How to Advertise a Law Job: A Complete Guide for Legal Recruiters

Recruiting legal talent isn’t easy—but it doesn’t need to feel overwhelming. Whether you’re hiring a paralegal, solicitor, legal executive, or an in-house counsel, you need a focused strategy that draws the right candidates quickly and efficiently.

AtThe Legists, we help law firms and legal departments find exceptional professionals. In this blog, we’ll break down everything you need to know about how to advertise a law job from writing standout descriptions to choosing the right platforms. You’ll learn what works, what to avoid, and how to optimise your time and budget.

Why You Need to Advertise Smartly

The legal job market is competitive on both sides. Skilled lawyers want fulfilling roles, while employers want sharp, capable hires. Yet, poorly written or misdirected ads often waste time and fail to attract qualified applicants.

Instead of relying on outdated methods, your recruitment process must evolve with job seekers’ habits and expectations. When you advertise a law job the right way, you:

• Reduce time-to-hire

• Improve candidate quality

• Elevate your employer brand

• Save recruitment costs

Let’s explore how to get there.

Step 1: Define the Role Clearly Before You Write

Before writing anything, get clarity about what you truly need. Sit down with the hiring team or line manager and ask:

• What exact title should the role carry?

• What legal practice areas will the candidate handle?

• Do we need post-qualification experience (PQE)?

• What skills and values matter most here?

Avoid vague terms like “legal superstar” or “self-starter” without context. Instead, spell out real expectations. That way, you’ll attract candidates who align with the workload and culture.

Step 2: Craft a Targeted and Human Job Description

Start With a Hook

Open strong. Use the first two sentences to engage attention and summarise the opportunity. For example:

“Are you a commercial solicitor with 3+ years PQE looking to step into high-value cross-border work? Join our award-winning legal team in central Manchester.”

Structure Matters

Structure helps readers digest details quickly. Use short paragraphs and headers. Break it into clear sections like:

• About the Firm

• The Role

• Key Responsibilities

• Required Skills and Experience

• Benefits

• How to Apply

Use Active Language

Don’t say, “The candidate will be expected to handle…” Instead, say, “You will manage a diverse caseload of…” Active voice feels direct and engaging. It also aligns with confident, modern employer branding.

Highlight Benefits and Culture

Legal professionals care about more than just pay. So mention:

• Flexible working or hybrid options

• Bonus structures or profit sharing

• Personal development or CPD support

• Mentoring, wellbeing policies, or tech stacks

Create a picture of what working with you truly looks like.

Step 3: Choose the Right Job Title

Your job title must be clear, searchable, and industry-accurate. Avoid overly creative titles like “Legal Ninja” or “Justice Wizard”—those won’t appear in search filters.

Instead, use practical, SEO-friendly phrases like:

• Employment Solicitor – 3+ PQE

• Legal Counsel – Tech Start-up

• Residential Conveyancer – Remote

You want candidates to find your job fast when they search terms on Google or legal job boards.

Step 4: Select the Best Platforms to Advertise

Legal Job Boards

Use platforms tailored to the legal sector. Candidates browsing these sites already align with your role type. Try:

• The Legists (of course!)

• LegalWeek Jobs

• Law Gazette Jobs

• TotallyLegal

• Simply Law Jobs

General Platforms

Also consider platforms like:

• LinkedIn (especially for senior or niche roles)

• Indeed

• Reed.co.uk

• CV-Library

These help expand your reach but may bring mixed-quality applications. To counter this, tighten your screening process.

Social Media

Social recruiting works. Post openings on LinkedIn, X (formerly Twitter), and even Instagram or TikTok if your brand skews younger. Engage your team too—encourage them to share openings within their networks.

Step 5: Optimise for Keywords and SEO

When candidates search “family solicitor jobs in London,” you want your listing to show up. So:

• Include clear keywords in the title and body (e.g., “corporate solicitor,” “in-house legal counsel”)

• Mention location—even for remote roles

• Use terms lawyers actually type, not jargon

• Reuse keywords naturally throughout the ad

Optimisation isn’t just for Google—it helps visibility on legal platforms too.

Step 6: Include a Strong Call to Action (CTA)

Close every job ad with a compelling, direct CTA. Skip the generic “click here to apply.” Instead, say:

“Ready to take your next legal step? Apply now with your CV and a short cover note. Interviews begin soon.”

Create urgency without pressure. Give people a reason to act.

Step 7: Format for Readability

Make It Easy to Scan

Busy candidates scan job ads fast. So:

• Use bullet points

• Keep paragraphs under 4 lines

• Avoid dense text

• Bold key phrases like benefits or must-haves

Use Inclusive Language

Avoid biased or exclusive terms. Use gender-neutral words. Don’t say “young team” or “perfect for recent grads” unless age really matters. Candidates value inclusivity and fairness. Reflect that in every listing.

Step 8: Time It Right

Don’t just post and hope. Choose when and how often you advertise. Based on data, many legal candidates browse listings:

• Monday mornings (post-weekend job-hunting)

• Tuesday afternoons (high engagement)

• Right after paydays

Schedule reminders to refresh or repost every 2–3 weeks if you don’t fill the role quickly.

Step 9: Track Performance

Use built-in analytics from job boards and LinkedIn to track views, clicks, and applications. If a post gets views but few applies, revise the job description. Something might be turning candidates off—maybe the salary isn’t visible, or the job seems unclear.

Don’t rely on instinct. Let the data guide your updates.

Step 10: Consider Employer Branding

If you frequently hire, it helps to build a consistent employer identity. Use the same tone and formatting across ads. Create a Careers page on your website with employee testimonials, success stories, and office photos.

Lawyers want to feel aligned with their employers. Show them who you are before they ever apply.

Common Mistakes to Avoid

The Legists Can Help You Do It All

AtThe Legists, we support firms, startups, and in-house legal departments every day. When you advertise a law job through us, you get:

• Premium access to a niche, qualified audience

• Help with writing high-converting job ads

• Full applicant tracking and filtering

• Dedicated recruitment consultants for tailored guidance

Whether you’re posting one role or 50, we’ll help you do it better—and faster.

Final Thoughts

Advertising a law job doesn’t need to feel like guesswork. With the right message, platform, and strategy, you’ll attract standout legal professionals who actually fit. Remember to stay human in your writing, stay active in your approach, and always test what works best.

Start your next hire with confidence. Reach out to The Legists today, and let’s help you find the legal talent you need.