​In the competitive world of legal recruitment, hiring the best lawyer for your firm isn’t just about qualifications and experience. A great lawyer is more than their CV; they bring a combination of technical expertise, strategic thinking, adaptability, and strong interpersonal skills. Yet, many hiring managers still rely on outdated hiring practices, leading to mismatches that cost firms time, money, and reputation.

So, what truly makes a great lawyer? And how can law firms ensure they hire the right candidates who will thrive in their team and contribute to long-term success? Let’s explore the key attributes and a smarter approach to legal hiring.

Beyond the CV: What Defines a Great Lawyer?

While technical proficiency is a given, the best lawyers possess a mix of skills and traits that set them apart:

1. Accountability – Great lawyers take ownership of their work, whether the outcome is positive or negative. They don’t shy away from responsibility and learn from challenges.

2. Commercial Awareness – Law is not just about legal principles; it’s about applying them to real-world business and client needs. A strong lawyer understands the commercial implications of their advice.

3. Resilience – The legal profession is demanding, with high stakes and tight deadlines. Successful lawyers manage pressure effectively and remain composed under stress.

4. Intellectual Curiosity – The legal landscape is constantly evolving. The best lawyers stay ahead by actively engaging with new legislation, case law, and industry trends.

5. Collaboration – Legal work is rarely done in isolation. Strong teamwork and the ability to work across practice areas are essential for delivering comprehensive legal solutions.

6. Adaptability – With law firms facing rapid change due to technology, regulation, and client demands, the ability to pivot and embrace new approaches is crucial.

7. Emotional Intelligence – Lawyers must navigate complex relationships with clients, colleagues, and opposing counsel. The ability to read people, communicate effectively, and negotiate with finesse is a game-changer.

The Problem with Traditional Legal Hiring

Many law firms still follow outdated hiring models that don’t necessarily identify the best candidates:

• Experience-Driven Hiring – Prioritising PQE (Post Qualification Experience) and credentials over soft skills and cultural alignment.

• Culture Fit Hiring – Using personality assessments and behavioural questions that encourage rehearsed answers rather than genuine insights.

The best hiring approach today is Mindset-Driven Hiring, which focuses on identifying core traits like ambition, accountability, and adaptability—factors that predict long-term success better than experience alone.

How to Hire the Right Lawyer for Your Firm

1. Build Trust Before the Interview

Legal interviews often feel like interrogations, making it hard to get genuine responses from candidates. Instead:

• Start with an informal conversation or a ‘walk-and-talk’ before the formal interview.

• Share a personal story about your own legal career challenges to encourage open dialogue.

• Make it clear the interview is about finding the right fit for both sides, not just testing knowledge.

2. Ask Questions That Reveal Real Potential

Instead of predictable interview questions, use those that uncover core qualities:

• To assess accountability: “Have you ever taken responsibility for a legal outcome that didn’t go as planned? What did you learn?”

• To assess commercial awareness: “Can you discuss a legal issue you worked on that had significant commercial implications? How did you approach it?”

• To assess resilience: “Tell me about a time you faced a challenging deadline or case. How did you manage the pressure?”

• To assess intellectual curiosity: “What’s a recent legal development that caught your attention? How do you think it will impact clients?”

3. Use a Structured Scoring System

To avoid bias, rate candidates on key attributes before discussing them:

• Accountability – Do they take ownership of their work?

• Commercial Awareness – Can they apply legal expertise to business needs?

• Resilience – Do they perform under pressure?

• Intellectual Curiosity – Are they committed to continuous learning?

4. Ensure the Candidate is Invested

By the final interview stage, don’t assume the candidate is fully committed to the role. Ask: “Now that you understand our firm better, how do you see this role fitting into your long-term career?”

Their response will reveal whether they are truly engaged or just looking for any available opportunity.

Final Thoughts: The Right Lawyer Defines Your Firm’s Success

Bad hiring decisions lead to high turnover, cultural mismatches, and lost revenue. In contrast, hiring the right lawyer strengthens your firm, improves client service, and ensures long-term stability.

By focusing on attitude, adaptability, and strategic fit, rather than just experience and qualifications, you can build a legal team that thrives in a rapidly evolving industry.