It’s a privilege to co-host monthly Managing Partner forums with Foulger Underwood, a safe place for practice leaders to share experiences and learn from their peers. We are regularly joined by guest speakers, and it was great to hear from Scott Lavery recently who shared his current insights in the recruitment market, which are always a good indicator as to what’s happening in the sector.

In this article we summarise some of the key trends shared:

Resilience and Shifts in the Recruitment Market

Despite earlier concerns, the recruitment market has proved more resilient than expected, with many in the sector noting the feeling of “being busy” again. While activity is picking up across several key areas, structural and strategic shifts, particularly around graduate recruitment and employee retention, are shaping how firms navigate the remainder of the year.

Graduate Intake and Apprenticeship Funding Pressures

Following the government’s controversial plans to scrap high-level apprenticeship funding, this means the level 7 apprenticeship funding used by many firms training accountants, tax advisers and lawyers will now have to be completely paid by employers!

This is expected to have a direct impact on graduate intakes at larger firms, many of which are already planning reductions. To compensate, there’s likely to be a shift toward increased hiring of school leavers and more offshoring of resources. This change in talent pipelines may also push industry employers to broaden their recruitment strategies beyond traditional Big Four alumni, due to a reduced supply of newly qualified’s.

Changing Dynamics in Big Four Retention

Attrition rates in the Big Four have shifted dramatically, dropping from historic levels of around 26% to just 4%. While this means fewer open roles, a different kind of change is on the horizon as many staff on VISAs are nearing the end of their sponsorship periods. As they gain freedom to work for any employer in the UK, a wave of movement out of the Big Four is anticipated.

Private Equity and the Changing Nature of Practice

Private equity (PE) ownership of firms is influencing workplace culture, particularly at the Partner level. While some professionals are attracted to the potential for growth and faster progression—especially at Senior Manager and Director levels—others express concern. The traditional partnership model, often associated with a more personal and supportive environment, is giving way to a more corporate atmosphere where individuals may feel more like numbers than valued voices. This shift has led to an unprecedented number of partner-level moves.

Key to Attraction: Communication and Culture

Attracting top talent remains a priority, and communication is central to success. Firms that clearly articulate their strategy, show confidence in their future, and treat people well are faring better. Candidates are increasingly evaluating not just salary and benefits like annual leave, but also how firms present themselves culturally. Understanding and communicating the unique “sell” of your firm is more critical than ever.

Flexibility and Compensation Considerations

There’s a notable lack of clarity in the market regarding pay rates, and firms appear to be scaling back a little on flexible work arrangements. As hybrid work is often a given, candidates are placing greater emphasis on compensation and leave entitlements when making career decisions.

To find out more here is the Austin Rose Associates 2025 Salary Guide , which gives the latest salary insights and market trends.

If you’d like to discuss attraction and retention of your people, we’d be more than happy to have a chat and share what we are seeing, we can even help you with clarifying the “sell of your firm”, contact us at “hello@thegrogroup.com“