The job market is evolving, as are the habits of job seekers. It’s now increasingly common for small law firms to have a Careers page just like Am Law 100 and 200 firms, even if you’re not actively hiring.
A well-designed Career page helps you passively recruit while showcasing your firm’s culture. Without one, you risk missing out on high-quality candidates—and a chance to stand out in a crowded industry.
Your Career page will make you findable by the right candidates. After all, not everyone wants to work for an Am 100 firm!
So let’s explore 3 approaches to an effective Careers page for small law firms, including two real-world examples.
Lift the veil on what it’s like to work at your firm
Put your best foot forward! Potential applicants want a genuine look inside your firm’s culture and work environment.
- Benefits: Highlight the best perks that employees enjoy, like flexible hours, remote work options, professional development programs or wellness benefits.
- Videos: Feature your employees in short video testimonials, or record an unscripted “day in the life.” Videos can make your firm more relatable and engaging.
- Be authentic: Embrace what makes your firm unique and be transparent about your work culture. Transparency will build trust and attract the right candidates.
A tip: Focus on what sets you apart from other firms. But avoid overselling less valuable offerings, like free coffee. It makes you look unaware and, trust us, word will get around among candidates.
Allow submissions even when no jobs are posted
Not hiring right now? It’s still wise to keep the talent pipeline open by allowing interested candidates to submit their resumes.
- Be explicit: State the types of roles or skills you’re looking for, even if you’re not hiring for a specific job opening. This helps applicants understand if they might be a fit for future opportunities and ensures you receive more relevant resumes
- Open applications: Use a simple form or email address where candidates can submit their resumes and cover letters for any future opportunities.
- Follow up immediately: Acknowledge these submissions with an automated response or a note about keeping their information on file.
- Follow up periodically: Consider sending periodic updates to top candidates. This proactive approach can kindle ongoing relationships with talented professionals so they’re primed when you do have an opening.
Keep these submissions organized somewhere. You could file them by potential job title, experience range or some other category. Just don’t lose them.
Include information for the contact person
Don’t be generic about how to contact your firm—it can lower motivation. Instead, assign a specific contact person for job inquiries and list them on the Careers page to make it more personal and approachable.
- Name and photo: Include a friendly photo and the name of the contact person. This might be your firm administrator. A contact name gives candidates a sense of connection and assures them that their application will reach the right person.
- Direct line: Be reachable. Provide a direct email or phone number, if you have the capacity. This makes it easier for applicants to feel connected and ask questions.
- Office hours: If your administrator can set aside a specific window of time when they’re regularly available, list these hours for applicants who prefer phone conversations. This sets expectations and shows that your firm values direct human interaction.
Be super choosy about the photo. It should be professional, up-to-date and friendly. We think hiring a professional photographer to capture your team is a great investment.
Examples of career pages for law firm websites
Here are two Career pages that work beautifully. These come from small law firms.
Sul Lee Law Firm – Careers
This page highlights their inclusive work environment and offers easy application options.
- Engaging video featuring real team members
- 3 clickable options
- Value proposition
- Benefits package
- Culture highlights
- Open resume submission
Hochheiser & Akmal – Careers
This page gives two simple, clickable choices, and then showcases their value to candidates in three categories.
- Students and graduates / Experienced attorneys
- Our Work
- Our People
- Our Commitment
Review and next steps
A well-designed Career page is a valuable tool for law firms of every size.
Small firms must remember to play the long game when hiring. If you enable passive recruitment and focus on showcasing your firm culture, you’ll earn trust through transparency and build relationships with interested parties ahead of the actual hiring process.
Your website should help you attract top legal talent as well as potential clients. Unsure about the quality of your site? Book a consultation and find out how our websites are built to help growth-oriented lawyers like you succeed.
