If you’ve read the legal press over the past few months and been in to visit law firms, one theme keeps appearing…

2026 has started much stronger than many expected.

Transactional leaders are talking about deep pipelines. Large scale deals are back in a meaningful way, particularly in corporate. There has been a clear uptick in high value M&A and financing mandates compared to the more hesitant tone we saw over the last couple of years.

At the same time, Partner moves across the London market remains nothing short of exceptional. Data from leading trackers show the last 18 months have produced record movement with firms hiring hundreds of lateral partners. In 2025 partner moves across London topped well over 600 hires, beating previous records and underlining how intense the battle for senior legal talent has become.

US firms continue to lead the charge, regularly raiding competitors in London and using aggressive compensation to secure market leaders. Names showing up consistently in hiring rounds include Sullivan & Cromwell adding senior private capital and restructuring partners from established City boutiques, Jones Day continuing to build its energy and infrastructure bench with specialist lateral partners, and Simmons & Simmons kicking off 2026 with a significant intake across disputes, tax, corporate and structured finance.

Alongside those, UK and European firms such as Browne Jacobson have been making strategic senior hires to build real estate, data, privacy and cybersecurity practices.

Some US firms like Milbank have taken a leaner approach to 2026 in regard to promotions, highlighting that despite the market being busy not every strategy is the same. All of this activity follows an already sustained run of record partner churn in 2025 with firms like DLA Piper, Ashurst, White & Case and Paul Hastings reporting double digit lateral partner movement either coming in or moving on. The scale of senior movement right now is one of the most tangible pieces of evidence that firms are not just replacing headcount, but growing ambitiously and competing for the biggest players.

When that level of capital is deployed at partner level, it has a knock-on effect. Associate hiring follows.

Right now, it is busy. Especially at mid-level to senior associate where US firms in particular have shifted from exclusively headline partner moves to building deeper mid-level bench strength with genuine progression tracks available. Strong mid and senior associates with deal and client exposure in the London market are getting the best traction. Firms want people who can handle clients, run transactions, manage pressure and contribute commercially from day one. Processes are moving fast and offers competitive. But that also means counteroffers are back with force.

This is unequivocally a candidate’s market.

If your experience is solid and you can articulate your deal sheet clearly, you have leverage. Firms are motivated and their plans clear. Compensation conversations are strong for the right people, and progression conversations are more open than they have been in several cycles.

So what does this mean going forward through the rest of 2026?

Partner hiring will continue to shape the market. The first half of the year has already set new benchmarks for lateral movement and firms remain publicly committed to growth plays in private equity/M&A, finance, real estate and energy & infrastructure.

Mid-level and senior associate demand is not slowing. As US firms continue to solidify London benches and UK firms respond, growth is broadening below partner level.

Importantly, that shift makes 2026 uniquely rich in opportunities for lawyers with 3-8 years’ experience to leverage themselves up to the next level.

To candidates, culture, fit and strategy matter more than ever. With so many firms competing for the same candidate pool, retention conversations are focused less on headline salary and more on clarity of role, team stability and the quality of work in the pipeline, as well as the track for progression.

The window this year is clear. Candidates have some very strong options. Firms know it and are acting with urgency. If you want to make the most of this market, be deliberate about where you invest your time and conversations and strike whilst the iron is hot.