Am Law 200 firm

Successful hiring for Innovation, AI and Technology roles within US law firms

Boston Hale is being asked to secure a rising number of Innovation, AI & Technology roles for law firms across the USA. Mid - senior roles in this space are increasingly being seen as essential for firms striving for competitive advantage. With a remit to deploy AI and tech to reduce costs, enhance efficiencies and improve profitability, the role sits between practising lawyers, operation and technology.

As each law firm’s practices, structure, size and client base is different, so is the exact requirement of the Innovation professionals we are mandated on. Because of this, it’s impossible to simply draw from a general list of candidates and slot them from one role into another. Each role requires a unique blend of skills and attributes, uncovered through detailed initial consultancy that shapes the recruitment strategy for that search.

This case study draws on one of our recent mandates and highlights the approach we take, demonstrating how we deliver outstanding candidates in a tight market where demand outstrips supply.

Case-study - US Law Firm Search Recruitment: Innovation and AI position

Summary

In early October 2025, we were mandated to recruit an Innovation Manager for an Am Law 200 firm operating across fourteen regional offices in eight states. This was a complex hire with a highly niche talent pool, including a requirement for the candidate to hold a Juris Doctor (JD) and have prior practice experience.

Following our consultancy-led process, we quickly developed a profile of the ideal candidate which ensured the role was properly defined before candidate outreach began. We successfully placed the role by the first week of November, with the candidate starting in December 2025.

Our approach: Initial Consultancy

This hire was led by David Pynor – Head of Data & Technology - who leads hiring for legal Innovation & AI roles. David’s approach is to prioritise time with the client and the firm at the beginning of the process, getting under the skin of the role, challenging accepted thinking and common biases and building up a deep understanding of the unique aspects of the brief.

Rather than creating a candidate profile based on the title of the role, David looked at what outcomes were required by the firm. He assessed how the role would operate internally, key stakeholder relationships, priorities, deliverables and a definition of success for the role.

Role definition

After the initial consultancy, David worked on a detailed candidate specification, piecing together a profile of the ideal candidate and turning that into a job specification. This was a particularly interesting position requiring technical skills and the ability to drive change with real experience of practicing law. Someone with that deeper level of understanding and credibility around workflows and process that only comes with having lived it.

The dual nature of the position meant that the candidate pool was inevitably very niche. Holding a Juris Doctor (JD) with previous experience as a practicing attorney was essential to their ability to drive change credibly with lawyers and translate legal work into practical technology and process improvements.

In addition, they would need proven exposure to technology implementation and adoption. Project delivery, change management, business analysis all featured in the skill set. They would need to collaborate with many different teams within the firm, working with tech teams on solutions, oversea implementation and drive adoption, bringing a diverse population of stakeholders on the transformation journey.

Candidate sourcing and evaluation

After the first phase discussions, our client was keen to look beyond a traditional candidate pool drawn purely from similar law firms to talent outside the sector. Sourcing from big four consultancies and internal legal teams allowed David and his team to expand the talent pool and helped surface candidates who could bring fresh thinking into a law firm environment.

We work via outreach rather than relying on inbound applications, carrying out detailed research before initiating contact. Through market mapping, David identified and engaged with suitable profiles to understand their drivers, motivators and aspirations. Candidates are evaluated across a range of criteria, from location and environment to skills, experience, mindset and future potential.

Recruitment process management

In this example, we identified and engaged with 156 candidates within the first two weeks following initial consultancy, taking six forward to the interview process. The CIO leading the search was time-poor but wanted to complete the hire quickly, so it was important to him that interviews were productive and efficient. David managed communication and meetings effectively, according to the CIOs style and preferences, and worked behind the scenes to deliver a smooth process.

At final shortlist stage, we partnered closely with candidates to maximise offer acceptance, helping to design a tailored package and manage negotiations on compensation and job title.

The result: Delivery of Innovation & AI Lawyer position

From receiving the mandate at the end of October 2025, it took David and his team around four weeks to complete the hire, an outstanding result for such a niche role. He is in regular touch with the CIO and the new hire to track progress post-hire. Fit between candidate and law firm is good, relationships are being built across the law firm and their work is already having a positive impact on the firm.

The Boston Hale difference

Innovation roles in law firms are rarely “one size fits all.” The same title can mean very different things depending on the firm’s maturity, leadership expectations, and internal structure. Our value lies in how we unpick those differences and build a search strategy around what the role really requires.

We also understand that successful innovation hires need more than technical knowledge. They need credibility with fee-earners, the ability to influence without formal authority, and the resilience to drive adoption in environments where change can be slow and stakeholder pressure is high. This understanding shapes how we assess candidates, how we position roles, and how we tailor the outreach strategy for each search.

Because we are embedded in the legal innovation and technology sector, we have a strong network across law firms, consultancies and adjacent industries, allowing us to quickly identify and engage with the right people for highly specific briefs.

If you are hiring for Innovation, AI, Legal Tech, Data & Transformation roles within a law firm and want a recruitment partner who can move quickly with precision, get in touch with David.

If you are a practicing or former attorney working in innovation or legal technology and would like to join our network, we’d love to hear from you. Contact David Pynor for an initial discussion.

Looking for Legal Client Value talent?

Alongside Data, Innovation, AI and Legal Tech, we also partner with law firms in the USA across a range of client value roles, including Pricing, LPM, Legal Operations and Practice Management, where we have worked on mandates ranging from critical single hires to building teams with multiple hires. Hiring for these roles is led by Simon Taylor, who will be happy to have a discussion, whether you're hiring or looking to change role.

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