Young lawyers, beyond simply seeking a firm to develop their careers, are truly looking for a place that offers not only professional growth but also an environment where they feel valued and supported. They care about finding opportunities that allow them to learn and constantly improve.
Lo invitamos a leer la primera entrega con las entrevistas a Daniel Sáez, from Auren Legal; Jens Jahnke, from Balder; María López-Olivares, from Ceca Magán Abogados; and Esther Ahumada, from DLA Piper España.
Furthermore, they greatly value an inclusive and collaborative work environment where they feel part of a team and a spirit of mutual support is fostered. They seek flexibility and demand time—time to develop personal goals and/or balance work with their social life—and they also expect a competitive salary. Lawyers look for firms that are at the forefront of legal practice and want to be involved in stimulating and diverse matters, including sophisticated and complex legal cases.
In this second installment we talk with Ricardo Chacón, managing partner of Ecija Mexico and coordinator for North America, Central America and the Caribbean at Ecija; Isabel Gómez Patón, head of HR at Elzaburu; Rodrigo Martos, partner in M&A and director of the Madrid office of Fieldfisher; Iciar Rodríguez Inciarte, general secretary of Uría Menéndez, acknowledged that compensation is not the only determining factor for a young lawyer to choose a firm and develop professionally within it.
Lawyers with critical thinking and technological skills are among the most sought-after profiles
Ricardo Chacón, from Ecija, explained that they are “looking for people who not only exhibit high-quality character and behavior, but also demonstrate a deep sense of social responsibility and commitment to the common good, solidarity, and strong values aligned with the culture of Ecija. Collaboration and teamwork are fundamental pillars for us. The ability to work effectively with colleagues from diverse specialties is especially valued, demonstrating superior soft skills that strengthen interpersonal relationships and foster a supportive environment within the team.”
Secondly, and equally important, a solid foundation in legal technical skills is essential. We seek lawyers with in-depth knowledge of laws and regulations, as well as outstanding legal research and analysis skills.
We value adaptability and a commitment to continuous learning. The legal field is constantly evolving, and it is crucial that lawyers stay up-to-date. This adaptability and agility apply not only to changes in the law but also to technological innovations and market shifts.
Critical thinking and problem-solving are key skills. We seek professionals who can analyze complex situations and offer innovative and effective solutions. The ability to think critically and develop creative legal strategies is highly valued at our firm.
Client focus and a commitment to service are essential. Lawyers must understand clients’ needs and offer advice that is not only legally sound but also commercially viable.
Isabel Gómez Patón, from Elzaburu, said that the firm’s usual practice “is to incorporate lawyers who start as interns into the staff so that they can develop their professional career at the firm. When we look for lawyers with more years of experience, the profiles that interest us are those that are highly qualified, with adaptability and technological skills.”
For his part, Rodrigo Martos explained that at Fieldfisher they are looking for “lawyers with a strong academic record and a very high level of English who want to start their career in an international firm and have a vocation for learning, growth and personal development. We highly value diversity and the ability to work in a team, communication skills and adaptability, as well as a client-oriented approach.”
At Uría, Iciar Rodríguez Inciarte said they are looking for “intelligent, empathetic, humble people with a healthy ambition to build a career. They must have a good knowledge of law and English, common sense, and be critical and analytical. They must be good team players and communicators, flexible, persevering, enthusiastic, inquisitive, and have an interest in the media, society, and culture.”
Agility to change and time management, among the biggest challenges young lawyers must face
According to Ricardo Chacón, the biggest challenge for young lawyers joining a firm “is applying their theoretical knowledge to real-world situations, which involves developing creative and effective solutions for client inquiries. This leap from theory to practice requires not only a deep understanding of the law, but also the ability to think innovatively and adapt knowledge to specific cases. The key lies in combining academic learning with a practical and creative approach, enabling them to offer not only correct, but also personalized and efficient answers to clients’ needs.”
Adaptability to change and time management also present a significant challenge. Newly hired lawyers must learn to manage their time effectively in an environment where deadlines are tight and work is often under pressure.
Isabel Gómez Patón added that “the biggest challenge for young lawyers when they first join a firm is adapting to the teams and connecting with their direct supervisors. Teamwork is key, and good coordination and communication among professionals is essential.”
Rodrigo Martos stated, “We recruit highly qualified professionals for our firm who are facing the challenge of transitioning from their university studies and master’s programs to legal practice, a transition that can sometimes be complex. At Fieldfisher, we primarily value a solid legal foundation and a strong interest in learning, seeking individuals who want to join a team focused on excellence to provide the best possible support to our clients. Rather than imposing excessive requirements, we look for passion and a willingness to grow professionally in an environment that fosters continuous development.”
Iciar Rodríguez Inciarte believes that “the biggest challenge for young people when they first join a firm is adapting to the demanding pace of complex matters, which require a new and different approach to what they studied during their undergraduate and master’s degrees, and which always incorporate a new and creative element compared to what has been done before. Another challenge is taking on responsibilities in high-impact transactions.”
