The ESI Job Market in 2024

The ESI Job Market in 2024

TRU Staffing Partners’ 2024 eDiscovery Jobs Report highlighted unusual and contradictory ESI job market trends, according to an article in ACEDS by TRU founder and CEO Jared Coseglia. In May, recruiters at the legal tech talent company observed the highest number of declined offers this year. Candidates received multiple job offers and chose to decline others. This trend underscores the intense competition for candidates supporting law firms and legal service providers in the realm of ESI (electronically stored information).

Many candidates, despite wanting to leave their current roles, either accepted counteroffers or opted out of the job market. Motivations for job changes are driven more by negative experiences such as understaffing, underpayment, feeling undervalued, or boredom, rather than seeking positive change.

The article suggests this could be a ripe opportunity for those passively considering job moves, particularly in mid-level positions like project managers and analysts, who are in high demand.

May also saw the largest influx of resumes in the past year, with candidates being highly selective about the roles they considered. However, the speed of the hiring process has slowed, especially in law firms, resulting in a smaller talent pool and potential loss of candidates due to prolonged hiring processes. 

Conversely, ESI sales hiring by vendors has accelerated, with vendors making quick decisions to boost sales for upcoming quarters. Contract hiring remains brisk to address staffing gaps and manage workload.

Coseglia believes the job market is marked by a standoff between candidates and employers: the former demanding remote work and higher pay for office presence, while the latter insists on in-office work and controlled salary ranges. This stalemate has led to candidates increasingly accepting second offers instead of the first. 

The article highlights that the job market is gradually shifting towards a candidate’s market, but the transition is slow. To attract candidates, employers may need to enhance incentives, including higher salaries.