There is a growing gap between what law firms and legal service providers think candidates want and what job seekers are prioritizing. And it’s costing employers top talent.
We recently polled legal tech professionals on LinkedIn about what matters most to them and here are the results based on this recent poll.
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Insight #1: Candidates Make Decisions Based on Fair Pay and Company Mission
When asked what matters the most to them, nearly half of respondents said compensation–not remote work (as some employers may have previously believed) or even career advancement potential. They want to feel connected to their workplace through the company’s mission and culture and most importantly, want fair compensation for their work.
- Compensation was by far the top response with nearly half stating money was their #1 priority
- Company mission + culture came in a strong second with nearly a third citing this as their main motivator
- Tying for last place with less than 15% each were Remote flexibility and Career advancement potential rounding out the 3rd and 4th spots
The disconnect? Many employers still think they can offset lower salaries with perks and promises. But this strategy is not working.
Top candidates have options and lowball offers can alienate top talent, and further it can damage an employer’s brand when word spreads through the tight-knit legal tech community. We are hearing that “fair” salaries are of utmost importance.
Companies offering lower compensation are losing strong candidates to competitors.
Mission + Culture: More Than a Buzzword
Nearly a third of respondents prioritized mission and culture. In our conversations, candidates are asking deeper questions: What’s the day-to-day environment really like? How does leadership treat people? Do employees seem genuinely happy?
The disconnect? Many companies treat culture as website copy, not something requiring real investment. Meanwhile, candidates are checking Glassdoor, asking about turnover, and paying attention to how they’re treated during interviews.
People spend a huge portion of their waking hours at work. They want to be in a comfortable cultural environment and feel good about the company they work for. Work–life balance means more than time off; it also means actually feeling happy while at work and feeling like their company is a good corporate citizen.
Remote Flexibility: Still Significant, But Not a Dealbreaker
Remote work used to be a top driver, especially in a post-pandemic work-from-home world. Now, candidates are more willing to work onsite for the right role.
Based on our conversations, candidates view flexibility as the baseline expectation versus a differentiator.
They want to work from home occasionally as needed. It doesn’t have to be regular, but they value flexibility, and employers should emphasize it as a broader work-life balance strategy.
The disconnect? Many employers think that job seekers are all in or all out with their remote work needs–or that granting occasional work from home is a differentiator.
The reality – many workers are willing to go into the office each day, but they expect flexibility as needed.
What This Means for Employers
Here’s what actually works:
Lead with competitive compensation. Do your research and come to the table with real numbers. Include salary ranges in job postings.
Communicate mission and culture authentically. Get specific about what you do for your workers, and for the community – and why it matters. Make sure your culture actually reflects your stated values.
Make flexibility standard. Don’t make candidates ask. Proactively explain your approach to work-life balance in job descriptions and interviews.
Understand the real cost of getting it wrong: Longer time-to-hire. Lost top candidates. Higher turnover. Damaged employer brand.
What’s Next
This poll captured the candidate perspectives. In the coming months, we’ll continue to survey both employers and the community at large to explore both sides of this disconnect and provide more actionable insights for those navigating legal tech job seeking and hiring.
The market is competitive for candidates and employers alike.
Stay tuned for more polls and blog posts on this topic.
LTTN can help employers bridge the candidate-employer gap, reduce time to hire, and source pre-vetted, talented candidates. Submit a talent inquiry and we will match you with talent that matches your specific needs.