Key facts
- Leading Indian law firms are increasingly rehiring former lawyers, a trend called "boomerang hiring."
- This strategy helps firms reduce onboarding costs and risks.
- Returning lawyers benefit from familiarity and professional growth.
- Recent rehires include Hiral Motta at Cyril Amarchand Mangaldas and Akshay Sachthey at Shardul Amarchand Mangaldas & Co.
- Firms generally view talent mobility as a natural professional cycle that can strengthen partnerships.
Leading Indian law firms are increasingly turning to "boomerang hiring"—rehiring former lawyers—as a strategy to combat intense competition for legal talent. This approach offers firms reduced onboarding costs and lower risks, while returning lawyers find a familiar environment with opportunities for continued growth.
Experts note that in a challenging lateral market, firms are leveraging their alumni networks to attract experienced professionals. Recent examples include Hiral Motta rejoining Cyril Amarchand Mangaldas as a partner in its real estate practice, and Akshay Sachthey returning to Shardul Amarchand Mangaldas & Co as a partner in general corporate. Other rehires include Pranav Kumar Singh at HSA Advocates, Naval Kastia at Lall & Sethi, and Anjali Menon at Poovayya & Co.
Talent acquisition specialists highlight the mutual benefits. For firms, the economics are compelling, with no search fees, shorter onboarding times, and a reduced risk of mis-hires. For lawyers, returning to a former firm offers the comfort of a known environment combined with the commercial perspective and relationships gained elsewhere.
Many law firm executives view alumni mobility not as a defection but as a positive professional cycle. They believe that while lawyers may explore external opportunities, many ultimately choose to return to firms that offer the right culture and long-term fit. Some firms, like JSA Advocates & Solicitors, see returning talent as an endorsement of their culture and reputation. However, firms like Trilegal and Khaitan & Co have structured frameworks to evaluate such returns on a case-by-case basis, considering factors such as practice needs, individual expertise, and whether the departure was amicable and professional.