Shifts in Biglaw Recruiting: A New Era for Summer Associates

Recent trends in the hiring practices of major law firms, often referred to as Biglaw, indicate significant changes in how they approach recruiting summer associates. A report from the National Association for Law Placement (NALP) reveals that for the first time in decades, a majority of job offers were made outside of traditional on-campus interviewing (OCI) programs.

Decline of Traditional Hiring Methods

As outlined in the latest NALP recruiting statistics for 2025, the overall volume of job offers has remained stable. However, intriguing developments include:

• 49% of callback interviews resulted in offers, which is a 3% increase from the previous year. Yet, this figure remains below the historical range of 50-58% seen between 2014 and 2022.
• The acceptance rate for offers reached 49%, up 2% compared to last year, marking a record high according to NALP.

A Shift towards Alternative Recruitment Strategies

“In total, law school interview programs (OCI and EIP) drove only 44% of offers. The majority of offers (56%) resulted from employers recruiting outside of law school interview programs, such as via direct application, resume collects, and referrals,” said Nikia Gray, Executive Director of NALP.

This statement underscores a paradigm shift where firms are increasingly favoring direct engagement with candidates rather than relying on intermediaries like law schools. The pandemic has enhanced technology use in recruiting, which provides firms with greater flexibility and efficiency.

2024 Summer Associate Insights

For the 2024 summer associate class, there was a noticeable reduction in size when compared to previous years. The average class size for second-year law students hovered around just 12, the lowest since the pandemic impacted summer programs in 2021. However, there is some encouraging news:

• The offer rate for 2L students rose to an impressive 97%.
• The acceptance rate for these offers also hit an all-time high of 90%.

The Future of Biglaw Recruiting

The ongoing evolution of recruiting practices raises questions about the future role of OCI. According to Gray, “Time will tell where the recruiting cycle ultimately settles, but OCI’s role in it will clearly be limited.” This suggests that while OCI may remain a component of recruiting, it will likely take on a lesser role as firms adapt to emerging practices.

Conclusion

As law students navigate these changes, the landscape of entry-level recruitment has begun to transform significantly. Congratulations to all participants in the 2024 recruitment cycle, and we wish for successful outcomes for each candidate.

For further details, refer to the exposure from NALP in their report, “Summer Associate Hiring Held Steady in 2024 as Law Firms Recruited Earlier.”