Sales management in the legal industry is not a generalist role. Successful sales managers require an understanding of:
- How law firms and corporate legal teams evaluate and purchase solutions
- Industry-specific buying cycles
- Regulatory concerns
- Decision-making structures
The right sales manager isn’t just an experienced leader–they must come from the right space within the legal industry.
If chosen well, a legal sales manager will build an effective team, define a strategy, implement and govern that strategy, and motivate their team — all without constant oversight. However, even the best hire struggles if leadership fails to give them the autonomy to lead.
The key is to trust that you have the correct sales manager: once the right person is in place, leadership must empower them to make decisions, execute strategy, and drive revenue without being micromanaged.
Looking for expert guidance in hiring a legal sales manager? Legal Tech Talent Network can vet talent and provide you with a range of talented options to choose from.
Drop your hiring needs into this form, and we’ll get back to you ASAP on next steps.
Here are four tips for hiring managers looking for their next legal sales manager:
Hire Someone Who Has Done the Job They Are Managing
In legal sales, credibility is everything. The sales manager must have firsthand experience selling legal solutions—whether it’s litigation support, compliance tools, eDiscovery platforms, or other legal services. A manager who understands how attorneys and corporate counsel evaluate vendors will be far more effective than a generalist sales leader.
By hiring someone who has walked in their team’s shoes, businesses build trust and ensure their manager can lead by example. They’ll also know how to navigate objections and complex procurement processes, making them a valuable mentor to junior sales reps.
Hire Someone Who Has Sold Into the Legal Vertical You Are Targeting
Selling legal software isn’t the same as selling consulting services, just as selling litigation support differs from pitching compliance solutions. Each legal vertical has its pain points, objections, and buying cycles. The best sales manager will have experience selling directly to the same type of legal professionals your company serves.
Someone who has worked in the legal industry will understand the nuances of firm decision-making, procurement policies, and the budget constraints legal teams face. Familiarity with the legal market shortens onboarding time, accelerates revenue growth, and gives your team a competitive advantage.
Hire Someone Who Has Worked with the Same Type of Commission and Bonus Plan You Offer
Legal sales compensation structures are often complex, with commission plans tied to annual retainers, software licenses, or the volume of litigation cases. Hiring a sales manager who has experience working with similar compensation structures helps create alignment in performance benchmarks and prevents misunderstandings in incentive plans.
If a manager is unfamiliar with long sales cycles, volume kickers, or retention-based commissions, they may mismanage expectations and struggle to motivate their team. By hiring someone familiar with your compensation models, your leadership team can feel confident that performance metrics and targets are clearly understood from the outset and that appropriate strategies will be implemented to achieve your goals.
Don’t Overhire—Find the Right Fit
While leadership experience is valuable, legal sales managers must also understand the realities of legal business development. Hiring someone with general leadership or sales management experience but no direct knowledge of selling into legal verticals can backfire, leading to disconnects between leadership expectations and daily sales realities.
A successful legal sales manager needs hands-on expertise in legal business development, balancing leadership skills with industry-specific sales experience. Companies should prioritize candidates who combine strategic leadership with practical knowledge of legal sales cycles, rather than hiring based purely on executive credentials.
Conclusion
Hiring the right sales manager in the legal industry can be the difference between success and failure. When companies prioritize industry-specific experience, they gain a leader who understands the market, shortens the onboarding time, and drives meaningful revenue growth.
The best hire is not just a sales leader, but a legal sales professional with the exact experience you need them to have. By choosing someone with direct experience selling into the legal vertical, businesses avoid costly missteps and create a high-performing team built for long-term success.
If your company is looking to refine its hiring strategy for a sales management role, now is the time to focus on industry expertise, leadership skills, and alignment with legal sales structures, rather than hiring reactively. Legal Tech Talent Network can help you find a legal sales leader who’s ready to drive real results!
Hiring a sales manager in the legal industry is not just about leadership. It’s about alignment.
Contact Legal Tech Talent Network for support on your search for the next great legal sales leader for your firm.