For experienced paralegal candidates, clear progression opportunities have become a real differentiator. With routes to qualification now more accessible than ever, many see these positions a strategic step towards becoming a solicitor. As a result, they are looking beyond the responsibilities and salary attached to a role, and paying closer attention to the opportunities to develop.
Having worked closely with this talent pool for over a decade, I’ve seen this clear shift in what paralegal candidates want. Their priorities, motivations, and expectations have evolved, with progression now a firm priority for many. Some are even willing to take a salary decrease for an offer that supports their long-term goals.
Despite this, some firms are yet to develop their paralegal progression frameworks and are losing high-calibre candidates to those who can offer a more visible route forward.
Here, I explore what's driving this change across the paralegal market and share practical guidance for how hiring firms can respond within their talent strategies.
The SQE and career mobility
A big driver behind this change is the Solicitors Qualifying Examination, which has created a much more flexible and accessible route to qualification, moving away from the traditional training contract bottleneck. Candidates now have more control over how they qualify, and that’s had a huge impact on how they view paralegal roles.
Many now actively use these positions to build qualifying work experience, develop their skills, and move closer to becoming a solicitor. For firms able to meet these expectations, the benefits extend far beyond attraction.
The business benefits of paralegal progression
Employers who invest in progression pathways tend to see better retention, stronger employee engagement, and a more sustainable talent pipeline overall. When people can see a future at a company, they’re far more likely to stay and invest in it – especially in high-demand practice areas, like Funds, where experienced talent is limited and highly sought after.
We see this in our day-to-day interactions with candidates, and research backs this too. Recent data shows that when opportunities to progress are not clear, paralegal candidates feel ‘stuck’, with 38% citing 'lack of progression’ as the reason for leaving their current job.
By establishing progression pathways for paralegal staff, legal teams can develop their existing talent into qualified roles. As well as reducing reliance on lateral NQ hires, this approach supports cultural alignment and boosts the firm's Employer Brand Proposition (EVP).
How to engage paralegal candidates
Law firms who offer SQE support have the advantage in engaging paralegal candidates, but full funding isn’t essential. Every hiring firm is working within different budgets, resources and cultures, and there are many ways to empower your candidates’ long-term goals.
For paralegal professionals, what matters most is showing a genuine commitment to their development – and their successful qualification - whether that’s through funding, flexibility, mentor schemes, study leave, or any other means you can offer. Setting out a realistic pathway, including timeframes where possible, is the key to remaining appealing, as it helps candidates to understand what’s possible and how they can get there.
When navigating these conversations, it’s important to connect with each candidate's individual motivations, and this is where working closely with an external recruiter can be invaluable. Across every one of our hubs and for every opening, we work hard to gain an honest insight into each candidates’ priorities, assessing whether they are the right fit for the hiring firm. We know that this emphasis on genuine alignment can make all the difference between gaining and losing sought-after paralegal talent.
Empowering your paralegal talent
Firms that recognise the appetite for growth are the ones who continue to engage great paralegal professionals and remain competitive in securing fantastic candidates for every opening. If you’re looking at how to build progression into your paralegal hiring strategy or want an honest view of what candidates in the market are really looking for, get in touch with me or any one of our Paralegal team.
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Written by Evie Kennett, Head of Paralegal Recruitment at Ryder Reid. Evie joined Ryder Reid in 2015 and has been dedicated to recruiting permanent and fixed-term contract Paralegals – for US, UK and Intl clients – for more than a decade.