Mature-age candidates often describe navigating the job market as feeling “left behind” even when they bring decades of relevant industry experience, specialisation, judgment and client loyalty.

The irony here is that firms who hesitate to hire mature talent are the same firms most at risk of falling behind.

Why? Because:

• Generational diversity is critical to balanced teams.
• Senior lawyers have built client relationships that no software will ever replicate.
• Clients still call their trusted adviser not ChatGPT (or Claud or Copilot) when their premises are being bulldozed and a dispute is escalating requiring an urgent injunction

When things fall apart, clients pick up the phone and call the trusted legal advisor who has stood beside them for years. AI cannot replace that.

Are older Lawyers Being Left Behind by Technology?

So, are older lawyers really being left behind by younger lawyers who have already adapted to AI? I’m finding only if they let themselves be.

When I ask firms whether older candidates are being overlooked, the forward-thinking organisations are saying, “We will hire experience if they’re adaptable and resilient.” They understand that successful talent acquisition has nothing to do with age. It’s about mindset.

The lawyers winning roles today are those who are:

• staying on top of legislative change in their industry
• open to new ways of working
• willing to experiment with AI
• investing in their own professional development in the AI space
• learning how technology applies to their specific practice area

This is the “new smart” mindset legal futurists reference which includes curiosity, agility, creativity, empathy, and collaboration. These are the uniquely human competencies that will matter most in an AI-augmented world.

If your firm won’t fund the training? Do it yourself. It’s tax-deductible, and it will benefit your career!

The Real Threat Isn’t AI: It’s the Loss of Junior Training Ground

One of the biggest concerns I have for the future of the profession does not relate to the senior lawyers, or the fast pace of technological change, my worry is reserved for the junior lawyers.

I have seen that AI is already handling tasks that once formed the bedrock of a junior’s development such as:

• document review
• legal research
• summarising documents
• drafting memos

This big question in my mind is how will emerging lawyers learn the deep, structural skills you only gain from being deep “in the trenches”?

Take a simple example of the litigation war room. Once upon a time junior lawyers would have spent weeks categorising and organising documents ready for a big case. This may eventually be replaced by an AI-checked workflow, but juniors still need these skills of classification, document strategy, and document intuition. They still need to know how to quickly access the information they need to meet a deadline or win an argument with the right document at the touch of their fingers.

And what if AI gets the document management wrong? AI should never be the final checker. Lawyers must still cross-check its outputs, or documents will be missed or go missing and cases will fall apart.

From my perspective, firms will need to redesign their training models. I look forward to seeing how firms will adapt their training to facilitate this potential loss of skills and experience.

Booming Demand for Senior Talent - If You Bring the Right Mindset

I’ve said it before, the Queensland legal market is booming, and I’ve placed more senior specialists, government lawyers and legal counsels this year than ever before.

In fact, some regional firms, government departments and boutique practices have long-vacant roles where seasoned lawyers could thrive if both sides were willing to think beyond a rigid PAE range in their minimum requirements.

So, What Do I Tell Lawyers Over 50 Who Are Worried?

I tell them this: AI is not your enemy. A closed mindset is.

Please dive in to discover how AI can enhance your practice. Learn its risks and limitations. Find out how your clients and industry are using it. Look for ways to deliver more value to clients, not less. Be AI curious. Because curiosity is now a competitive edge.

And remember: Many firms hire mature talent for stability, mentorship, and client confidence. But they want lawyers who are ready to grow, not cling to the past.

If We Want a Fairer, Smarter, More Future-Ready Hiring Process…

We must:

• eliminate age-based assumptions
• evaluate lawyers on adaptability, not birth year
• train juniors in new ways
• implement guardrails for AI use
• invest in digital literacy
• reward curiosity and self-education

And above all:

Recognise that AI is not replacing lawyers, but AI literate or curious lawyers will replace lawyers who refuse to evolve.

The legal profession looks to be standing at the brink of a major inflection point. The firms and individuals who thrive will be those who combine deep experience with open-minded innovation.

Age and AI are not opposing forces. In fact, together, they may be one of the profession’s greatest opportunities.

Are you looking for your next ideal step in the legal market?

Reach out to find out how my team at Alex Correa Executive can help you build the career you aspire to. Get in touch here.