Why law firms benefit from combining direct hiring with specialist recruitment support

In the UK’s legal market, competition is fierce and expectations are high. Law firms are under pressure to build high-performing marketing teams and business development functions that deliver results.

Many firms choose to manage the hiring process internally, and there are clear advantages to doing so – from maintaining control to leveraging internal knowledge of the firm’s culture, workflows and strategic initiatives.

But direct hiring alone can present challenges, particularly when it comes to reaching specialist or passive legal talent, shaping roles effectively and ensuring a smooth, strategic process.

As a recruiter specialising in law firm marketing and business development roles across the UK, we regularly partner with internal talent teams to complement their efforts. Here’s where collaboration with agencies can add real value.

Common challenges with direct hiring – and how agencies help

Why partner with a specialist recruiter?

Reach passive talent

Internal teams often rely on job boards, LinkedIn or referrals – which only reach active candidates. Agencies maintain relationships with experienced professionals who aren’t actively looking but would move for the right opportunity. These are often the candidates who bring the most value, especially in hybrid roles that span digital marketing, CRM and client service.

Shape roles strategically

Marketing and BD roles in professional services firms are evolving fast. Agencies help firms scope roles that align with market expectations and internal strategy – whether in-house, hybrid or remote working. This ensures clarity, appeal and long-term impact.

Speed up the process

With access to pre-qualified candidates, agencies can move quickly – reducing time to hire and helping firms secure top talent before competitors do, especially in big law.

Improve fit and retention

Recruiters assess cultural alignment, motivations, and expectations early on. This reduces the risk of mis-hire and supports long-term retention.

Protect your brand

Agencies manage outreach and communication professionally, ensuring candidates have a positive experience even if they’re not selected – which helps protect and enhance your employer brand in the legal profession.

Free up internal resources

By handling the heavy lifting, recruiters allow fee earners, firm leaders and HR teams to focus on billable hours, client relationships and delivering legal services.

Provide strategic insight

From salary benchmarking to team structure advice, agencies offer market intelligence that helps firms make informed decisions and future-proof their teams. This includes guidance on launching new initiatives like podcasts, social media campaigns or client feedback programmes.

Promote diversity

Inclusive hiring is a priority. Agencies broaden the search and ensure firms see a wide range of candidates with the right skillset, mindset, and professional development goals.

A collaborative approach

Especially for senior, strategic or hard-to-fill roles, partnering with a recruiter can make all the difference. The most successful outcomes come from treating your recruiter as a partner – someone who complements your internal expertise and helps you achieve your hiring goals.

• Engage early for niche or business-critical roles
• Be open to market feedback on salary, scope, and structure
• Use recruiters to extend your reach and sharpen your strategy

In a legal sector where law schools are producing more digitally savvy graduates, social media shapes brand perception, and metrics matter more than ever, the right people in the right roles can transform your firm’s future.

Working together, internal teams and specialist recruiters can build marketing and BD functions that drive new business, attract new clients and strengthen relationships with existing clients – all while supporting work-life balance and modern legal practice.

Get in touch today to discuss your hiring needs.