It’s a question we hear constantly from plaintiff’s law firms across the country:
“Where are all the experienced litigation paralegals?”
It’s as if these highly skilled professionals have become mythical creatures, rare and elusive. But unlike unicorns, we know they exist. We’ve worked with them. We’ve seen them in action. We've been impressed by their dedication. We've watched them revolutionize the role and take care of the firm's most important element: its clients. Yet, over the past few years, the supply of highly qualified litigation paralegals has sharply declined. Many law firms are now in a constant scramble to fill this critical role with qualified candidates.
So, what’s going on, and what can your firm do about it?
A highly skilled, highly experienced litigation paralegal plays an indispensable role in a personal injury law firm. These professionals handle a vast array of responsibilities, from drafting pleadings, organizing discovery materials, and managing case files, to preparing for depositions and trials. Their meticulous attention to detail and thorough understanding of legal procedures ensure that cases move efficiently through the litigation process. Their invaluable work reduces delays and errors. For attorneys, they act as a reliable strategic partner. The relationship between an attorney and their paralegal is deeply interdependent. Remove the paralegal, and the attorney’s efficiency, and often their sanity, takes a hit.
For the firm as a whole, a competent litigation paralegal is the backbone of operations, directly influencing case resolution speed, client satisfaction, and overall profitability. Without their expertise and dedication, the firm’s ability to deliver successful outcomes and maintain a competitive edge becomes significantly compromised.
Experienced litigation paralegals know exactly how valuable they are to any legal team. They are essential assets in the litigation process. To attract these skilled professionals, firms need to stop asking where they are and start focusing on what they want. Whether it’s competitive compensation, professional growth opportunities, or a supportive work environment, understanding their priorities is the key to building a stronger, more effective team.
We all remember Economics 101: when supply goes down and demand stays high, prices go up.
If experienced litigation paralegals are in short supply, firms must be willing to offer more. That doesn’t just mean higher hourly rates or salaries, though those are important. Today’s candidates are also looking at:
If your benefits package and tech stack haven’t been updated in a few years, it might be time to take a hard look at what your competitors are offering.
Yes, colleges and universities are still producing legal studies grads. But no, they’re not arriving at your office ready to hit the ground running. Even top students and experienced professionals need structured, intentional onboarding to succeed in your systems and with your attorneys. For young paralegals fresh out of school, this is a critical moment. It’s their first chance to apply their education in the real world. Without proper training and guidance, they’re more likely to feel overwhelmed, frustrated, or unsupported. That can lead to mistakes, disengagement, or unregulated turnover.
For more experienced paralegals, onboarding is just as essential. They may come to your firm with years of expertise, but they’re also bringing habits, workflows, and practices from their previous roles. Without a clear and thoughtful onboarding process, those habits, good or bad, can seep into your team’s operations, potentially causing inefficiencies or conflicts. Assuming that seasoned professionals “already know what they’re doing” or will simply figure things out eventually is a disservice to your firm and to them.
A strong onboarding program sets the tone for your paralegal's success and integrates them into the culture of your team. High-level professionals, like litigation paralegals, whether they’re just starting their careers or joining your firm mid-career, value structure and intention. They notice when a firm has a well-organized onboarding system, and they notice when it doesn’t.
If you want to build your own pipeline of future litigation stars, investing in a thoughtful, high-quality onboarding and training program is a must. It’s how you set up your paralegals for success, protect the integrity of your systems, and ensure that your team operates at the highest level possible. Don’t let an opportunity to make a strong first impression pass you by.
The pandemic showed us that remote work can be incredibly productive, challenging long-held beliefs about traditional office environments. Teams proved they could collaborate, meet deadlines, and maintain efficiency from the comfort of their homes. Despite this, some firms have doubled down on strict return-to-office policies, citing the need for in-person collaboration and cultural cohesion. Other, more forward-thinking companies, however, have embraced the benefits of hybrid or fully remote work. They've come to recognize the flexibility it offers employees and its potential to attract top talent in a competitive job market.
Here’s what we’ve learned from working with law firms across the country:
Top performers in the office are almost always top performers remotely.
Offering remote or hybrid work, two days a week, for example, can significantly boost your firm’s appeal. Just be sure to pair flexibility with clear performance expectations. Treat it as a privilege based on results, and manage it accordingly.
Not every paralegal wants to go to law school. But that doesn’t mean they want to stay in the same role forever. Growth can come in many forms, some vertical, others lateral, or skill-based. A few development ideas to keep your team engaged:
A career development plan shows your team they’re valued, helps them see a clear path for growth within your organization, and provides them with opportunities to build their skills. It boosts their motivation and engagement, giving them a strong reason to stay and contribute to the long-term success of your business.
Professional associations play a pivotal role in fostering growth, connection, and excellence within the paralegal field. These organizations serve as a foundation for networking, skill-building, and staying informed about industry trends and best practices. For paralegals, joining a professional association opens the door to specialized resources, continuing education opportunities, and access to a community of peers who share similar challenges and goals.
Encouraging your paralegal team to engage with these associations can be a game-changer for their career development and your firm's operations. These tools help paralegals enhance their expertise while strengthening your firm's efficiency and credibility. By being active members of professional associations, your team can stay at the forefront of legal advancements, bringing valuable insights and solutions to your practice. If you’re not tapping into national associations like NFPA, NALA, or NALS, you’re missing out. These groups offer access to:
Partnering with these organizations also signals that your firm takes professional development seriously, a major plus for candidates looking to grow.
Some experienced paralegals are opting out of traditional employment entirely, working as independent contractors and controlling their hours, clients, and workloads. While this model isn’t for everyone, boutique firms and attorneys with trusted relationships are increasingly going this route.
At the other end of the spectrum, AI tools and litigation support service providers are transforming how firms handle repetitive or document-heavy tasks. These tools won’t replace paralegals entirely, but they’re already reshaping the type of support attorneys expect.
Forward-thinking firms are exploring both ends of the spectrum to supplement their core team and improve efficiency.
The scarcity of experienced litigation paralegals is a real challenge, but not an impossible one. Firms that adapt their mindset, modernize their offerings, and commit to intentional hiring and retention strategies will position themselves to rise to the challenge.
If you want to attract these unicorns (and keep them), you need to create a workplace that respects their value, nurtures their growth, supports their work-life balance, and gives them a reason to build a future with you. After all, unicorns may be rare, but in the right environment, they’ll come to stay.
Need help building a litigation support team or restructuring your roles?
We’ve worked with firms across the country to improve hiring, onboarding, and retention strategies. Let’s talk.
