Welcome Message - Andy Balmer

For those of you who may not be aware, I recently joined Think Legal as an Associate Director on the in-house team. Recruiting in-house lawyers has been my passion since 2011, and I've been fortunate enough to meet and facilitate the career moves of some of the most talented lawyers across the UK. Joining Think Legal provides me with an exciting opportunity to expand and broaden my network, working with in-house teams in OMBs, SMEs, and FTSE companies.

While the primary focus of this newsletter is Yorkshire and the North East, I will also be covering the East and West Midlands, with plans to produce a dedicated newsletter for those regions in the New Year.

This edition covers the following topics across Yorkshire & The North East:

• The in-house legal landscape
• Key sectors recruiting in-house lawyers
• Candidate vs employment market dynamics
• Key trends affecting the in-house market

I hope you enjoy the read and if you would like to discuss further please contact me on andyb@thinklegalrecruitment.com

Market Update: The In-House Legal Landscape

Current Market Overview

The hiring landscape for in-house lawyers in Yorkshire and the North East in quarter 3 and moving into Q4 shows cautious but steady activity:

Yorkshire (Particularly Leeds)

• Leeds is seeing growing demand for in-house legal professionals, particularly driven by regulatory changes and business investment. The junior lawyer market (those with less than 3 years of PQE) is showing some signs of improvement, though employers still remain careful about hiring at this level.
• Job board data in the last 6 months shows moderate opportunities available across various practice disciplines including commercial, construction, property, and corporate law.

North East

• The North East is one of only three UK regions where job postings remain above pre-pandemic levels, at +18.6% Indeed Hiring Lab indicating relatively stronger hiring activity compared to other UK regions.

Key Sectors Recruiting In-House Lawyers

Construction & Property Development

There's significant activity from construction companies, UK national developers, and construction homebuilding PLCs that are actively expanding their legal teams.

Utilities & Energy

Utility providers are recruiting in-house lawyers to manage personal injury and property damage claims. There's also demand from businesses in the energy, renewables and utilities sector, reflecting the region's focus on this growing industry.

Technology & IT

Several major IT companies are seeking both senior managing legal counsel and mid-level commercial lawyers for technology-focused roles. There's particular interest in lawyers with expertise in data protection, privacy, and cybersecurity.

Financial Services

FTSE 100 & FTSE 250 companies are recruiting for data protection and privacy legal counsel roles indicating strong demand from larger financial institutions with northern operations.

Manufacturing

We have seen a several European manufacturing businesses seeking commercial lawyers to support their UK operations.

Retail & Consumer Goods

Major well known retail businesses across the region, operating household name brands are recruiting commercial solicitors.

The diversity of sectors recruiting suggests a relatively healthy and broad-based demand for in-house legal talent across Yorkshire and the North East, with particular strength in construction, utilities, technology, and public sector roles.

Candidate V Employer Market

The legal market in 2025 presents a clear candidate-favoured market, creating significant challenges for employers seeking to recruit in-house lawyers in Yorkshire and the North East:

Candidate Market Dominance

• Talent Shortage Crisis: 88% of top 100 UK law firms are concerned that a shortage of talent could stop them achieving their ambitions The Legists. 53% of employers had trouble recruiting suitable candidates in the past year, with the most cited barrier being lack of required technical skills, followed by mismatched attitudes or motivation Michael Page.
• Strong Candidate Positioning: Those with 3-5 years of experience hold the most “power”in the market. Meanwhile, whilst 39% of recruiters report an increase in candidates, 56% observe a slowdown in hiring, with many citing longer decision-making times due to economic caution Thelawyer.

Employer Challenges

• Mid-Level Shortage: Generally in-house legal teams are finding it harder to hire mid-level talent compared to previous years.  The majority of opportunities are expected to remain at the mid-level, with in-house favouring associates with slightly more experience who can hit the ground running.
• Retention Issues: 27% of employers experienced candidates ghosting on their first day and 41% saw new hires resign within their first 12 weeks Michael Page, highlighting the difficulty not just in attracting talent but keeping it.
• Recruitment Process Problems: Three-quarters of candidates avoid roles that do not list a salary range and are more likely to complete applications that take less than 10 minutes Lawgazette. Additionally, 74% expect updates at every stage of the hiring process, and 58% prefer applying via mobile devices Lawgazette.

