How to Recruit Former BigLaw Attorneys into Mid-Sized Firms

Emanuel Orozco
Jun 5
2 min read

In today’s legal landscape, many attorneys are rethinking what success looks like. Long hours, intense pressure, and limited work-life balance are prompting seasoned BigLaw lawyers to consider new paths—often toward more flexible, values-aligned mid-sized firms. For managing partners and hiring leaders at these firms, the opportunity is clear: experienced, highly trained legal talent is looking for a change. But how do you successfully attract them?

At James Search Group (JSG), we specialize in helping law firms identify, connect with, and hire top-tier talent. Here’s how your firm can position itself to recruit attorneys transitioning from BigLaw.

1. Understand Their Motivations

Former BigLaw attorneys aren’t leaving because they lack ambition—they’re leaving to reclaim balance, purpose, and autonomy. Common drivers include:

Desire for more reasonable hours
Frustration with rigid hierarchies
Interest in closer client relationships
Burnout from unsustainable billing demands Understanding these motivations allows your firm to speak directly to what matters most to these candidates.

2. Showcase Your Culture Clearly

Mid-sized firms often offer exactly what BigLaw attorneys are craving—but you have to articulate it. Promote:

Your approach to work-life balance
Leadership’s accessibility and transparency
Collaborative, non-competitive culture
Opportunities for meaningful client impact Use your website, job postings, and interviews to bring this culture to life.

3. Reframe What Growth Looks Like

Former BigLaw attorneys are used to the traditional partner track. Show them what success and advancement look like at your firm—whether that means equity, practice leadership, or cross-functional influence. Flexibility and clear paths forward can be highly appealing.

4. Focus on Fit, Not Just Prestige

BigLaw firms often emphasize pedigree. Mid-sized firms should emphasize alignment: shared values, client philosophy, and a mutual vision for impact. Make space in your hiring process to talk about what success feels like, not just what it looks like on paper.

5. Revisit Compensation Strategy

While you may not match BigLaw salaries dollar-for-dollar, a strong total rewards package can go a long way. Think:

Competitive base salary
Bonus structures tied to outcomes, not hours
Generous PTO
Flexible schedules
Clearer boundaries around work-life balance

6. Use Discreet, Targeted Outreach

Many BigLaw attorneys don’t actively apply—they’re open to change, but they’re cautious. Work with recruiters who understand how to engage passive talent discreetly and professionally.

BigLaw attorneys bring high standards, deep expertise, and valuable client experience. As more seek to leave the grind for something more sustainable, mid-sized firms are uniquely positioned to offer what they’re looking for—if they know how to communicate it. At James Search Group, we help firms craft the right message, identify the right candidates, and build teams with long-term potential.