Recruiting Junior Attorneys

The way the law recruits junior legal talent is antiquated.  Law firms base their hiring decisions largely on first year law school grades. These methods exclude some of the best talent, particularly women, minorities, and individuals from traditionally underrepresented backgrounds. This is precisely why diversity and inclusion is still a challenge in today’s legal market.

If we want to bring innovation to the law, we must improve the way we evaluate candidates during and after law school. 


At Legal Innovators, we take an innovative and holistic approach
to the recruitment of junior legal talent.

We evaluate candidates’ capabilities after at least two full years in law school, as well as who they are as an individual:

Like many elite law firms and corporate legal departments, we recruit from high quality law schools.
We have partnerships with the placement offices of a variety of institutions.


We engage and interview candidates on-campus over the course of an entire year. We really get to know our candidates’ personalities, in addition to their legal and professional skills, before we make our hiring decisions.


During multiple rounds of interviews we ask a variety of standardized questions to identify the candidates who will become good lawyers.


Candidates are asked to address an anonymized complex legal problem from an actual case. This helps us evaluate their analytical and writing skills.


Our team also speaks with professional references and in some cases law school professors.


“Legal Innovators shares our mission of connecting our graduates – considered some of the best in the country – with top employers in Big Law and corporate legal departments. We especially appreciate their focus on traditionally underrepresented groups. Our graduates receive real world experience, training and mentorship as part of their two-year program. It’s is an amazing resource for us and for our students now and in the future.”

– Amy Jones Mattock, Senior Director, Office of Career Strategy, The Georgetown University Law Center