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By
Simon Taylor (13/03/2025)
The competition for talent in client value and operations roles within law firms remains intense. Demand for professionals in Legal Project Management (LPM), Pricing, Practice Management, Finance, Data, and Innovation continues to rise, outpacing supply and sustaining high salary levels.
In 2024, we saw significant movement in the market, including internal promotions and lateral transitions to new firms. Given this backdrop, talent attraction and retention within legal business services remains a top priority for firms.
We can count on one hand the number of US law firms who are considering reducing the number of operational staff in their firm, with the vast majority looking to maintain or grow their specialist divisions. This is obviously the key competition driver.
A constraint in the sector is the preference for candidates with prior legal experience, which limits the available talent pool and further increases the value of existing professionals. Unless law firms adopt a more long-term strategy by diversifying hiring channels and considering candidates from adjacent industries, the current talent shortage is unlikely to improve.
Counteroffers remain prevalent in the sector, (though we have seen less than in the previous 12 months). While counteroffers may serve as a temporary solution to talent shortages, they rarely provide long-term stability. Some firms must develop proactive retention strategies, such as enhancing career development opportunities, offering more structured salary progression, and improving workplace flexibility.
Salary ranges for legal business services professionals vary significantly by region. For example, firms hiring in New York and San Francisco face significantly higher salary expectations than those in cities such as Atlanta or Houston. Remote work has expanded access to a wider talent pool, but firms must balance this against the increasing preference among law firms for in-office collaboration. Additionally, firms that successfully leverage remote and hybrid work models can tap into broader talent markets while controlling salary costs.
Below is a snapshot of current salary levels for client value and operations roles in law firms, represented in USD to align with our primary market focus. These ranges are rounded and sit between the 5th and 95th percentiles recorded by Boston Hale over the last 12 months.
We understand that some of these ranges are very broad, so on their own not particularly insightful, please reach out to our US team who will be very happy to give you more nuanced guidance on individual positions.
Legal Pricing
| Pricing Director | $250,000 - $400,000 |
| Senior Pricing Manager | $180,000 - $235,000 |
| Pricing Manager | $150,000 - $180,000 |
| Senior Pricing Analyst | $100,000 - $140,000 |
| Pricing Analyst | $80,000 - $100,000 |
Legal Project Management (LPM)
| Director & Head of LPM | $240,000 - $350,000 |
| Senior Legal Project Manager | $175,000 - $225,000 |
| Legal Project Manager | $130,000 - $175,000 |
| LPM Analyst | $90,000 - $135,000 |
Legal Practice Management
| Director of Practice Management | $250,000 - $400,000 |
| Senior Practice Manager | $180,000 - $260,000 |
| Practice Manager | $130,000 - $180,000 |
Chief Value Officer
| Chief Value Officer (CVO) | $300,000 - $575,000 |
Financial Planning & Analysis (FP&A) and Reporting
| Chief Financial Officer (CFO) | $400,000 - $800,000 |
| Chief FP&A Officer | $350,000 - $600,000 |
| Director of FP&A and Reporting | $250,000 - $300,000 |
| Senior Manager - FP&A and Reporting | $175,000 - $250,000 |
| Manager - FP&A and Reporting | $150,000 - $190,000 |
Data & Technology
| Chief Technology Officer (CTO) | $320,000 - $520,000 |
| Chief Information Officer (CIO) | $320,000 - $520,000 |
| Chief Data Officer (CDO) | $300,000 - $420,000 |
| Director of Analytics & Insight | $200,000 - $325,000 |
| Data Engineer | $150,000 - $230,000 |
| Data Analyst | $120,000 - $170,000 |
Innovation & Knowledge Management
| Chief Innovation Officer | $432,000 - $460,000 |
| Director of Innovation | $220,000 - $400,000 |
Chief Operating Officer
| Chief Operating Officer (COO) | $400,000 - $760,000 |
Salary levels have continued to rise steadily over the past year, with no signs of slowing. To remain competitive, firms must focus not only on salary but also on the entire employee value proposition (EVP), including benefits, culture, and work environment. We have had experience in the last 12 months of poorly explained benefits negatively affecting the recruitment process; a well laid out benefits guide can make a big difference in simplifying a recruitment process.
There is constant pressure to enhance profitability while meeting client demands for cost transparency and strategic insights. The shift away from hourly billing models to alternative fee arrangements (AFAs) has further emphasized the need for robust pricing and project management functions. However, we note that these arrangements still represent a minority of most firms' fees.
Without strong commercial and operational skills, firms risk inefficiencies in matter delivery, potentially losing clients to competitors with established LPM departments. As the legal industry continues to evolve, client value and operations teams are becoming instrumental in driving business growth and efficiency.
The increased use of data analytics and emerging technologies, such as AI, is also shaping the sector. Firms that leverage data effectively are improving decision-making, optimizing pricing strategies, and enhancing client service delivery.
With AI adoption accelerating, law firms are actively seeking ways to enhance efficiency, profitability, and innovation. A recent survey by The Legal Value Network found that 75% (it surprised us this was so low) of professionals in the client value space expect generative AI to be widely adopted by law firms in the coming years. AI will likely redefine the skill sets required in legal business services, increasing demand for professionals with expertise in automation, data science, and legal tech solutions.
As client expectations for data-driven insights grow, firms are investing heavily in data analytics and legal technology talent. The demand for professionals in these areas is expected to increase significantly, further tightening the talent market.
Traditionally, law firms have recruited for legal business services roles exclusively from within the legal community. However, industries with comparable business models—where pricing strategies, project management, and analytics are long-established—offer a valuable alternative. Professionals from these sectors bring robust expertise in technology, data analytics, and financial modelling, skills that are increasingly essential in the modern legal environment.
By tapping into a broader talent pool, law firms can access fresh perspectives and innovative approaches. While integrating professionals from non-legal backgrounds can provide a competitive edge, it also introduces potential challenges. Our experience shows that lateral hires from these sectors have successfully transitioned into leadership roles and entry-level positions. However, there remains a cautious sentiment among mid-level and senior professionals regarding the longer ‘bedding-in’ period required for external hires to fully adapt to the legal industry’s unique demands.
We understand, and deal with daily, the reluctance of law firms recruiting from these adjacent industries and investing in legal training for such hires. There is certainly some upfront risk and time getting these hires up to speed. But we will continue to suggest this as a possible approach that would not only alleviate the increasing bottleneck but also create a broader, more sustainable talent pipeline.
As the legal pricing and legal project management (LPM) market reaches full maturity, firms are experimenting with innovative strategies to maximize team effectiveness. Many Firms have engaged in discussions with us about striking the right balance between pricing and LPM functions. Looking forward, we expect these roles to evolve significantly over the next few years. We are likely to see more hybrid positions that merge elements of both so, while the functions will remain distinct, responsibilities might not always fit into separate roles.
Boston Hale has extensively mapped the global legal client value and strategic operations talent market. Our network spans mid-level to C Suite positions, and we are continuously expanding our reach.
We are available to provide market insights and assist in recruiting professionals across LPM, Pricing/Value, Practice Management, Finance, Technology, Data, and Innovation roles in the U.S., Europe, and APAC regions.
If you would like to discuss the latest hiring trends or explore how we can support your firm’s talent strategy, please get in touch with Simon Taylor and his team.
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