As a hiring manager in the legal tech space, you likely believe your company is a great place to work and that offering a position is a generous opportunity for job seekers. You’ve built a strong team, offer competitive pay, and provide room for growth. But here’s the reality: no company is the perfect fit for everyone, and attracting top talent requires effort beyond just posting a job.
Your Perception vs. Job Seekers’ Realities
While you may see your company as an industry leader with a strong culture, job seekers may have different priorities. Some prefer larger or smaller firms, better compensation, flexible schedules, or a more inclusive environment. Understanding how your company is perceived can help you better position yourself in the market.
What the Legal Tech Community is Saying
Past employees’ feedback offers valuable insight into your reputation. Reviews on Glassdoor and LinkedIn can reveal why people leave, but informal chatter within the legal tech community—on LinkedIn, at conferences, or social events — can be just as telling.
If your company is known for high turnover, toxic leadership, poor work-life balance, or a drawn-out hiring process, that reputation spreads quickly. Prospective hires hear these warnings and avoid applying. Ignoring these issues won’t make them disappear—listen to feedback, address concerns, and make improvements where needed.
The Never-Ending Interview Process
Word gets around fast when companies drag out hiring. If your process takes months and involves excessive interviews, job seekers will share their frustrations with peers. Streamlining to two or three well-structured interviews can prevent losing strong candidates, protect your reputation, and save valuable time.
Why Other Companies Might Be More Attractive
Competitors may have advantages—better technology, higher market share, specialized training programs, benefits like remote work and pet insurance, or clearer paths for advancement. Instead of dismissing these factors, assess where you can improve. Small changes can make a big impact in attracting top legal tech talent.
How to Strengthen Your Market Position
Recognizing your company isn’t for everyone is step one. Step two is taking action:
- Gather Feedback—Legal Tech Talent Network’s Recruiters can provide valuable insights. Seek honest feedback from job seekers and current employees and conduct exit interviews to identify common concerns.
- Address Internal Issues – If high turnover or poor management is a recurring theme, leadership must improve culture, communication, and work-life balance. Effective hiring, onboarding, and training save time and money in the long run.
- Refine Your Employer Brand – LTTN can work with your marketing department to shape your company’s narrative. Ensure your interview process, website, and LinkedIn presence accurately reflect your strengths and highlight why people want to work for your company.
By taking an honest look at your employer brand and making strategic improvements, you’ll be better positioned to attract and retain top talent rather than lose them to your competitors.