The Battle for Legal Talent: How Mid-Sized Firms Can Compete with Big Law

The legal industry is facing fierce competition for talent. Big Law firms dominate headlines with record salaries, signing bonuses, and prestige. But what’s the secret to how mid-sized firms can compete with big law? There are many strategies firms can use because the battle for legal talent isn’t won on compensation alone. 

Today’s lawyers, especially younger associates, are rethinking what they value in an employer. That’s where mid-sized firms can stand out. By leaning into culture, mentorship, and smarter recruitment strategies, they can position themselves as compelling alternatives to Big Law. Here’s how mid-sized firms can compete, and win, in the fight for top attorneys. 

 

 

The State of the Legal Talent Market

Demand for legal professionals remains high. According to the National Association for Law Placement, associate turnover was 20% in 2024, driven by fierce competition and employee burnout. A 2022 Thomas Reuters report found that well-being and work-life balance rank among the top reasons attorneys consider leaving their current firms, often ahead of pay. 

This shifting landscape matters. Big Law can outspend nearly everyone, but many attorneys are looking for something more sustainable. They’re looking for balance, mentorship, and a sense of purpose. Mid-sized firms that recognize these priorities are well-positioned to stand out to top legal talent. 

The Big Law Advantage

There’s no denying the pull of Big Law. These firms offer: 

• Top-tier salaries and bonuses that most mid-sized firms can’t match. 
• Prestige and name recognition that stand out on resumes. 
• Extensive resources for training, technology, and client access. 

These advantages come at a cost. High billable hour requirements, rigid hierarchies, and relentless pressure contribute to higher attrition rates. For many lawyers, prestige isn’t worth the burnout and intense demands. 

Where Mid-Sized Firms Can Compete (and Win) 

Big Law competes on salary and name recognition, but mid-sized firms have distinct advantages that resonate with today’s attorneys. From workplace flexibility to faster career growth, medium-sized enterprises can position themselves as highly attractive alternatives. The key is knowing how to tell that story effectively. 

 

 

1. Culture and Lifestyle

Mid-sized firms have the flexibility to design workplaces that prioritize what attorneys want most. For example, lower billable hour expectations, flexible schedules, and hybrid work options. By offering this balance, firms can attract lawyers who value long-term career satisfaction over short-term pay spikes. 

2. Professional Growth and Mentorship

In Big Law, associates might spend years under another lawyer before taking on significant client responsibility. Mid-sized firms can flip this model by offering: Mid-sized firms can flip this model by offering: 

• Faster paths to meaningful casework
• Direct access to partners
• Personalized mentorship and development

For ambitious attorneys eager to grow, this kind of experience can outweigh a higher paycheck. 

3. Employer Branding

A big mistake that mid-sized firms make is not telling their story. Employer branding is one of the most effective tools in the battle for talent. Firms can capitalize on this by highlighting values, showcasing community involvement, and sharing attorney success stories across their website, social media, and industry platforms. A clear, authentic employer brand attracts candidates and also reinforces why current employees stay. 

 

 

4. Smarter Recruitment Strategies

While Big Law relies on brand recognition, mid-sized firms can win by being more strategic in how they hire. For example: 

 

• Use data-driven assessments (Hogan, PXT, SHL) to evaluate leadership potential and cultural fit. 

• Streamline processes so candidates aren’t left waiting through endless rounds of approval. 

• Leverage RPO partners like Squadron to scale hiring efficiently. 

 

Squadron partnered with a rapidly growing immigration law firm that needed to expand its team without losing momentum on active caseloads. By adjusting hiring parameters, guiding compensation strategies, and streamlining candidate feedback loops, the firm grew headcount by 26% in just six months and achieved an 85% retention rate across new hires. Real-world results like these show how a smart recruitment strategy helps mid-sized firms scale while staying competitive in the battle for legal talent. 

A Level Playing Field

Mid-sized firms may never match Big Law dollar for dollar, but they don’t have to. By emphasizing culture, mentorship, and smarter recruitment, they can create a value proposition that resonates with today’s attorneys. Many lawyers are seeking balance, impact, and growth opportunities that Big Law can’t always provide. 

At Squadron, we help law firms build recruitment strategies that highlight their strengths and connect them with the right candidates. Our approach helps mid-sized firms do more than compete against Big Law. It helps them thrive.