What’s Changing in Expert Witness and Advisory Recruitment (and Why It Matters)

Here’s a look at how AI, regulation and shifting client expectations are shaping the future of talent in consulting.
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Consulting and expert witness services sit at the heart of complex legal and commercial disputes. From International Arbitration to IP, Antitrust, and Forensic Accounting, these are the specialisms clients rely on when the stakes are high.

Demand for expert input is growing; in fact, Gartner predicts the global legal consulting market to exceed $50 billion by 2027, driven by rising litigation, tighter regulation, and the need for credible, defensible analysis.

In the past year, I’ve noticed a shift where firms are no longer just hiring for technical knowledge; they’re also looking for senior leaders who can bring in work, nurture law firm relationships, and hit the ground running. Revenue-generating MDs and Partners with a transferable book of business are in high demand, especially across the US and Europe.

I go into that and more in this blog. But first, what exactly is changing in expert advisory recruitment, and why now?

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The Impact of  Experience, Networks and Commercial Credibility 

Ask any senior hiring manager what they’re looking for in an expert witness or advisory Partner, and you’ll hear one thing loud and clear: commercial value. Technical ability is expected, but what sets candidates apart is their client following and their ability to win work.

Transferable books of business are now front and centre in lateral hiring conversations. It’s not just about strengthening the technical bench; firms want individuals who can walk through the door with long-standing law firm relationships, introduce new revenue streams, and deepen client trust.

In recent conversations, I’ve even heard it compared to the hiring boom of 2021, only now, the bar’s higher. There’s more scrutiny, more demand for self-sufficiency, and far less appetite for passengers.

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Generative AI Isn’t Replacing Experts But It Is Changing Their Work

Many of the clients I speak with are already exploring how Generative AI (GenAI) might reshape their profession. While it’s not replacing experts any time soon, it is changing how they operate; those aiming to stay competitive are becoming early adopters.

Here’s what I’m seeing:

• Efficiency without substitution: GenAI is being used to support data review, research, and modelling, but it still requires expert oversight to ensure accuracy and context.
  
  
• Credibility at risk: Courts are pushing back on AI-generated inputs that lack transparency. Over-reliance without validation can undermine expert testimony.
  
  
• Opportunity for differentiation: Experts who understand how to use AI responsibly and explain it clearly will stand out in a space where trust and clarity matter most.
  

AI may be here to stay, but so is human judgment.

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The Role of Regulation and Policy 

As the legal and advisory landscape becomes more complex, regulatory changes are having a direct impact on the work and expectations of expert consultants.

In the US, recent amendments to Federal Rule of Evidence 702 have tightened the standards for admissibility of expert testimony. Across the EU, data protection regulations continue to evolve, with growing focus on digital forensics, cross-border data transfers, and evidence integrity.

For firms and clients alike, this adds another layer to hiring decisions. The most valuable experts are those who can combine technical excellence with a deep understanding of the shifting policy environment.

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What Firms Need to Compete in 2025

Across the US and Europe, what’s driving these hires says a lot about where the market is heading.

Here’s what I’ve been seeing with several live Partner-level roles:

• Succession Planning
  There’s increasing urgency to secure senior talent who can lead now and mentor the next generation. Firms want MDs and Partners who bring both long-term value and short-term delivery.
  
  
• Niche Expertise
  Fields like digital forensics, cross-border disputes, and economic damages are becoming more central. Specialist knowledge combined with commercial acumen sets candidates apart.
  
  
• Hiring Philosophy
  Many firms are moving away from slotting Partners into pre-existing teams. Instead, they’re building new service lines or regions around standout individuals with proven client networks.

With AI reshaping workflows, regulation tightening, and the bar for commercial impact rising, how firms approach Partner-level hiring can make all the difference. 

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Seeking support for your business?

Are you planning to grow your expert witness or advisory team, or considering your next career move? Get in touch with Gordon on LinkedIn or here.