Speed and value: the new priorities in Partner hiring

As I celebrate my 5-year anniversary at RedLaw, I’ve been reflecting not only on my time here, but right back to my very first day as a recruitment consultant in 1999. It’s remarkable how much has changed. Not just the move from posting CVs to digital platforms (!), but also the shift in how law firms approach hiring.

I still remember recruiting the first associates for now-major US firms entering the UK market – firms that, at the time, didn’t even provide formal contracts for new hires to sign.

Fast forward to the last five years, one thing has remained consistent: the partner market is incredibly strong. In fact, this year has been my busiest yet at RedLaw. But what’s really interesting is how firms are hiring. What has notably changed, however, is the approach from many of the larger UK firms. We're increasingly seeing them adopt a more US-style mindset when it comes to partner hiring.

It’s become less about cultural fit and much more about the value and portability of a partner’s practice. Firms want to understand the commercial impact a lawyer will bring, not just whether they “fit in”.

We’re also seeing a big shift in speed and process and a clear effort to streamline and move faster. For example, rather than waiting months for a full LPQ, firms are now asking for headline figures much earlier in the process so they can assess viability up front.

If both sides see alignment, they move fast — because they know that time kills deals. The goal is to move quickly so that everyone is satisfied, and the deal gets signed.