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&lt;p&gt;The pandemic ushered in an era of virtual recruiting, but 2025 is seeing a resurgence of in-person interviews as law firms seek to rebuild connections and assess candidates in a more traditional setting. This shift is creating new dynamics in the recruiting process, with firms balancing the efficiency of virtual tools with the personal touch of face-to-face interactions.&lt;/p&gt;&lt;p&gt;This article explores how firms are structuring hybrid interview processes, the pros and cons of in-person versus virtual interviews, and how candidates can excel in both formats.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;The Rise of Hybrid Recruiting&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;In 2025, many firms are adopting a hybrid approach to recruiting, combining virtual screening interviews with in-person callbacks. This model allows firms to cast a wider net during the initial stages of recruiting while still providing opportunities for deeper engagement later in the process.&lt;/p&gt;&lt;p&gt;For example, a Vault 50 firm recently shared that it conducts first-round interviews virtually to accommodate candidates from across the country but requires final-round candidates to visit the office for in-person meetings. &quot;There’s no substitute for face-to-face interaction when it comes to assessing cultural fit,&quot; the firm’s recruiting director noted.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;The Pros and Cons of In-Person Interviews&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;In-person interviews offer several advantages for both candidates and firms. They allow for more natural conversations, provide opportunities to observe body language and interpersonal skills, and give candidates a chance to experience the firm’s culture firsthand.&lt;/p&gt;&lt;p&gt;However, in-person interviews also come with challenges. They can be logistically complex, particularly for candidates who need to travel, and may disadvantage those who perform better in virtual settings. Additionally, the return to in-person interviews has raised concerns about accessibility and inclusivity, particularly for candidates with disabilities or caregiving responsibilities.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;How Candidates Can Prepare&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;For law students and lateral candidates, excelling in a hybrid recruiting process requires adaptability and preparation. Here are some tips for navigating both virtual and in-person interviews:&#160;&#160;&lt;/p&gt;&lt;p&gt;-Master Virtual Etiquette: For virtual interviews, ensure your technology is reliable, your background is professional, and your lighting is flattering. Practice maintaining eye contact with the camera and speaking clearly.&#160;&#160;&lt;/p&gt;&lt;p&gt;-Polish Your In-Person Skills: For in-person interviews, focus on building rapport with your interviewers. Pay attention to body language, dress professionally, and be prepared to discuss your resume and experiences in depth.&#160;&#160;&lt;/p&gt;&lt;p&gt;-Ask About the Process: During initial interviews, ask about the firm’s recruiting process and whether it includes in-person components. This information can help you prepare and manage your schedule.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;The Future of Legal Recruiting&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;As firms continue to refine their hybrid recruiting models, one thing is clear: the future of legal recruiting will be defined by flexibility. Firms that can balance the efficiency of virtual tools with the personal touch of in-person interactions will have a competitive edge in attracting top talent.&#160;&#160;&lt;/p&gt;&lt;p&gt;For candidates, the key is to stay adaptable and proactive. By preparing for both virtual and in-person interviews, you can position yourself for success in this evolving landscape.&lt;/p&gt;

Travis Whitsitt

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