Why LHH Legal Recruiting Falls Short for Some Law Firms
Legal recruiting requires deep industry knowledge and personal relationships. While LHH is a large global firm offering recruiting services, their approach often misses the mark for law firms seeking lateral talent. Here's why you may want to consider alternatives for your legal hiring needs.
Limited Focus on Legal Industry Nuances
LHH operates as a generalist recruiting firm serving multiple industries. This broad focus means their recruiters typically lack the specialized knowledge needed to evaluate legal talent effectively. Legal specialization requires deep expertise - from understanding practice area distinctions to recognizing valuable experience markers on resumes.
Volume-Based Metrics Over Quality
Like many large recruiting firms, LHH emphasizes KPIs and metrics. This focus on numbers over quality can damage recruitment outcomes. Their recruiters often face pressure to:
Submit high volumes of candidates quickly
Meet strict timeline targets
Close placements within set periods
Maintain specific activity metrics
Impersonal Candidate Experience
The size of LHH means candidates often get lost in the shuffle. Legal professionals value personalized attention and clear communication throughout the recruiting process. But with LHH's high-volume approach, candidates may:
Deal with multiple points of contact
Receive generic communications
Face delays in feedback and updates
Miss opportunities for meaningful dialogue about their career goals
Limited Market Intelligence
Successful legal recruiting requires current knowledge of:
Local market conditions and trends
Practice area demands
Compensation benchmarks
Law firm cultures and reputations
Large firms like LHH often lack this granular market intelligence that comes from focused legal industry relationships.
Cookie-Cutter Processes
LHH applies standardized recruiting processes across industries. But legal hiring needs vary significantly based on:
Practice area requirements
Geographic market dynamics
Firm culture and structure
Partnership track considerations
Misaligned Incentives
The compensation structure at large firms like LHH can create misaligned incentives. Recruiters may push candidates toward roles that maximize placement fees rather than finding the best long-term fit. Good ethics in recruitment means prioritizing quality matches over quick wins.
High Recruiter Turnover
Large recruiting firms often experience significant recruiter turnover. This disrupts relationship continuity and institutional knowledge. Your firm may work with multiple recruiters over time, each needing to learn your needs from scratch.
Better Alternatives Exist
Consider working with specialized legal recruiters who offer:
Deep industry expertise and relationships
Personal attention to your firm's needs
Quality-focused approach over volume metrics
Current market intelligence
Long-term partnership mindset
Effective hiring practices in legal recruiting require a customized approach. While LHH may work well for general staffing needs, law firms benefit from partnering with recruiters who specialize in legal talent and understand the unique dynamics of the legal industry.
The Bottom Line
Your choice of recruiting partner impacts your firm's ability to attract and retain top legal talent. Look beyond big-name firms to find recruiters who combine industry expertise with personalized service. The right recruiting partner becomes a valuable extension of your firm, not just a vendor filling positions.
