A 2025 Market Outlook published by BarkerGilmore LLC and shared with GRIP, presents the national executive search and talent advisory firm’s outlook for this new year, emphasizing the importance of soft skills at time of hire and legal departments’ ongoing commitment to diversity in the workplace.

Let’s take a deeper look.

Soft skills are key

The Outlook notes that traditional selection criteria for the General Counsel (GC) and chief compliance officer (CCO) role were traditionally based largely on a candidate’s law school, stature of the business where (s)he had served, and knowledge of pertinent laws and regulations.

That has shifted to a stronger emphasis on other skills, with CEOs and boards looking beyond legal credentials and requiring GC and CCO candidates to possess “soft skills,” including business acumen, emotional intelligence, public speaking, and team chemistry.

The demand for soft skills has made identification of qualified GC and CCO candidates far more selective, too, so effective recruitment now requires different tools combined with an approach that can predict with confidence which candidates have the professional gravitas, leadership potential and character traits that will set the candidate up for success within that firm’s corporate culture.

Diversity a priority

The BarkerGilmore report notes that diversity will remain a priority, despite the political environment and reports of some high-profile companies reducing their commitments to and resources for Diversity, Equity and Inclusion (DEI) programs.

“Diversity remains a cornerstone of hiring practices at most companies, [and] the firm’s clients have maintained a strong commitment to building an inclusive workforce and continue to seek from us a diverse slate of qualified candidates,” the report notes. BarkerGilmore expects the trend to continue in 2025 and believes the short-term outlook for the diverse candidate pipeline remains strong.

Invest in talent development

The report noted that companies are more fully appreciating the importance of hiring and nurturing mid-level talent, so those individuals are well-prepared to potentially step into senior leadership roles at some point.

This trend was evident in 2024, the report states, as clients increased investment in actual leadership coaching for both their senior- and mid-level legal and compliance executives. “In 2025, companies will continue to value executive coaches with first-hand experience who have ‘sat in the seat’ of GC and CCO positions at blue chip organizations,” the authors state.

Decent GC and CCO turnover expected

As there are a significant number of GCs and CCOs at or near retirement age who have benefitted from the robust economic environment over the past few years, many of them could be financially prepared to step down and have informed CEOs of their intention to retire.

This trend will drive increased turnover in senior-level GC and CCO positions, and fuel mid-level openings as seasoned talent moves up.

But for companies recruiting and putting money aside for recruiting and staffing, there seems to be an expansion here and growth is predicted. Many companies sat on the recruitment sidelines in early 2024, waiting for a post-election evaluation of the political and economic climate, the report states. But now, most companies are prepared to expand budgets and staffing at all levels again.