Securing Top Talent: Interview Strategies for In-House Legal Roles

The legal hiring landscape has become more competitive, with companies prioritizing talent that aligns culturally and adds measurable value. These priorities underscore the need for tailored interview strategies for in-house legal roles. These strategies can help identify individuals who can elevate the legal department’s impact as it navigates a rapidly changing regulatory and business environment.

As you build out your legal team, here are a few ways to achieve that goal:

Prepare properly for interviews

Too often, hiring managers or teams fail to invest the time required to conduct effective interviews; squeezing them into their calendars, not closely reviewing the candidate’s resume, or not conducting due diligence in advance. The result can be a rambling conversation that does not provide meaningful insight into a candidate’s potential to add value.

In advance of any interview — whether it’s virtual, in-person, hosted by an individual, or by a team — you need to structure and manage the conversation, both to yield important clues regarding the candidate’s strengths and weaknesses, and to demonstrate your organization’s internal discipline. Remember that you and the candidate are both assessing whether the individual and the company are the right fit. Provide candidates with confidence they will be joining a cohesive, well-prepared, collaborative team.

Ask questions that yield meaningful insights

Companies now seek legal professionals who combine technical expertise with strong emotional intelligence, adaptability, and a solutions-oriented mindset. Your interview questions should focus on how candidates navigated complex challenges and provided tangible value.

These 5 questions should help you identify candidates who can build relationships, manage risks, and contribute strategically to business goals:

1. How have you brought your (current or past) employer the greatest value?   The answer should describe how the candidate has provided legal or business-related solutions, reduced costs, increased efficiencies, etc.
2. Have you ever said “no” to your company’s leadership or pushed back on a decision?  What was the outcome?  In-house counsel should present potential solutions, identify the associated risks, and recommend the best course of action, even if it’s contrary to prevailing opinion. The company will choose its path, and the attorney should find a way to support the outcome.
3. Describe a situation that required you to leave your comfort zone and develop proficiency in something entirely new or different.  This response illustrates a candidate’s comfort in pushing themselves and growing personally or professionally.
4. Give an example of when you helped or mentored someone. This is a critical question. Working together and supporting the team is a fundamental component of building a strong, resilient, and effective legal function.
5. What type of work environment do you prefer?  Are they collegial? Is their door closed or open? Do they prefer teamwork or solo work? These questions help assess how the candidate will fit with your company’s culture. But be careful not to dismiss someone’s answer if it doesn’t precisely match your workstyle; diversity comes in many forms.

These 5 questions align with the increasing expectation for legal teams to act as trusted advisors and partners within organizations. BarkerGilmore’s experience shows that successful candidates often exhibit a blend of leadership skills, humility, and ambition, which positions them to thrive in today’s dynamic market.

Set yourself up for long-term relationships

Interviews are also an opportunity for you to properly explain the role and opportunity, particularly when it involves high-value candidates. Make sure they understand the broader context of the opportunity, including career path trajectories, which can help candidates gauge how the role aligns with their long-term ambitions. Similarly, understanding compensation benchmarks for comparable positions within the industry and geographic location is crucial for ensuring competitive offers.

It’s equally important to articulate the experience requirements for in-house legal roles, which often prioritize a mix of technical skills, industry-specific knowledge, and interpersonal acumen. Tailoring your negotiation strategy to highlight unique qualifications while remaining aligned with organizational priorities can set you apart. A well-informed, strategic approach to these elements ensures candidates can excel during the interview process and secure a role that supports their professional growth and long-term success.