The Internal Mobility Gap in Legal Careers

One of the most overlooked career levers in law is internal mobility. In-house legal teams are often siloed, litigation in one corner, compliance in another, M&A over there. But forward-looking companies are starting to connect the dots.

Lawyers who can transition internally, say from regulatory to commercial, or from a corporate team into ESG, are proving their value in new ways. They bring institutional knowledge, lower onboarding friction, and signal long-term loyalty.

The challenge is, most lawyers don’t know how to initiate those moves. And most companies don’t make the pathways visible. Internal openings are rarely promoted in the same way external roles are. The result? Many talented lawyers leave, assuming they’ve hit a ceiling.

From a cultural standpoint, internal mobility can shift how legal departments think about retention. Instead of focusing solely on pay or title, it becomes about long-term growth and skills development. It keeps legal talent engaged, and prevents stagnation. It also allows for professional growth, the best GCs come from broader backgrounds with a variety of exposure.

Recruiters have a role here too. By helping organisations build structured internal mobility programs, or coaching candidates to frame internal moves as growth, they become more than matchmakers - they become architects of career strategy.

Some firms are beginning to treat internal mobility as part of talent planning, even integrating mobility reviews into annual appraisals. Others still resist, worrying about losing productivity during transitions.

But the payoff is clear: a lawyer who knows the business deeply, who’s gained credibility across functions, and who’s chosen to stay, is a lawyer worth investing in.

Takeaways:

• Internal mobility boosts retention, engagement, and institutional knowledge.

• Firms should make pathways visible and supported.

• Recruiters who support internal growth add long-term value and insight.