Changing jobs doesn't require unhappiness. Curiosity alone is reason enough. The best time to explore is before urgency sets in. Start by clarifying what you want more and less of, and understand the role's real context, not just the job ad. Learn the story behind the position, the team dynamics, and the company's view of legal. A short, targeted conversation with an insider or recruiter can prevent wasted time later.

If I were a junior lawyer applying again, I'd approach it differently. Back then, I thought changing jobs meant something was wrong, or that I had to wait until I was ready (whatever that means). Now I know you don't need to be unhappy to look around. Curiosity is enough. You can like your job and still wonder what else is possible. The best time to explore is often before you feel desperate to leave.

I'd start by getting clear on my reasons. Is it more ownership? A different culture? A shorter feedback loop? I'd be honest about what I wanted more of and what I wanted less of, instead of chasing what just looks good on paper.

I'd also make sure I understood the role before applying. You wouldn't advise on a contract without knowing the context, so why do that with your own career? I'd want to know the story behind the position, why it's open, what the day-to-day really looks like, and how the business sees legal. Job ads only tell part of the story; the real insight is in the team dynamic, unwritten expectations, and company pressure points.

Whether you talk to someone on the inside or a recruiter who knows the company well, twenty minutes of the right conversation can save you weeks of silence later.

If you could re-apply for your first legal role all over again, what advice would you give your younger self?

The best legal leaders aren't drawn to dry, bullet-point job specs. Today's GCs navigate AI regulation, compliance, DEI, privacy, and employment law while steering businesses through complex, uncharted territory. Expectations are higher than ever. Candidates look for clarity on decision-making influence, the complexity they'll handle, and their scope to lead. If the opportunity isn't compelling on paper, top talent won't engage. To attract them, start with a clear, compelling story, not a checklist.

From my time as a GC (and in many conversations with other GCs) one thing's clear: the best legal leaders don't respond to job specs that read like instruction manuals.

We're balancing AI regulation, compliance, DEI, privacy, and employment issues, all while staying close to the business. The scope has evolved far beyond managing risk. It's about guiding the business through complex, uncharted territory and making smarter decisions. The expectations are higher.

And yet, many job specs still land as a wall of bullet points and must-haves, without a clear message about the real opportunity.

Here's what most of us are actually scanning for:
What kind of complexity we'll be trusted to handle
How close we'll be to real decision-making
How much room we'll have to lead

If the opportunity isn't clear on paper, it won't spark interest in practice. You won't lose talent halfway through, you just won't reach them at all.

Building out your legal leadership team? Start with the story. We can help you tell it.

Matchwell has a new home, right in the heart of Amsterdam. A great spot to welcome candidates, catch up with clients, and spark the right legal matches.

Want to drop by for a coffee with a view?