What Candidates Now Demand

• Flexibility is Non-Negotiable: In-house teams have resulted in missing out on many high-quality candidates who are simply not prepared to go back to a 5 or even 4 day a week office model. Research shows 53% of workers would give up a promotion for remote work, 51% would take lower pay for full flexibility, and 30% of those returning to the office due to mandates would start job hunting immediately Lawgazette.
• Work-Life Balance and Culture: Flexibility has improved work-life balance and job satisfaction, making it a key factor in attracting diverse talent Totallylegal. UK job seekers value job security, fair hiring, and career alignment, with Gen Z focusing on salary, flexibility, and growth Lawgazette.
• Diversity and Inclusion: Half of workers expect employers to promote diversity, equity, and inclusion Lawgazette.
• Transparency: Hiring in the legal sector is picking up in 2025, with employers hungry for talent Totallylegal, but candidates increasingly demand transparency around compensation and career progression from the outset.

Strategic Implications for Employers

To succeed in this candidate-driven market, employers must:

• Offer competitive packages including hybrid working arrangements and wellbeing support.
• Demonstrate strong diversity and inclusion policies.
• Provide transparent salary information and clear career progression pathways.
• Streamline recruitment processes and maintain regular communication with candidates.
• Act quickly when quality candidates are identified.
• Consider flexible resourcing options including contract/interim professionals.
• Build strong employer brands focused on culture and values.

The market shows no signs of shifting back to employer favour in the near term, meaning organisations that fail to adapt to candidate expectations will continue to struggle with both recruitment and retention.

Key Trends Since June 2025

Key Trends Affecting the Market

Positive Factors:

• Lawyers with 2-6 years of experience continue to be in highest demand, especially those with expertise in commercial, employment, and regulatory matters.
• Companies are increasingly looking to build in-house legal teams to manage costs more effectively.
• There's sustained demand across commercial, corporate and regulatory work.

Challenges:

• Economic and political uncertainty continue to impact hiring confidence
• Many organisations report difficulties attracting qualified candidates, with salary expectations being a significant barrier
• Competition from law firms offering higher salaries is creating pressure on in-house compensation packages

Overall, both regions show consistent demand for in-house lawyers, with the North East performing particularly well relative to the rest of the UK.

Conclusion

Key Takeaways

• This is a candidate-driven market with significant talent shortages: 88% of top 100 UK law firms are concerned about talent shortages, and 53% of employers struggled to recruit suitable candidates in the past year. Mid-level lawyers (3-5 years PQE) hold the most power, while retention is challenging with 41% of new hires leaving within 12 weeks.
• In-house lawyers should leverage flexibility and transparency demands: With 53% of workers willing to forgo promotions for remote work and 75% avoiding roles without salary ranges, candidates can negotiate for hybrid arrangements, clear compensation, and work-life balance. Those with 2-6 years of experience in commercial, employment, and regulatory matters are particularly well-positioned.
• Steady growth expected despite economic caution: The North East shows particularly strong momentum at +18.6% above pre-pandemic hiring levels, with broad-based demand across construction, utilities, technology, and financial services. However, economic uncertainty and longer decision-making times mean candidates should expect extended recruitment processes, while employers must adapt quickly or continue struggling with both recruitment and retention.

How We Can Help

Having worked in recruitment since 2004 and having recruited in-house lawyers since 2011, I can confidently say that the team at Think Legal is undoubtedly the strongest and most talented recruitment team I have worked with.

In-house

Adam Zdravkovic and I have over 30 years' combined experience recruiting in-house lawyers across the UK, with a vast and ever-expanding legal network. We recruit at every level for in-house team from newly qualified lawyers to General Counsel and Company Secretarial roles.

If you'd like to discuss in-house opportunities in confidence or if your organisation is looking to hire, please get in touch.

Contact Information

Andy Balmer - Associate Director – In-house

Email: andyb@thinklegalrecruitment.com

Phone: 07860 650161

https://www.linkedin.com/in/inhouselawyerjobs/

https://www.thinklegalrecruitment.com/

If you'd like to discuss in-house opportunities in confidence or if your organisation is looking to hire, please get in touch.

About This Newsletter Published biannually to provide market insights and news for in-house legal professionals across Yorkshire and the North East.