When faced with recruiting for your firm, we here at Vista are routinely asked one of the most important, relevant, and debatable hiring questions: Do you hire based on experience, or do you hire based on other factors and develop that person to do the job your way from the start?
With such a competitive market for top talent in the legal industry and an equally high turnover rate, chances are you've asked yourself the same question, especially if you're looking to fill a position where there is an immediate need and want that new hire to produce fast. While there are legitimate pros and challenges on both sides of the experience spectrum, the answer isn’t always as clear-cut as it seems.
Before stepping into the legal world almost three decades ago, I worked as a nail technician. Yes, manicures, pedicures, acrylics, gels, French tips...the whole nine yards. I had a full book of regular clients, stayed on top of all the latest trends and seasonal colors, made great commission on product sales, and enjoyed the culture of providing personalized service in a fast-paced salon environment.
It was creative, challenging, and incredibly social, but it was far from the law. So, when I received my degree in paralegal studies, I did what many new grads do. I sent my resume to law firms. Lots and lots of them. I almost felt famous with all the mail I received, even though they were all rejection letters. And then, I got one call. Just one. That one call set me on a path that launched my entire career in the legal industry.
I had zero legal experience, but someone saw something that dozens of others had overlooked.
I didn’t even fully realize it myself at the time: I had real, transferable skills. I had been running a mini business within a business the whole time. I was client-facing, understood time management, problem-solving, communication, and how to operate under pressure, all while building a loyal book of clients and maintaining quality standards day in and day out.
And you know what? That translated into being a rock-solid paralegal. In fact, I ended up staying at that firm for nearly 20 years, further developing my skills, learning new skills, expanding my experience, using those multifaceted skills and varied experience to develop others through training and leadership roles.
Ultimately, I firmly established my place in the world of legal operations. And I did it with very little "experience."
Here's why you should pay attention to my story.
Inexperienced candidates can often be overlooked because their skills don’t fit into a legal mold or the traditional requirements outlined in job descriptions. This means that many talented individuals with potential are passed over simply because they don’t check all the standard boxes.
Let’s break this theory down a bit further and explore why experience isn’t the sole predictor of success. Sometimes, transferable skills, fresh perspectives, and a willingness to learn can bring just as much, if not more, value to a role. While some roles are best suited for an experienced hire, inexperienced but skilled candidates could be the best choice for others. Weighing and understanding the pros and challenges of experienced vs. non-experienced applicants is always an important step in the evaluation process.
| Experienced | Non-Experienced | |
|---|---|---|
| Pros | » Has a grasp of legal concepts » Can navigate legal processes and systems » May expedite case timelines » Reduced training time and resources needed | » Eager to learn and adapt to a new environment » Moldable to firm process, procedure, and culture » Often lower salary expectations » Highly motivated to prove themselves |
| Challenges | » Higher salary demand » Extent of experience may not reflect actual performance » May be set in their ways, resistant to adhering to firm protocols » Potential overqualification for certain roles, leading to low job satisfaction | » Requires longer onboarding and training » Learning curves can vary from person to person » Expect initial mistakes; oversight and strong mentorship are essential |
Yes, hiring experienced staff can bring quick wins. But inexperienced hires, especially those from outside the legal field, can become some of your most valuable team members if you're willing to invest in them.
It’s tempting to chase experience to “get someone in and running” with little disruption. Because of this, transferable skills are often overlooked when reviewing resumes from non-experienced applicants, especially those coming from industries like restaurants or retail. It's easy to dismiss a server, cashier, or retail representative because their job title doesn’t scream “legal,” but many of these roles demand the same core competencies we value in law firms. If you think about it, restaurant staff manage high volumes, adapt to constant change, juggle multiple priorities, and deliver a memorable client experience under pressure. Retail employees handle conflict resolution, time management, and maintain professionalism with every type of customer. When you look beyond the job title and into the daily realities of these roles, you’ll often find very highly capable individuals.
As a nail tech, I developed crucial skills that matched those required of the paralegal role I was hired into. I didn’t know at the time how to leverage this experience in relation to the position I was applying for. I didn’t even know the full scope of what the paralegal role entailed, so how could I? Once I figured it out, though, it opened my mind to the untapped potential that’s out there. Here are some examples of highly transferable skills I gained as a nail tech and how they prepared me for the legal industry.
• Client Experience & Communication:
As a nail technician, you spend every appointment building relationships. You learn to read people: when to chat, when to listen, and how to make someone feel at ease. You're not just providing a service; you're creating an experience that brings clients back again and again. Similarly, in a law firm, clients are often navigating a very stressful time in their lives. The ability to communicate clearly, listen actively, and show empathy translates directly. Whether you're updating a client on their case status or walking them through paperwork, creating that same sense of trust and connection is key to a positive legal experience.
• Time Management:
Salon life runs on tight schedules. You’re managing 30-60 minute appointments, back-to-back, all day long. Running late can throw off your entire day, and potentially your coworkers' too. You must be efficient without sacrificing quality. In our legal world, deadlines are non-negotiable, whether it’s a statute of limitations, a discovery deadline, or a court date. You’re constantly juggling priorities, staying on schedule, and managing workflow so nothing falls through the cracks. That fast-paced salon rhythm was the perfect prep for law firm hustle.
• Adaptability:
In the salon, no two days are the same. A client may show up demanding a full set when they booked a quick polish change, someone might cancel at the last minute, and trust me, you never want your UV lamp to break mid-service. You learn to adjust on the fly, keep a calm demeanor, and pivot without missing a beat. Law firms are just as unpredictable. Client needs shift, opposing counsel throws curveballs, and priorities change in a flash. Being comfortable with constant change while staying productive through it is a huge asset.
• Problem Solving:
There’s a science to nails, and sometimes clients present issues that require on-the-spot innovation. Maybe someone has a product allergy or medical condition that increases their risk of complications, or they can’t climb the stairs to where your nail table is located. You’re responsible for finding and providing solutions. That same mentality applies in a paralegal role. Whether it’s tracking down a missing medical record, coordinating service of process on a deadline, or working with a client who doesn’t have email access, you’re finding creative solutions daily. The salon taught me how to think on my feet and stay calm under pressure, which are skills I use constantly in legal operations.
Breaking into a new field can often feel like an impossible loop… every opportunity requires prior experience, yet gaining that experience requires someone to give you the chance. For many professionals looking to transition careers or enter a specialized industry like legal operations, this conundrum is all too familiar. Here’s the difference that matters: Skills vs. Experience.
Without skill, experience may not result in the outcome you are seeking. Someone with solid skills and no experience can become your MVP, especially when they’ve been building those skills in other roles.
So, when you’re hiring, ask yourself:
The next time you're staring at two resumes… one filled with law firm buzzwords and polished credentials, the other with something unconventional like “Nail Technician” or “Retail Representative,” take a moment to pause before making your pick. Sure, the first candidate might have the immediate experience you’re looking for, but the underdog? They might not check every box today, but with the right encouragement and support, they could be the one who builds the next level of your firm’s future.
Take it from me. I started out as a nail technician, perfecting manicures and honing my attention to detail. (And yes, my nails are still amazing, by the way.) But what I also had (and was lucky enough to have recognized) was untapped potential. With someone willing to invest in me, I went on to contribute far beyond what anyone might have expected. Sometimes the best candidates are simply the ones who need a chance to shine.
