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Circling the Block: Why Revisiting Past Candidates Could Be Your Smartest Hiring Move in 2025

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Hiring in the legal industry is shifting fast. Law firms everywhere are feeling the squeeze—more competition for high-level talent, fewer experienced lawyers on the market, and a growing urgency to hire people who can elevate the business instead of simply filling a role. In Episode 22 of Crushing Chaos with Law Firm Mentor, Allison Williams breaks down a powerful—but often overlooked—strategy: circling the block on past potential hires.

If you’ve ever wondered whether it’s worth revisiting a candidate who didn’t work out the first time, this episode gives you clarity, strategy, and a roadmap for making that decision with confidence.

What “Circling the Block” Really Means

The phrase “circling the block” comes from modern dating culture—revisiting a former romantic connection after time has passed. In the hiring world, it means taking a second look at candidates you previously courted, interviewed, or nearly hired.

The assumption most law firm owners make is: “An ex-candidate is an ex-candidate for a reason.” But Allison challenges that thinking. Sometimes the timing was wrong—not the talent. Sometimes the candidate wasn’t ready. And sometimes your firm wasn’t ready.

This episode reframes how you see “the one who got away” so you can make smarter, more strategic hiring decisions going forward.

Why Revisiting Past Candidates Is More Valuable Than Ever

Today’s legal hiring market is tightening—fast. With an aging population, fewer people entering the workforce, and growing demand for experienced attorneys, the talent pool is shrinking. That means:

  • Top-tier lawyers have more options.
  • Your hiring competition is fiercer.
  • Average candidates cost more while offering less.

But the highest-level candidates—those practicing 15+ years, with strong reputations and solid books of business—can transform your firm overnight. These “ungettable gets” bring:

  • Built-in credibility
  • Marketability for your firm
  • Deep expertise that elevates case quality
  • Mentorship potential for junior lawyers

Because they’re in demand, getting them requires a different kind of strategy—and circling back is a smart place to start.

When Candidates Stay Out of Fear—not Preference

One big reason candidates decline a job offer is risk aversion. Humans naturally choose safety, and for many attorneys, that means staying where they are—even if your offer is objectively better.

You may have lost candidates in the past because:

  • Their current employer countered at the last minute.
  • They feared the uncertainty of a new role.
  • They questioned whether your offer would hold.

But these circumstances often say more about timing than fit. Allison encourages firm owners to see these situations as opportunities—not rejections. When you revisit these candidates later, you can:

  • Clarify what’s changed at your firm.
  • Address the fears that held them back.
  • Present a more aligned, more compelling offer.

And when handled properly, those conversations can lead to a win-win for both sides.

When Life Gets in the Way: Understanding Personal Circumstances

Sometimes candidates step back for deeply personal reasons—health issues, family demands, or major life transitions. In those cases, circling the block isn’t just strategic—it’s compassionate.

Allison shares a real story about a phenomenal attorney who accepted an offer, then had to withdraw due to a serious medical issue. Years later, once her life had stabilized, she reached out again—and ultimately became a powerful asset to the firm.

This example highlights an important truth: Life happens. Good talent is worth the long game.

When Your Firm Has More to Offer

Sometimes the candidate didn’t get away—you simply weren’t ready to keep them.

Early-stage firms often can’t provide:

  • Competitive compensation
  • Health benefits or retirement packages
  • Mentorship or career development
  • A stable team or strong systems
  • High-quality casework

But as your firm matures, you become a stronger employer. And when you reach that next level, revisiting past high-caliber candidates becomes not just an option—but a strategic advantage.

Allison shares how a now-law partner was once an applicant who wasn’t hired years earlier. At the time, the firm couldn’t offer what she needed. Years later, the alignment was perfect—and today, both sides are thriving.

How to Re-Engage a Past High-Quality Candidate

If you’re preparing to circle the block, do it intentionally. Here’s where to start:

1. Acknowledge the Past

Be transparent, gracious, and confident—not apologetic.

2. Lead With What’s Changed

Showcase new systems, benefits, leadership, or opportunities.

3. Reinforce Why They Were a Top Candidate

People appreciate being remembered for their excellence.

4. Have an Honest Conversation About Their Goals

High-level candidates value alignment more than perks.

5. Offer a Win-Win Path Forward

This is where the CEO mindset matters—be clear, compelling, and decisive.

The message is simple: circling the block isn’t about second chances. It’s about strategic timing and strategic growth.

Bringing It All Together

Episode 22 reminds law firm owners that great hiring isn’t just about filling seats—it’s about building a team that elevates your entire business. Revisiting past candidates can open doors to extraordinary talent you may have overlooked or lost due to timing, circumstances, or firm maturity.

Want to go deeper? Watch or listen to the full episode:

When you’re ready to hire smarter and scale stronger, book a discovery call with Law Firm Mentor. Together, we’ll build the systems, structure, and support that help you crush chaos—once and for all.