Artificial Intelligence and the Impact on In-House Legal Recruitment

In the legal recruitment world, where precision and trust are everything, the rise of AI and automation has stirred up a fundamental question: Are we enhancing our services with technology, or are we quietly replacing the very human elements that made recruitment a relationship-driven business in the first place?

At Fry & Brown, we have been in the game long enough to remember when LinkedIn first launched. Back then, together with our colleagues, we were quietly panicking that recruiters might become obsolete. But here we are, decades later, still thriving. Why? Because recruitment, especially in highly skilled and technical areas such as the legal and financial services sectors, is all about people. It is about understanding individual career ambitions, cultural fits, team dynamics, and so much more that algorithms cannot yet grasp.

That said, we are not technophobes. Quite the opposite. As a smaller, boutique firm, we rely heavily on technology to level the playing field with larger competitors. We use cutting-edge applicant tracking systems, AI-powered sourcing tools, and automated communications platforms to work smarter and faster. Technology helps us track down skilled lawyers more efficiently, deliver polished profiles, and manage logistics with ease. People often comment that we seem to have a bigger presence than the small firm that we are. We are constantly trialling new technology, assessing our competitors and joining groups and forums to keep retain the edge in this space. In recruitment, if you’re not on top of AI by now, you’re falling behind and we make sure that we’re not lagging on innovation which will enable us to stay at the top of our game and ahead of the competition.

But here is the thing: we are very selective about how we use technology.

AI can scan CVs, assess keywords, and send automated follow-ups, but it can’t understand when an applicant is hesitating for family reasons or when a client has subtle but crucial preferences for their next hire. A video CV might look sleek, but it won’t replace the nuance of a conversation where a lawyer opens up about what’s really important in their next role.

Our clients, whether they are large banks and insurance companies or boutique financiers, expect more from us. They want recruiters who really know the market, where to find the talent, and their business inside out. They come to us expecting that we’ve been quietly earmarking candidates for them long before the job spec lands. That is just not something that AI can replicate.

What is more, the overuse of technology can backfire. Imagine a lawyer receiving an automated rejection after an interview – no context and no feedback. Or worse, getting passed between multiple recruiters and systems, each dealing with one technical element of the process, with no context, consistency or explanation. The trust erodes. Relationships break down. And that lawyer won’t want to work to with the financial institution or agency again.

Compare that with a recruiter who has built a relationship with that person over years, who knows their motivations, who can have honest conversations at the offer stage – about money, flexibility, or timing – and who can guide both sides to a successful hire.

That is what Fry & Brown stands for. Yes, we have heavily invested in AI and the latest systems, but never at the cost of the personal touch. We built this company seven years ago specifically to break away from high-volume, transactional recruitment. We wanted to stay hands-on, to take every client meeting ourselves, to see the recruitment of a lawyer through to successful hire, and to never shy away from a phone call or difficult conversation.

AI isn’t the enemy for us, it’s a powerful tool. But like all tools, its value depends on how it’s used. At Fry & Brown we always use technology to enhance the human experience, not replace it.

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May 2025