Why In-House Counsel Candidates Struggle at In-Person Interviews in the Zoom Era

Hiring managers are noticing a surprising trend: Many in-house counsel candidates who perform exceptionally well in Zoom interviews are struggling to make the same impression in person. Many legal professionals have mastered online interviewing skills from the comfort of their own homes, but are failing to adapt to the nuances of in-person interviews with hiring managers.

For in-house counsel, communication skills are critical in interviews and daily interactions with senior executives, board members, and business leaders. While virtual interviews provide a comfortable, controlled setting, the skills needed to succeed in a face-to-face setting are different and more complex. 

Here are five reasons why legal candidates who shine on Zoom interviews often falter when meeting the same hiring manager in person:

1. Comfort in a Controlled Environment

Virtual interviews allow candidates to present from a familiar setting with control over the lighting, background, and access to notes. For lawyers who thrive on preparation, this setup can reduce stress and enhance confidence. However, once in an unfamiliar office, without these controls, some candidates struggle to think and respond spontaneously or with confidence, which are essential skills when advising executives in real-world scenarios.

2. Over-Reliance on Limited Body Language

On Zoom, candidates can focus on facial expressions and direct eye contact with the camera, avoiding the need for full-body engagement. In person, a strong posture, a firm handshake, and a relaxed, authentic manner are critical. In-house counsel are expected to command a room, not just a screen, and candidates who lack physical presence can fail to establish credibility with senior leadership.

3. Transactional vs. Relationship-Based Communication

Virtual interviews tend to be structured, allowing candidates to focus on delivering clear, concise responses. Meanwhile, in-house counsel are expected to go beyond predictable structure by proactively building relationships, navigating office dynamics, and gaining the trust of stakeholders. In-person interviews often involve informal conversations before and after the more formal discussion, and candidates who are overly focused on structured Q&A may struggle with this “softer” yet equally important aspect of communication.

4. Energy and Engagement Differences

Sitting in front of a screen, most candidates find it easy to appear composed and articulate, but in-person interviews are far more dynamic and stressful exchanges. In-house counsel must demonstrate the ability to manage their energy and respond in real-time to discussions on a broad range of professional and personal topics. Candidates who appear confident and polished in a controlled virtual setting oftentimes come across as disengaged or nervous when they interact with a hiring manager or panel.

5. The Challenge of Thinking Quickly

Virtual interviews enable candidates to glance at notes or subtly reference prepared materials, which can help them sound well-informed and polished. In an in-person setting, those safety nets disappear. In-house counsel are often expected to provide real-time legal analysis or strategic recommendations, and those who have relied too much on external aid can struggle when faced with interview questions that require them to think on their feet.

How to Improve Performance in In-Person Interviews

• Practice In-Person Communication: Legal candidates should engage in mock interviews with career coaches, mentors, or trusted peers to refine in-person communication skills. Attending networking events or giving presentations at live professional seminars or roundtables can also help build self-confidence. Because in-house counsel frequently interact with executives and business teams, practicing informal conversations can be as valuable as preparing for structured legal discussions.
• Strengthen Body Language and Presence: In-house counsel must project confidence and authority. A firm handshake, good posture, and natural eye contact can leave a lasting impression. Active listening—such as nodding, paraphrasing key points, and asking intelligent follow-up questions—demonstrates engagement and builds rapport, which is critical for legal professionals who work closely with business leaders.
• Adapt to Unscripted Conversations: Candidate interviews often involve walking through an office, casual chats with executives, or impromptu discussions over coffee. Candidates can practice responding to open-ended questions and engaging in spontaneous conversations without relying on rehearsed answers. To build this skill, candidates should reduce the use of notes in online interviews and put themselves in real-world networking situations where it is necessary to think and speak on the spot.

Closing the Zoom Gap 

For in-house counsel candidates, the divide between virtual and in-person interview performance highlights an important aspect of the hiring process. While Zoom interviews allow for structured responses in a controlled environment, in-person interviews demand adaptability, confident presence, authenticity, and relationship-building skills.

By practicing in-person communication, refining body language, and preparing for the dynamic nature of live interviews, legal candidates can build a strong presence that translates into real-world success. For hiring teams, recognizing and evaluating the differences between virtual and in-person interviews can help to identify potential hires who are skilled communicators both on-screen and face-to-face.