Hiring great legal talent is just the first step, retaining great legal talent is the hallmark of a great firm. If you’re not thinking about retention from day one, you’re falling behind.

Firms spend a lot of time and money recruiting the right attorneys, but oftentimes, the energy stops once the offer is accepted. The result is that the new hire feels unsupported, unsure, and in some cases, they start looking elsewhere before they’ve even gotten settled into their new office.

Retention isn’t just about raises, titles, or special treatment, it starts with how people are welcomed and set up for success from the very beginning. The first few months on the job are critical times where new associates and lateral hires are figuring out how the firm works, where they fit in, and whether this place feels right for them. That’s why smart firms are rethinking their onboarding processes. They’re assigning mentors, providing clear expectations, and giving new hires the context they need to hit the ground running. It’s more than logistics, it’s about making a real connection.

Feedback also plays a huge role. A quick “you’re doing great” or a short checkin can make a big difference. It shows that the firm cares, that leadership is paying attention, and that the new hire isn’t just another name on a spreadsheet.

Don’t underestimate how early career development matters. People want to know where they’re headed and how they’ll get there. Whether it’s sharing a path to partnership or offering training opportunities, early conversations about growth help lawyers feel invested and stick around.

Retention doesn’t happen by accident. It’s built through consistent effort, thoughtful structure, and genuine connection.

If your firm is focused on building a strong team and success for the long run, start thinking about retention before the ink dries on the offer letter. Remembering that life is relational is how you turn great hires into future leaders.