There’s a gap between what firms think matters and what candidates are actually basing decisions on, especially across Liverpool, Leeds and Manchester.
From the conversations I’m having day to day with mid-level lawyers, the hierarchy is pretty clear.
Salary is still the primary trigger
It’s not everything, but it’s what gets people to seriously consider a move. If the numbers don’t stack up, the conversation often doesn’t go any further. That’s particularly true at 2–6 PQE, where expectations have shifted materially over the past couple of years.
Progression is what closes the deal
A lot of candidates aren’t just moving for more money, they’re moving because they can’t see a clear path forward. Title, timeframe to promotion, and quality of work all play a big role here. If another firm can offer clarity where their current firm can’t, that’s often decisive.
Flexible working is now a baseline
This isn’t a “nice to have” anymore. Most candidates expect a degree of flexibility as standard. Firms that are rigid on office attendance are still getting hires done, but they’re ruling themselves out for a large part of the market.
Culture matters, but within reason
Candidates care about team quality, leadership, and working environment. But in reality, most will compromise on culture if the role represents a clear step forward in terms of pay and progression.
Hours only become an issue at the extremes
High billing targets don’t automatically kill a move. What matters more is transparency. If expectations are unclear or consistently exceeded, that’s when candidates walk away.
Benefits rarely win offers
Private medical, gym memberships, enhanced leave, these are all positive, but they don’t tend to drive decisions. At best, they help differentiate between two otherwise similar offers.
The bigger picture
Most moves in the current market are driven by a combination of salary and progression. Everything else plays a supporting role.
Firms that get both of those right are still hiring well. Firms that don’t are finding it increasingly difficult to convert strong candidates, even if they’re getting them through the door.
If you’re hiring, it’s worth being honest about where your offer really sits against those factors. That’s usually where the answer is.
