• Scenario-Based Interviews
Move beyond theoretical questioning by posing real-world challenges—like a data breach just days before a key court date or a panicked attorney needing after-hours support. Candidates who stay calm and offer strategic solutions will likely do the same under actual pressure.
• Prioritize Hybrid Experience
Look for applicants who have spent time in both legal and another high-stakes industry (finance, healthcare, etc.). People who’ve seen pressure from multiple angles are usually adept at-risk management and crisis response.
• Gauge Cultural Alignment
It’s one thing to list “confidentiality” on a resume; it’s another to talk through how you’ve protected sensitive information in the past. Dive into specifics during interviews—like experiences handling confidential documents, decisions about data sharing, or assisting users in high stress situations—so you can confirm they “get” the nuances of a law firm setting.
• Encourage Continuous Learning
Legal tech is evolving at lightning speed, so even strong hires need ongoing training in emerging tech areas, security practices, and the evolving compliance landscape. Offer to sponsor certifications, create internal workshops, and provide resources for staying current.
• Leverage Third-Party Assessments
Resumes and interviews can provide insights, but objective data takes it a step further. Using third-party assessment software helps remove unconscious bias by evaluating candidates based on their unique personality, cognitive, and behavioral traits. These tools offer a data-driven look at problem-solving abilities, interpersonal dynamics, and work styles—ensuring you’re selecting individuals who truly align with the demands of the legal profession.
• Consider Contract-to-Hire
Direct hire candidate searches may be constrained by the unique skill requirements within LegalTech. Firms should consider engaging contract-to-hire resources through niche staffing firms that can provide greater flexibility in candidate searches and engagement models. Contractors with these specialized skills are aware of their value and often capitalize on it. However, offering the option to hire without a conversion fee—after, for example, six months—would allow firms to present competitive compensation packages to incentivize contractors to transition into full-time roles.
Building a Forward-Looking Tech Team isn’t Just About Hiring
Long-term success in legal tech isn’t about hiring an all-star here and there; it’s about cultivating a cohesive team that can handle the everyday demands of a law firm without losing sight of future innovation. Cross-functional training can help tech folks understand how attorneys structure their days, bill hours, and engage with clients. Meanwhile, attorneys benefit from learning how new tech solutions could reduce costs and streamline their workflows.
Consider establishing mentorships that pair newer tech hires with senior legal professionals, or vice versa, so both parties better appreciate each other’s perspectives. Offer targeted training sessions on security, compliance, and emerging AI tools to keep everyone sharp. Through shared knowledge, the entire firm becomes more agile and better prepared to handle tomorrow’s challenges.
The Future of Legal Tech Talent
As technology continues to reshape the legal sector, the role of legal tech professionals will only continue to grow in importance. AI will further automate routine tasks, cloud infrastructures will become more sophisticated, and cybersecurity will remain a critical concern. The most successful teams will be those that pair forward-thinking innovation with a thorough understanding of attorney workflows and client needs.
In many ways, your recruitment and development efforts today will determine how well your firm adapts tomorrow. Hiring the right people doesn’t just solve immediate staffing problems—it positions your organization to navigate the changing legal landscape with agility and confidence. While that might feel like a lot of pressure, it’s also a massive opportunity. When you bring in professionals who balance tech acumen with white-glove service, everyone benefits: the attorneys, the clients, and ultimately the firm’s bottom line.
Recruiting Help from the Experts at PSM Partners
Navigating the rapidly evolving landscape of legal technology requires more than just the right tools—it demands the right people. Whether you’re looking to build a forward-thinking IT team or need immediate support from skilled professionals, PSM Partners is here to help.
Our IT staffing and outsourced managed services are tailored to meet the unique demands of law firms, ensuring you have access to experts who combine technical excellence with white-glove service. From short-term staffing solutions to long-term strategic partnerships, we help you recruit and retain the talent you need to thrive in today’s competitive legal market.
Let us help you bridge the gap between technology and service excellence. Contact us today to learn how we can support your firm’s growth and innovation.
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About the Authors
Eli Nussbaum provides strategic technology consulting for law firms at PSM Partners, helping clients streamline operations and adopt best practices for secure, efficient IT environments. Outside the office, he’s a dedicated 3D printing enthusiast, woodworking hobbyist, and freshwater aquarium keeper.
Daryl Irby’s ability to translate technical solutions into business value makes him a trusted advisor to both technical and non-technical stakeholders, helping organizations navigate today’s evolving Cybersecurity landscape with confidence. When he's not busy securing the digital world, Daryl can be found hiking, camping, and embracing the great outdoors—usually while talking about BBQ.