Should law firms hire for potential or experience in Risk & Compliance?
The short answer
Law firms should hire for potential at junior and developing levels, and for experience where judgement, accountability or technical risk is high.
The right balance depends on role level and support structure.
When to hire for potential
Potential works where there is training, supervision, documented process and clear escalation.
It is often suitable for junior AML, conflicts, business acceptance or compliance support roles.
When experience is essential
Experience is essential where the role involves senior judgement, office-holder responsibility, complex AML, conflicts advisory work, claims, investigations or leadership.
Why balance matters
Hiring only experienced people increases salary pressure. Hiring only potential creates quality risk.
A layered team needs both.
Bottom line
Potential and experience both matter.
Use potential to build pipeline and experience to protect high-risk judgement.
Want to know more?
The ultimate guide to law firm risk and compliance hiring
How many interview stages should Risk & Compliance roles have?
How to assess judgement in Risk & Compliance interviews
How to compare two strong Risk & Compliance candidates
How to decide between interim and permanent Risk & Compliance hires
