The “missing middle” isn’t a new issue, but it has become significantly more pronounced in recent
years.
The difficulty in recruiting Associates (3–5 PQE) and Senior Associates (5–8 PQE) remains the top
challenge for 68% of firms. While demand for this cohort hasn’t changed, supply has tightened,
and the reasons behind it are more complex than a typical talent shortage.
What firms are looking for
Firms are increasingly seeking mid-level lawyers who can run files with minimal supervision,
support and mentor junior lawyers, contribute to client relationships, and maintain strong billables
while developing commercial awareness.
The challenge is that lawyers who can do all of the above are already employed, highly valued,
and not actively looking. This has become a largely passive candidate market, and strong
candidates are often off the market within days.
Why the gap is widening
Several factors are contributing to the shrinking mid-level pool.
1. Post-COVID impact
Border reopenings saw many lawyers move overseas, while reduced graduate intakes and
delayed admissions during COVID are now being felt at the mid-level.
2. The “Big Stay”
Many lawyers simply aren’t moving. With competitive salaries, hybrid working now
standard, and ongoing economic uncertainty, candidates are prioritising stability and job
security. Unless a role offers a clear and meaningful step forward, the question becomes:
why leave? Read our article on the big stay here.
3. In-house movement
More lawyers are transitioning in-house, attracted by predictable hours, no billables, and
closer involvement in commercial decision-making. For many, the trade-off is no longer
compelling enough to remain in private practice, particularly during peak-pressure years
when billables and business development expectations increase.
A market moving faster than firms.
Another challenge is speed.
Strong mid-level candidates are receiving multiple approaches and offers quickly. However, hiring
processes often haven’t adapted. Delays in interviews, decision-making, or internal approvals are
costing firms talent.
In a market where candidates move in days, not weeks, slow processes are a key reason roles
remain unfilled.
Expectation vs reality
There is also a growing gap between what firms expect and what the market can provide.
Firms are looking for “ready-made” mid-level lawyers, yet many candidates haven’t had the
opportunity to develop leadership or client management skills early in their careers.
In some cases, this reflects not a lack of talent but a lack of structured development.
There is also a tendency for firms to apply overly strict hiring criteria, focusing on candidates who
meet every requirement. In reality, this often leads to strong talent being overlooked due to minor
gaps in experience, further limiting an already constrained market.
What can firms do?
Firms that are successfully navigating this market are doing things differently:
● Moving quickly and decisively in hiring processes
● Clearly articulating salary, benefits, and progression opportunities
● Offering genuine flexibility—not just policy, but practice
● Hiring slightly below the level and investing in development
● Focusing on retention through mentorship and manageable workloads
Final thought
The missing middle is not just a hiring challenge; it is a structural one. This problem may only get
bigger as the number of graduates hired by firms is under threat from AI.
Firms that rely solely on lateral hiring will continue to face the same constraints. Those who focus
on developing, retaining, and genuinely differentiating themselves or are open to hiring for attitude
and training for skill will be better positioned to close the gap.
For more information, contact us on 02 9555 5711.