The New Young Professional – Exploring the Next Generation in Law Firms

By Erin Nicklas posted 06-25-2025 13:01

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Please enjoy this blog post authored by Erin Nicklas, Practice Management Specialist, Paul Hastings LLP.

To better understand the new generation of young professionals in law firms, I invited my network of young lawyers, paralegals, and business professionals to share anonymous reflections about their career aspirations. This blog post will explore some themes that emerged from these responses, as well as my own. Although these anecdotes reflect just a small sample of experiences, I hope they can be a starting point for greater curiosity, conversation, and understanding across generations in law firms. I’ve noted some potential takeaways both for young professionals navigating their careers and for managers looking to retain young talent.

Demographics

This survey was open to lawyers and non-lawyers under 35 who work in law firms. I received more responses from business professionals than lawyers, so some points below reflect experiences specific to non-attorneys in the legal industry. Most respondents consider themselves members of Gen Z, but some young Millennials responded as well.

Path to the Industry

When asked how they ended up in their roles, the non-lawyers reported that they didn’t seek out a legal industry career from the get-go. Most commonly, new graduates searching for jobs after college were recruited by staffing agencies. Unsure of what I wanted “to be when I grew up,” I became a paralegal after college because it was an entry-level role. This job not only helped me explore the possibility of becoming a lawyer but also helped me discover other interests and aptitudes. My experience working on large filings sparked an interest in project management, ultimately leading me to a junior role on a Practice Management team. Prior to working as a paralegal, I had little exposure to the legal industry and no knowledge of Practice Management or other business functions in large firms. Ambitious graduates looking for their first role may want to consider applying to positions in law firms – even if law school isn’t one of their goals – as the job can prepare them for a multitude of careers.

What’s Working

Some of the questions were designed to capture what young people like most about working in law firms – the types of projects they’ve enjoyed, what excites them, and whether they find their jobs fulfilling. Some cited the legal work itself as a key interest, particularly the chance to see legal developments and newsworthy events play out first-hand. Others highlighted the opportunities to work on complex, challenging, and creative projects, whether they be legal or non-legal in nature. Perhaps unsurprisingly, both lawyers and non-lawyers mentioned probono work as a fulfilling aspect of the industry. Some non-lawyers expressed excitement around innovation and technology. Competitive pay, good benefits, and job security rounded out the list of desirable aspects of law firm careers. Hiring managers may want to keep these selling points in mind when recruiting the younger generation.

Challenges

One question explored obstacles to building a career in the industry. If the responses are any indication, young professionals have a lot on their minds! Some touched on large-scale issues, such as the labor market, technological change, and diversity. Others pointed to more firm-specific concerns like department resources and access to professional development. Some responses from business professionals revealed a particular source of dissatisfaction – the feeling that firm stakeholders don’t value their contributions. Repetitive tasks and a sense of division between attorneys and non-attorneys were the main contributors to this experience. While the tasks themselves do play a role, I believe leadership and firm culture can greatly impact the extent to which young employees feel valued. Although I’ve done my share of tedious tasks, I’m grateful to have worked for teams that appreciate the effort and explain the context for requests, making me feel like my role matters. Sometimes uninspiring tasks are just part of the job, but young professionals are more likely to move on from legal if they feel overlooked or underutilized.

Growth and Goals

When it came to career aspirations, responses varied widely. For those who wish to stay in the industry, common goals included: promotions, higher salaries, and management roles. Others expressed goals specific to their role, such as developing a niche or contributing to strategy. Most respondents do not plan to pursue a master’s degree, in some cases due to financial barriers, but some do wish to pursue certificates or courses specific to their roles. Access to mentorship and professional development were important to many. In my experience, having great mentors has been essential for my professional development in the industry, particularly in the business services sphere where I was initially unaware of the opportunities. Good mentors and managers are invaluable in any industry, but I would especially encourage young non-lawyers who wish to advance to seek out advice from experienced industry professionals.

Final Reflections

Reflecting on these responses and my own experience, I’m struck by the many ways the people I’ve worked for in law firms have shaped my career thus far. Thoughtful leaders can make early career roles feel more meaningful and point young people toward the professional development opportunities they need to grow. I believe this survey illustrates how much young people have to offer, while at the same time reminding us how much we benefit from the guidance and mentorship of those who have paved the way.