The February edition of Eye on ESI featured my regular cohost Michael Quartararo, president of ACEDS as well as our special guest Rose Jones, partner at Hilgers Graben Law Firm. Jones, who specializes in crisis management, eData, and technology, provided invaluable insights into the rapidly evolving ESI job market.
We started the discussion by sharing where the data and trends presented in the webinar originated, highlighting the rapid shifts in the market:
We had an abundance of data to share on the call because it’s clear that the market is changing quickly, resembling the ESI job boom we saw in 2021-2022. We also discussed the significant increases in demand, compensation, job volume, and the acceleration of skillsets currently running through the ESI industry.
Next, we outlined the current landscape, with a focus on the hottest jobs TRU recruiters are working on, especially the opportunities available in the mid-level market. As the demand for litigation services grows, so too do salaries and job openings. This is really a wide-ranging and exciting list.
TRU Trends Show Exceptional Movement in the Market
Since December, TRU recruiters have observed a threefold increase in available ESI jobs. This surge in demand is also reflected in the speed of the hiring process, which has accelerated dramatically. A chart shared during the webinar showed a notable shift in timelines, especially for management and executive positions, with the time to hire being cut by more than half since Q3 of last year.
For mid-market positions, the hiring process has sped up as well, from 65 days to just one month from the first interview to offer acceptance. As job opportunities increase, so does competition, with 87% of placements being made from the first wave of candidates. Hiring managers are making decisions confidently and swiftly, often within a month on the basis of our recommendations.
The contract market is moving just as fast, with candidates for urgent roles being selected within a week.
It’s important to watch for delays caused by stakeholders that can sometimes extend the interview process, but overall, the market is now firmly in the hands of candidates due to the abundance of open positions.
The speed of hiring ties directly into another trend: the likelihood of offer acceptance. As the market becomes more competitive, the number of offers has risen. In Q4 of last year, there was a 75% chance that candidates would accept their first offer. However, I predict the market will soon return to 2022 levels, where being first to make an offer will be crucial. Over the next 60-90 days, being fast will give hiring managers a significant competitive advantage. The second and third quarters of the year are expected to be particularly explosive.
Corporate Shifts and Premium Skillsets
The trends slide also highlighted a shift occurring on the corporate side, where loyalty is increasingly shifting from brands to individuals. This shift is reshaping hiring practices, with corporations prioritizing candidates with specialized skills, such as expertise in GenAI and Relativity aiR.
TRU recruiters have found that companies are willing to pay a premium for these high-demand skill sets, underscoring the need for candidates who can bring innovative approaches to the table.
Remote Work and Changing Motivations
Another significant trend is the continued rise of remote work, primarily in contract positions. While most law firms still prefer employees in the office at least two or three days a week, remote contract work remains highly sought after.
Burnout remains the top motivator for candidates seeking new job opportunities, but I believe this will soon shift toward compensation as the driving force. With more jobs available and salaries on the rise, candidates are increasingly looking for roles that offer higher pay—especially those involving GenAI expertise.
Increased Vendor Hiring and Salary Growth
Vendor hiring has increased but has not yet outpaced law firm hiring. However, salaries for accepted offers in January saw a significant increase of more than 10%, a notable shift from last year when salary increases averaged around 8%. This uptick is due to the larger number of job openings and heightened competition, with counter-offer wars still on the horizon.
The compensation slide illustrated that job salaries in the $150k-$200k range have increased by 6% this year, while leadership roles have seen a rise of 5% to 15%. Entry-level positions are becoming scarce, and there is a growing need to develop this part of the market to fuel industry growth.
Final Thoughts on the ESI Job Market
Salaries in the middle-market have jumped by 10-20%, and the industry has become more democratized, with roles now categorized by tiers rather than location. Big cities still lead, but medium-sized markets are gaining ground. Notably, the technician role has virtually disappeared, as no new placements have been made in this area for over a year, highlighting a gap in the talent pool.
As the ESI job market continues to evolve, it’s clear that change is happening quickly. If you’re considering entering the market—whether as a candidate or a hiring manager—reach out to TRU Staffing Partners. Their expertise can help you find the perfect candidate or the ideal opportunity to meet your needs.