Resilience in young lawyers
Ricardo Chacón said that in Ecija, “mentoring and constant support are provided, where experienced lawyers guide younger lawyers, helping them manage the pressures and challenges of the profession. Furthermore, it is important to focus on managing expectations, establishing a clear understanding that professional growth is a gradual process.”
Finally, promoting a healthy work environment that fosters work-life balance is essential.”
According to Isabel Gómez Patón, the profiles that arrive at Elzaburu “are aligned with its culture, its principles and its values; in them resides excellence, commitment to quality, rigor, responsibility…”
Rodrigo Martos stated that Fieldfisher’s partners and senior lawyers “maintain a close relationship with junior professionals, providing valuable guidance, sharing experiences, and serving as role models. In parallel, Fieldfisher prioritizes the emotional well-being of its lawyers through an agreement with the Health and Business Foundation, which provides a 24-hour telephone helpline for psychological support. This resource is designed to address any issues, whether work-related or personal, that may present challenges, thus promoting self-care.”
At Fieldfisher, we promote a healthy work culture that seeks to establish a reasonable work-life balance. We foster a positive work environment that recognizes and values the efforts and achievements of all members of the firm. Furthermore, we offer our teams continuous and constructive feedback to motivate and support our lawyers in their professional development.
In summary, promoting resilience at Fieldfisher is based on a holistic approach to the firm’s culture, which includes active support from leaders, attention to emotional well-being, promoting work-life balance, and fostering a positive and appreciative work environment.”
To the above, Iciar Rodríguez Inciarte added that the firm is committed to young talent and offers a transparent career plan. Each junior lawyer develops within the firm under the guidance of a mentor, partner, or counselor, who acts as their teacher and is responsible for teaching them the ropes. The junior lawyer feels valued and is aware that they are learning every day and constantly growing both personally and professionally.”
Prioritizing collaborative and inclusive environments and transparent career plans based on meritocracy are among the measures to retain talent
In Ecija, Ricardo Chacón explained, “We are aware that the personal and professional growth of our team is the cornerstone of our success. Therefore, in our ecosystem, rigid structures and conventional boundaries are outdated concepts. Instead, we foster a dynamic environment where growth is continuous and the possibilities are endless.”
We are based on service, work, effort, equality, and meritocracy, ensuring that talent and effort are recognized and rewarded. This approach guarantees that everyone has the opportunity to progress and develop based on their achievements.
We foster an environment where everyone can grow based on their own enthusiasm, talent, initiative, and innovation. Our goal is for each team member to reach their full potential without feeling constrained by rigid structures. We value and promote diversity, inclusion, and collaboration, creating an enriching and respectful work environment.
Isabel Gómez Patón said that within the firm “they try to create involvement in the project and a sense of belonging, through internal communication, activities, monitoring of professionals and a tailored career plan.
Young lawyers are driven by a long-term project they feel committed to, stability, and a defined career plan.”
On this point, Rodrigo Martos explained that “we are dedicated to facilitating the achievement of goals, both for our clients and for our lawyers. Our firm is distinguished by its modern approach, fostering collaboration, promoting diversity and equality, generating a positive social impact, offering great flexibility and a focus on concrete results.”
Professionals who join Fieldfisher experience an exceptional work environment, where a high level of responsibility and quality in work performance is expected. In turn, we give them the utmost respect and recognition, acknowledging them as integral and essential members of our firm.
At Fieldfisher, we provide a transparent career path along with an exceptional work environment focused on flexibility, involvement in top-tier cases, close partnership, and deep respect and recognition for our lawyers’ efforts. We are committed to attracting and retaining talent by providing professional development opportunities and significantly valuing individual contributions.
Iciar Rodríguez Inciarte indicated that the firm offers:
- “A good working environment, a place that invests in local talent, diversity and inclusion, and where camaraderie, humility, quality work and ethics prevail.
- Competitive compensation combined with other benefits, such as flexible working hours and the option to work remotely to facilitate work-life balance. Measures and initiatives to support physical and mental health and well-being.
- A transparent, meritocracy-based career plan with mentoring and coaching programs.
- Small work teams with a tutor, partner or counsel from the firm.
- Involvement from day one in complex issues, often with an international and multidisciplinary component.
- Top-level internal (UM Campus) and external (with prestigious business schools) training in law, skills, languages, and digital issues.
- Opportunities to do a secondment in the firm’s offices abroad or in top-tier European best friend firms.
- Possibility of contributing to society through various activities of a solidarity nature (through the Professor Uría Foundation), academic (through teaching and legal publications), cultural and leisure nature (through the UM Social Club).
- Finally, each lawyer receives personalized follow-up to optimally develop their talent. We carefully manage our selection process to ensure that the best candidates join the project. Furthermore, our talent development model fosters a sense of belonging and pride within the firm, as well as the transmission of knowledge and know-how .”
Adaptability, technology, and communication are among the most sought-after skills in the legal field
“Technology has significantly changed how tasks like legal research and case analysis are carried out. Whereas previously a great deal of manual work and review of physical documents was required, now data search and analysis tools can be used to streamline these processes.”
