Insights on current recruitment trends within IP, Patent and Trademarks.

As we fast approach the end of the first quarter 2025, I wanted to share some insights on the IP  recruitment market; how it’s shaping up and key trends we’ve noticed.

Benefits Candidates Are Prioritising in a New Role:

• Discretionary Bonuses: While not a new revelation, discretionary bonuses remain a major pull factor for both qualified candidates and business support staff. A reward system that acknowledges those who go above and beyond fosters a culture of appreciation and retention. Firms are staying highly competitive in this area to attract and retain top talent.
  
  
• Enhanced Maternity and Paternity Leave: This has been a significant topic of discussion, not just for financial support but also for peace of mind. Knowing how a firm supports employees during such a joyous life event, reassures candidates about long-term career investment. While firms often keep the exact details of these benefits private, their presence plays a big role in decision-making.
  
  
• Flexible Working Arrangements: While set office days are standard (typically 3 days in office per week), flexibility such as adjusting office presence week by week makes a significant difference. IP firms are particularly strong in this area, accommodating professionals with caregiving responsibilities, family commitments, or simply a desire for better work-life balance.
  
  
• Enhanced Pension Contributions: This is especially pivotal at the senior end of the scale (7-8+ PQE). Candidates at this stage are looking for their possible final career move and firms offering competitive pension contributions have an edge in securing top-tier talent.
  
  
• Training and Development: Attracting talent isn’t just about compensation it’s also about growth. Firms that prioritise ongoing professional development, whether through training on new systems, leadership development, or targeted skill-building, create a more engaged and committed workforce. Even senior professionals value firms that actively invest in their continued progression.

 Market Trends We’ve Observed:

• Mid-Level Opportunities Are Limited: There’s a noticeable gap in the market for candidates between 3PQE and 6PQE. In the present economy firms are favouring newly qualified and lateral senior hires who bring a following. The mid-tier therefore is seemingly short on opportunities. While this level of experience can be tricky to map, firms that nurture mid-level professionals over time often see long-term loyalty and growth in return.
  
  
• Increase in Lateral Partner Hires and Senior Associate Roles: The latter part of 2024 saw a surge in these hires, signalling firms growth and new opportunities. The IP market is only expanding, and we expect to see even more movement at the top levels in 2025.
  
  
• High Demand for Patent Support Staff: Patent support professionals have been in exceptionally high demand early this year, reinforcing their crucial role in firm operations. Salaries are increasing accordingly, reflecting their importance in the IP sector.
  
  
• CITMA-Qualified Support Staff Recruitment Fluctuates: Although we saw a slight dip in this market toward the end of last year, we anticipate a resurgence around mid-2025. This seems to be down to the need of specialised knowledge that the CITMA qualification provides and the ever-growing Attorney support that is required in growing firms.

Market Movers – Where We Saw the Most Hires:

• Senior Trademark Attorneys are on the Move: This was largely driven by increased opportunities, while major firms still hold strong reputations, we have experienced mergers and private equity-backed firms leading a charge with many candidates drawn to new, dynamic environments offering fresh growth and competitive salary packages.
  
  
• Patent Litigation Professionals  in High Demand: While these candidates in this space don’t move frequently, when they do enter the market, whether as paralegals or qualified professionals they don’t stay available for long.
  
  
• The IP market remains dynamic and competitive, with firms adapting to evolving candidate priorities and industry trends. We expect 2025 to continue bringing exciting opportunities for professionals at all levels.