In our March Eye on ESI webinar, I had the privilege of leading a discussion alongside Michael Quartararo, President of ACEDS, Maribel Rivera, VP of Client Engagement at ACEDS, and our special guest Kelly Twigger, CEO of eDiscovery Assistant. We explored the latest industry trends, shared insights on job searching, and offered practical tips for ESI job seekers and hiring managers. The session was data-heavy and fast-paced, as we delved deep into the current state of the ediscovery job market.
I kicked off the discussion by explaining where TRU Staffing Partners sources its trends and market data, and I shared a slide to give everyone an idea of the level of detail we go into when gathering this information. This helps paint a clear picture of the market landscape and informs the guidance we give to clients and candidates alike.
Next, I highlighted the five hottest job roles that my team is currently representing. These positions are global, with a significant increase in hiring activity in the U.K. and major U.S. cities. Many of these roles are in the middle of the market, which has become a major focus for hiring right now.
As we moved forward, we discussed the hottest trends emerging in March, many of which had shifted from the previous month.
One key trend was that job seekers’ motivations for wanting new roles have evolved. The number one reason for entering the job market now is simply wanting more money. For most of last year, job burnout was the primary motivator, but it seems that many job seekers have accepted that achieving a higher quality of life may not be feasible in the immediate future. As a result, they’re now seeking compensation that reflects their efforts. And, happily, that desire is being met—many new hires are securing substantial salary bumps at the time of hire.
Motivations in general are changing for job seekers this year.
In the slide above, you’ll see that opportunism is also now climbing the ranks. Many professionals are looking ahead, exploring what comes next, and much of this curiosity is fueled by the rapid rise of AI in the industry. People are eager to leverage their skills in this area and are keen to understand what opportunities exist in the market.
Another trend to really take hold in the industry is the significant increase in full-time direct hires. We’ve seen a major uptick in these hires, and it’s important to know that the market seems to be moving in three-week cycles—starting with a wave of resignations, followed by new opportunities in the weeks that follow. It’s an exciting time for full-time roles.
I also shared that, for the first time in five years, we had no fully remote placements in the past month. Most fully remote positions tend to be contract-based, but right now, the ediscovery community is focusing heavily on full-time hiring. Law firms are leading the charge on these hires, with vendors being a bit leaner and more cautious in their hiring practices.
On the salary front, I observed a significant trend: salaries for new placements are increasing by up to 20% for accepted offers—almost double the usual percentage we see for new roles. This shift indicates that hiring managers are now willing to offer higher compensation for top-tier talent.
The final trend we discussed was the ongoing evolution of ESI skill sets. The skills that are now highly valued aren’t exclusive to attorneys but are critical to anyone in the ESI space. These are the areas I suggest job seekers focus on to give themselves an edge in their career development and negotiations.
Special Report: 2024 eDiscovery Issues
Shifting gears from trends, we then covered the top ediscovery issues in case law from the previous year, drawing from a report authored by Kelly Twigger through her organization. Kelly explained the data in her report in detail, particularly how they tag and categorize ediscovery case law using their proprietary software.
“Failure to produce” remains at the top of the list of eDiscovery issues, she noted, because much of the case law revolves around disputes over whether all relevant materials were produced. Another hot-button issue is “Proportionality,” which has become a go-to defense for why something should or shouldn’t be done in a case. These recurring issues are important for anyone in ediscovery, as understanding them allows professionals to add tremendous value in their roles.
Kelly also discussed how COVID led to a massive uptick in ediscovery-related case issues, as courts adapted to remote hearings and implemented new practices. This shift has made attorneys more aware of the growing number of ediscovery issues, emphasizing the need to stay ahead of them by developing protocols to handle these challenges.
I also stressed that technical professionals in the ediscovery industry who understand these legal issues can offer valuable insights to their attorney partners. If you’re familiar with what the legal issues are and know how to navigate them, you’re in a strong position to contribute to case strategy and resolution.
From an employment perspective, I highlighted that corporations are dealing with these issues constantly. For anyone considering moving in-house to a corporate role, which currently makes up only about 5% of the available jobs in the market, understanding how to resolve these issues can give you a major advantage.
Salaries Are Moving Up
During the webinar, the group was asked if salaries might continue to rise in the coming months, and I shared my belief that salaries will keep increasing. Hiring managers are willing to pay more for seasoned professionals who can bring exceptional value to their teams. I also pointed out that the geographical location of a position may soon become less relevant, as salary levels are starting to become more consistent across different regions, with one notable exception: the U.K. generally pays less for ESI talent than other regions.
Changes in Contract vs. Direct Hire in ESI
The conversation then turned to the shift between contract and direct hire roles in the ESI field. Over the past several months, we’ve seen a marked shift toward full-time, direct hire positions. This change is largely due to the steady nature of work, the widespread adoption of managed services, and the fact that we haven’t seen as many spikes in workload that would necessitate contract hires to handle overflow.
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