This does not necessarily signify a decline in the legal profession, but rather an evolution. Young lawyers are adapting to a more dynamic and technologically advanced legal environment, and their skills reflect the needs of this changing landscape. While it is crucial that they maintain a solid understanding of fundamental legal principles, it is also essential that they develop competencies in areas that were not previously as relevant, such as artificial intelligence and cybersecurity,” stated Ricardo Chacón.
To the above, Isabel Gómez Patón added that “young people leave universities with preparation and great capabilities, not only technical and technological, but with others that are very necessary today, such as: languages or communication.”
Rodrigo Martos is sure that “young talents in the legal field are adapting to the changing demands of the legal world by acquiring a new set of fundamental skills.
Given their immersion in a technological environment, these young people are fully aware of the need to familiarize themselves with the tools that characterize their future profession. From data management to task automation and artificial intelligence, these aspects are known and handled by young lawyers.
Despite this, soft skills are also critical, arguably representing the most significant challenge for our young professionals. The ability to communicate effectively in person, work efficiently in teams, maintain high ethical standards both professionally and personally, exercise critical thinking, and maintain self-discipline are essential in our profession. Without these skills, we could face obstacles in the future.
However, my interaction with the junior lawyers at the firm reveals individuals who are highly adaptable to changing environments and possess remarkable human qualities. I am confident that they will successfully face the challenges that the future holds.”
Firms are shaping their strategy with a focus on talent diversity
Ricardo Chacón stated that “at Ecija we fully recognize the importance and need to review our corporate governance to improve our diversity, inclusion and equity policies, as well as the implementation of flexible schedules and training and professional development programs.
Diversity and inclusion are not only matters of justice and ethics, but also bring significant value to the firm, enriching its perspective and approach to problem-solving and decision-making. That is why at Ecija we have a Global Diversity Plan and Affinity Groups. These are internal working groups on diversity, LGBT+ issues, and CSR, created following a proposal made in May 2021, and currently serve as a meeting point for the firm’s professionals who are working towards inclusion, development, values, and the future.
Regarding compensation, we have implemented a variable compensation plan that rewards all our lawyers, regardless of their position in the firm, for bringing in new clients.”
Isabel Gómez Patón believes that reviewing corporate governance and incorporating policies on diversity, inclusion, equity, flexible work schedules… “Today, it is not only necessary, but essential; various regulatory bodies require it as a best practice. In today’s hyperconnected and globalized world, it is fundamental.”
To the above, Rodrigo Martos added that “it is crucial, and we understand this, to take meaningful action to stay at the forefront in these fields. During the last fiscal year at Fieldfisher, we have implemented several initiatives for this purpose.”
First, we have created three committees composed exclusively of non-partner lawyers: the Diversity and Equality Committee, the Sustainability Committee, and the Pro Bono and Social Impact Committee. The proposals generated by these committees have been incorporated into our firm as part of our commitment to continuous improvement.
We have also conducted a thorough review of our lawyers’ career development plans and pay scales. We introduced a new, more comprehensive and transparent evaluation system, thereby strengthening the structure that supports the professional development of our team.
Finally, we reaffirm our belief in the ongoing training of our lawyers, addressing all the essential aspects for optimal professional development. We maintain a constant review of our comprehensive training programs to ensure they are aligned with the latest trends and needs of the sector.”
Finally, Iciar Rodríguez Inciarte added that “as part of our ongoing efforts to ensure we have excellent lawyers at all stages of their careers, we have developed a comprehensive strategy to retain and promote professional talent. In 2014, we launched the Professional Talent Development Program (PTDP), which aims to foster diverse, committed, and high-quality talent, regardless of background. The PTDP seeks to offer all lawyers at Uría Menéndez the best and most attractive environment for their professional and personal development, regardless of gender.”
The PTDP is a core part of our organic growth strategy. Approximately 85% of our current partners have spent their entire careers with the firm. We not only welcome diverse backgrounds, but we actively encourage them to make the most of their career paths with us.
In addition to the career plan, personalized mentoring from a partner or counselor and training, the firm offers support programs that address the specific needs of our lawyers at each stage of their careers:
Coaching and mentoring for our lawyers is of paramount importance to us. The associate mentoring program ensures that every associate who requests it is matched with a partner or counsel from outside their team to whom they can turn for open and transparent advice. Another part of the mentoring program focuses on giving senior lawyers (those in the pre-partner stage) the guidance they need to embark on the partnership journey.
In our leadership programs, we place great emphasis on skills training (negotiation, public speaking, management, and networking) for our associates. Our associates also participate in leadership programs focused on the specific challenges women face in their careers.
The way to lead is by example. It is the responsibility of partners and counsel to set the best possible example for their teams. We all learn from each other within the firm, but we can also learn from others beyond Uría Menéndez. With this in mind, we organize events to which we invite leading professionals from the business community (CEOs, general counsel, etc.). We have had the privilege of welcoming women in senior positions at multinational corporations, as well as members of the LGBTQA+ community from client companies, all of whom have generously shared their experiences and proven to be inspiring role models for our lawyers.
