SJP’s July 2025 Interim Lawyer pulse
SJP has observed significant shifts in the interim legal market through July 2025, with evolving client priorities and competitive pressures shaping hiring behaviours across sectors.
1 Surge in Paternity Leave Cover Demand
A notable uptick in paternity leave cover has emerged across our tech, pharma, financial services, and industrials clients. This demand has not only intensified but also led to a trend of longer interim cover periods, with many roles being scoped and advertised for 12 to 16 months to ensure continuity and knowledge retention.
2 In-Demand Legal Expertise
The scope of interim legal needs has been diverse, spanning multiple specialisms:
Privacy
Corporate
Payments
Product
Asset Management
Commercial
The PQE range in demand is typically between 7 and 14 years, indicating a strong preference for experienced lawyers who can quickly integrate and operate autonomously in high-functioning in-house teams.
3 Intensifying Competition & Rate Shifts
Competition among clients, especially those within overlapping industry verticals, has led to a rise in market rates for high-calibre interims. Top-tier candidates with multiple active processes or offers are commanding premium rates, reflecting a more candidate-led interim market.
4 Cost Efficiency as a Strategic Lever
Budget pressures continue to affect traditional legal service providers and law firms. SJP’s model has proven to be a cost-effective alternative, with clients reporting 15–25% savings on interim legal spend compared to legacy providers. This pricing differential is driving further client adoption of the SJP platform.
5 Compressed Timelines & Rapid Turnarounds
An increase in time-sensitive requests has been observed, driven by tight handover periods and sudden resourcing gaps. SJP has facilitated several successful placements within the same week of initial client contact, underscoring the agility and responsiveness of our platform and talent pool.
6 Strategic Project Resource Planning
We’re seeing the early stages of speculative M&A interim resourcing, particularly among clients preparing for scale-up initiatives or structural disposals. Some of these requests relate to interim support for anticipated headcount reallocations, reflecting a proactive approach to resourcing in dynamic business conditions.
Conclusion
SJP remains at the forefront of interim legal hiring, offering clients an agile, cost-effective solution while helping lawyers access engaging, high-impact assignments. As client needs continue to evolve, particularly around leave cover, strategic projects, and budget-conscious resourcing, we expect these trends to accelerate through H2 2025.