How long should you have to consider a job offer? Helping lawyer candidates and clients find the right balance.

In the fast-paced world of financial services, the period between offering and accepting a job offer can be full of tension. In-house legal teams often anticipate swift decisions, while legal candidates may need time to deliberate. Understanding both perspectives is crucial for a smooth and respectful recruitment process, which hopefully ends with a hire.

The employer’s perspective – the need for prompt decisions

From an employer’s standpoint, a prompt response to a job offer is often essential. Delays can obstruct project timelines and affect existing and future team dynamics. In the legal industry where talent is in high demand, prolonged decision-making can result in losing a second choice candidate to a competitor. Headcount can also be at risk of being pulled when too much time is wasted. So often, hiring processes that should be straight forward have already been subject to huge delays. Legal managers who are relieved to have finally got to offer stage may well be frustrated by any further delays at this point, especially when they have been led to believe the candidate will accept. When an offer is made, it is personal. The employer likes the applicant, and wants to work with them and thinks they are a good fit. Whilst we all work for money and everyone understands that an offer is commercial transaction, the main reason people stay in (as well as leave) jobs is the people, and feelings cannot be ignored when an offer is not immediately accepted.

The candidate’s perspective – making an informed choice

Recognising that candidates may have multiple offers or personal considerations is essential. Moving in-house from private practice is an important career move for a lawyer accepting a new job offer. It’s reasonable to request time to evaluate the offer thoroughly. This time allows for assessing the alignment of the role with long-term goals, the company’s culture with the candidate’s values, and time to confer with family and consider personal circumstances. With hiring processes taking longer than ever, lawyers often have to wait a long time for feedback on their CVs, for interviews to be arranged, and for approvals and the process to complete. To be asked to make an instant decision when one has waited so long can often feel uncomfortable and pressurising. Having the space to be certain is reassuring.

When a lawyer has got as far as final stage for more than one position, it is highly likely that they are keen on both roles and that there strong positives for each option. Candidates will not want to withdraw from one position to accept another so close to the end without having the opportunity to compare packages.

While it’s acceptable to take time, and unreasonable for employers not to allow some time, candidates should clearly communicate their intentions throughout the process. Nothing needs to be shared that would jeopardise any offer, but employers do not like to feel misled or to be thrown a curve ball at the final hurdle. Expressing passion for the role, while requesting a specific timeframe to decide can reassure employers of genuine interest. Typically, a 24 to 48-hour window is standard to verbally accept, but this can usually be increased up to a week depending on the situation and the role’s seniority and complexity. Closer to 2 weeks? I would expect employers to have concerns.

Best practice for employers and candidates

For Employers

• Set clear expectations. When extending an offer, specify the timeframe within which you would like a response.
• Enquire (and be understanding) about the candidate’s other recruitment processes, their personal situation, and the state of the market.
• Use it as an opportunity to get feedback on the process.
• Maintain clear communication. Regularly check in with the recruitment consultant candidates during their decision-making period to address any concerns or questions.
• Be prepared for negotiations. Understand that candidates may have questions or make counteroffers and be ready to engage in constructive discussions.
• Asking for an improvement in the offer shows that they are commercial, a skill that you will benefit from if the work for your company.
• Giving them more space to make the informed decision means they will make the right decision, will stay with you longer. and be a happier employee.

For Candidates

• Keep the recruiter informed during the process so that other offers, high salary expectations, and any extra time required to decide doesn’t come as a surprise at the end.
• Communicate promptly. Acknowledge receipt of the offer and express appreciation.
• Be transparent. If you are considering other opportunities, it’s courteous to inform the employer, without divulging excessive detail.
• Avoid premature acceptance. Only accept an offer when you are confident in your decision. Retracting an acceptance can damage professional relationships. 
• Offers aren’t legally binding until a contract is signed, adding further nuance to how decisions should be managed, but you should only be looking to negotiate or withdraw at this stage if there is something concerning in the contract.

Balancing the urgency to fill positions with candidates’ need for deliberation is key to successfully managing the recruitment process. Clear communication, mutual respect, and understanding of each other’s positions can lead to successful outcomes for employers and candidates.

For legal professionals and HR teams in financial services, a collective approach helps ensure the best decisions are made for everyone involved. Employers can express the urgency of their needs, whilst still allowing reasonable time for candidates to decide, which demonstrates respect and promotes goodwill.

Jul 2025