Supporting The Changing Role of a Practice Manager in Legal Firms

At Boston Hale, we have noticed a significant change in our client’s requirements for the role of a practice manager. Once focused mainly on administrative oversight, practice managers now play a much more strategic role, centred on managing change, mitigating risk and steering the growth of law firms. 64% of law firms now say that they are focused more on business development and client management. Their new importance for organisational success, means that having the right people in place in practice management roles is more important than ever.

Here, we explore how the role of a practice manager has expanded, and how Boston Hale provides crucial support for firms to identify and recruit exceptional professionals to fill these highly specialised positions.

The Expanding Scope of Legal Practice Management

Every law firm is unique, and the role of a practice manager varies by practice area. Whether it’s environmental, energy, or arbitration, each area has distinct complexities, client demands, and strategic priorities, requiring tailored expertise for effective management.

However, as we’ve seen in the market, the role of a practice manager has become more deeply involved with strategy, the skills and expertise required has become even more specialist and can be very different depending on the goals, challenges and outlook present in your industry.

While some firms emphasise finance and analytics skills in practice management roles, others prioritise marketing, business development, knowledge management, legal project management (LPM), or pricing. There has also been an increase in demand for practice managers with specific experience in change management and risk mitigation. 

New technologies and shifting market conditions force firms to refine services and operations to stay competitive and improve client experience. For major firms the costs of implementing new technologies like AI to improve client experiences and speed up processes can be costly, particularly if they make poor decisions during implementation. Practice managers oversee these transitions, helping introduce new technology, improve workflows, and reorganise teams while keeping long-term objectives in focus. Strong stakeholder engagement and team support help prevent disruption. Without a capable leader guiding these shifts, firms risk inefficiency, misalignment, and resistance to change.

With legal practices under increasing regulatory scrutiny and heightened reputational risk, the role of a practice manager has become essential in maintaining firm stability. Effective risk management requires practice managers to take a proactive approach to compliance, data security, and financial integrity. A skilled practice manager anticipates potential risks and develops mitigation strategies before issues arise. Their ability to assess vulnerabilities, implement controls, and prepare response strategies ensures that organisations navigate challenges without compromising their core operations.

Finding the Right Legal Practice Managers

Given all this, a one-size-fits-all job description for the role of a practice manager, simply does not work. The structure and focus of the role will depend on the size of the firm, the specific practice areas being managed, and the overall strategic objectives. Successful candidates need a strong understanding of the legal sector they operate in, enabling them to manage the practice effectively and support the firm’s broader goals. Because of this overly broad or excessively narrow job descriptions can lead to high volumes of unqualified applications or an unrealistic candidate search.

This is where an experienced recruiter like Boston Hale can help. Our approach to practice management ensures that you attract candidates who meet your organisation’s specific needs while remaining flexible enough to grow into the role.

• Consultation Around the Job Specification
  One of the biggest challenges in recruiting for the role of a practice manager is defining the job specification accurately. Often job descriptions list generic requirements that result in an overwhelming number of applications, creating a time-consuming screening process. Others create specifications so rigid that finding a candidate who meets all criteria is nearly impossible. We work closely with you to refine your job specification, so that it strikes the right balance. We consult with your internal team to identify the key skills and knowledge required for success in the role while allowing for flexibility in areas where candidates can develop expertise.
   
• Prioritising Relevant Experience Over Rigid Checklists
  Successful practice management relies on finding a professional who understands the legal industry and its nuances. While some practice managers come from a legal background, having worked as associates or attorneys before transitioning into management, others bring expertise in finance, pricing, or operations. The key is to assess whether a candidate has the core competencies needed to oversee the specific practice areas in question.
  
  Rather than focusing solely on rigid qualifications, we evaluate candidates based on their ability to:
  • Navigate and manage specific legal practice areas effectively
  • Lead change management initiatives
  • Implement risk management for your legal function
  • Manage stakeholders across different functions
  • Contribute to firm-wide growth strategies
  
  By taking a holistic approach, we ensure that you secure the best candidate for your unique needs.
   

• Flexibility in Candidate Selection
  Many firms hesitate to consider candidates for the role of a practice manager who do not meet every item on their initial list of must-haves. While technical skills and area expertise are critical, leadership ability, adaptability, and strategic vision often matter just as much, if not more. We work with you to challenge conventional hiring biases, ensuring you do not overlook candidates who may lack one specific skill but excel in leadership and decision-making. In cases where a candidate has a gap in technical expertise, we help you assess whether that skill can be developed on the job or supplemented by existing team members.

Hiring a legal practice manager in the US? Boston Hale’s 2025 Salary Guide can help you understand the hiring landscape for LPM and other client value roles.

Why Work with Boston Hale?

As the role of a practice manager continues to develop, it’s important that you take a more strategic approach to hiring. The best candidates will not only fulfil your immediate operational needs but also drive long-term success.  

Finding the right candidate requires a nuanced approach to recruitment, one that balances industry knowledge, leadership ability, and adaptability.

Boston Hale’s understanding of evolving Practice Management roles enables us to:

• Customise job specifications that accurately reflect firm needs and gain maximum reach
• Screen candidates effectively, reducing the burden on internal teams
• Push back on rigid hiring requirements that limit access to strong candidates
• Provide access to a network of top-tier professionals across the legal industry

We make sure that every placement is a strategic decision, helping you identify and secure practice managers who will drive efficiency, innovation, and growth. 

Discover how we helped one US client connect with a legal project manager who added value to their nationwide practice. 

Boston Hale specialises in helping organisations recruit for mid to C-level, interim and permanent roles across legal business services.

For expert advice on navigating the recruitment landscape, Boston Hale is here to help. Contact us today to find out how we can support your hiring needs and set your organisation up for success.