Law firms facing a shortage of skilled professionals? With the right digital strategies, you can reach precisely the talent that truly suits your firm – efficiently and measurably.
Introduction
Finding good lawyers, specialists, or administrative professionals has become a strategic challenge. The era of traditional job advertisements in print or on general job portals is over – today, recruiting works where the target group actually is: on social media, via Google, or through targeted active sourcing.
But how do you reach suitable candidates precisely there – without costly wasted effort?
In this article, OMmatic shows you what modern law firm recruiting should look like in 2025 and why data-driven strategies are the key to success.
We offer you a free recruiting analysis for your law firm – individual, honest and with concrete recommendations for action.
The changing job market – and what that means for law firms
The legal job market has reversed: Previously, professionals applied to law firms – today, law firms apply to professionals.
The following are particularly affected:
- Legal assistant (ReFa)
- Lawyers with a first or second state examination
- Notary staff
- Assistant and administrative positions
The bottleneck is real – and law firms that are not visible, attractive and flexible quickly fall behind.
What candidates are really looking for today
Salary isn't the only deciding factor. Top candidates also look for:
- Work-life balance
- Home office options
- Appreciation & Working Environment
- Clear development prospects
- Modern workplaces (e.g., digital record keeping)
- Clear communication and quick feedback
Law firms today not only need to be legally convincing – but also score points as an employer brand.
The biggest mistakes in law firm recruiting
- Copy & paste job postings lacking personality
- No clear unique selling proposition (USP)
- Slow or bureaucratic application processes
- Applications only by post or PDF
- No targeted retargeting for interested candidates.
OMmatic shows you how to position yourself as a modern employer – without empty phrases, but with substance. Free and concrete.
Overview of digital recruiting channels
| channel | fitness | Example |
| Meta (Facebook/Instagram) | Broad target groups, strong regionally | Legal assistant, reception, administrative staff |
| TikTok | Younger target groups, trainees | Legal assistant training, trainee campaigns |
| LinkedIn/XING | Lawyers, HR professionals, trainee lawyers | Associate, lawyer, legal counsel |
| Google Ads | Active seekers | „"Job offers for lawyers in Cologne"“ |
| Careers page | Center of the application | Landing page with funnel & form |
Social recruiting via Meta, TikTok & Co.
Social recruiting means:
To actively engage suitable talent in their digital everyday lives – even if they are not actively searching.
Examples:
- „"Start your career as a legal assistant with us – with home office & secure workplace"“
- „"Are you looking for real teamwork? We're looking for you – Employment Law Lawyer (m/f/d)"“
- Recruiting videos, behind-the-scenes clips, short stories
With targeted social ads, you can generate applications from as little as €5–15 per lead – measurable, scalable, efficient.
LinkedIn & XING as platforms for skilled professionals
For highly qualified positions in the legal field, active recruiting on LinkedIn is worthwhile:
- Targeted approach to lawyers:
- Campaigns with application forms
- Combination of employer branding & performance
- Contact via Direct Messaging (InMail)
OMmatic supports you in building your presence – including active sourcing and advertising strategy.
Career landing pages, funnels & tracking
A key success factor: the application process itself.
He should:
- be short and mobile-friendly
- no registration or cover letter required
- Communicate transparently (benefits, tasks, team)
- Making conversions measurable (Google Tag Manager, Meta Pixel)
We can build you a professional career page including funnel, form, automation and tracking, upon request.
Best practices from successful law firms
- Large law firm from North Rhine-Westphalia: Recruiting 6 legal assistants in 3 months via Facebook
- Boutique law firm specializing in family law: TikTok video with 120,000 views, 8 qualified applications
- Business law firm in southern Germany: LinkedIn campaign to target associates with over 20 leads
- Law firm with multiple locations: Landing page with appointment booking function → 3 new employees in 8 weeks
Conclusion: Those who are not visible today will lose talent tomorrow.
The "war for talent" is a reality – especially in the legal sector. Law firms that want to grow in the long term, relieve the burden on existing teams, or develop new areas need modern recruiting strategies.
Let us show you what modern law firm recruiting looks like – data-driven, legally compliant, and tailored to your firm. The initial consultation is free.
FAQ: 10 frequently asked questions about recruiting for law firms
How long does it take to find suitable candidates via social recruiting?
Initial results are often visible after just a few days – provided there is proper planning.
Which positions are particularly well suited to being filled digitally?
Legal assistants, case workers, trainees, assistants and often also young lawyers.
Is this affordable for small law firms as well?
Yes. Relevant leads can be generated with as little as €800–1,500 per month.
Do I have to dance on TikTok for that?
No. Authentic, friendly insights into the team or office are perfectly sufficient.
How much does a complete recruiting campaign cost at OMmatic?
That depends on the scope – the initial consultation including strategy is always free.
How quickly will I receive applications?
Usually within 5-10 days – if the ad, funnel and target audience are right.
How can I measure whether the campaign is worthwhile?
Information on application numbers, application costs (CPL), interview and hiring rates.
What do you do differently than traditional recruitment agencies?
We create structures that work for you in the long term – and you keep all the leads.
Can I use OMmatic to build up a steady stream of applicants?
Yes – with strategic funnels, content planning and automated retargeting.
What's the best way to get started?
With a free consultation – we analyze your current situation and show you the next steps.