Legal & Professional Services Insights Jennifer Pettigrew Tuesta

Meet the Experts: Jennifer Pettigrew Tuesta

In our latest Meet the Experts feature, Jennifer Pettigrew Tuesta, Senior Partner and Head of Page Executive’s Global Legal Practice, shares her perspective on the forces transforming the in-house legal market across the U.S. and globally.

Tell us about your practice.

I’ve been with Page for over 12 years, exclusively focused on the in-house counsel market. I currently lead our Global Legal Practice for Page Executive and head the In-house Attorney Search Practice in the U.S. My focus is on placing mid- to senior-level attorneys within the financial services industry—including buy-side, sell-side, and fintech organizations. I manage searches ranging from Director-level roles (Associate/Assistant General Counsel) to executive-level General Counsel placements. Most of my work is retained or exclusive, allowing me to partner closely with clients who value a strategic, high-touch approach to recruitment.

What’s something important in your practice for the rest of 2025?

For the remainder of 2025, I’m focused on helping clients navigate a rapidly evolving legal talent landscape. There’s growing demand for attorneys with expertise in regulatory compliance, data privacy, and emerging technologies like AI.  Specifically, within financial services, we’ve seen an increase in hiring within the private credit and digital assets industries. My goal is to continue building long-term partnerships with clients who are thinking strategically about their legal teams and want to attract talent that can grow with their business.

What are customer and other insights telling us about activity in your practice area?

Clients are becoming more intentional and forward-thinking in their hiring strategies. Many are reevaluating the structure of their legal departments and seeking attorneys who can operate across multiple functions. At the same time, candidates are placing greater emphasis on culture, flexibility, and long-term career growth.    That said, compensation is still king. While other factors like hybrid work and career development matter, competitive pay remains the top driver of candidate interest and decision-making. The market is active, but both sides are more discerning—making alignment, transparency, and speed more important than ever.

What’s the biggest mistake companies make in their hiring process?

One of the most common missteps is underestimating the importance of candidate experience. In a competitive market, how a company presents itself during the interview process can make or break a hire. Delays, lack of clarity, or inconsistent communication can cause top candidates to disengage.    Another critical mistake is not making the best possible offer from the start. A strong initial offer sends a clear message that the candidate is valued and helps avoid uncomfortable back-and-forth negotiations. It sets the tone for the relationship and reflects the company’s commitment to attracting top talent.    The best outcomes happen when companies treat candidates like future colleagues from the very first interaction.

What’s the biggest piece of advice you would give to candidates looking to stand out during the recruitment process?

As a former athlete, one of my favorite sayings is: “Hard work beats talent when talent doesn’t work hard.” The same applies to a job search. A strong resume might get you in the door, but the real work begins during the interview process. The most memorable candidates bring their A-game—they’ve done their homework, understand the role and the company, and are ready to engage meaningfully. The best candidates aren’t always the ones with the most impressive resumes, but those who are clearly prepared and committed to the process.

Can you share some of your greatest recruitment successes or placements?

In 2025, I’ve had the privilege of helping two investment banks strategically build out their in-house legal teams, successfully placing talent across ten Director-level and above searches. Recruitment is a relationship-driven long game, and I’m proud of the partnerships I’ve cultivated—many of which have led to repeat engagements. Ultimately, the most rewarding part of my work is helping candidates find new opportunities. It’s a privilege to play a small role in someone’s career journey.

Outside of the recruitment industry, what motivates you?

Outside of my career, my biggest motivation is my daughter. Becoming a mother completely changed how I see the world and how I define success. Before she was born, I was driven by achievement and ambition. Now, I’m driven by purpose. I want her to grow up seeing that working mothers can have it all — a successful career, fulfilling hobbies/passions, and time for family. She’s taught me to slow down and to be present, and to find joy in the small moments. Everything I do, professionally and personally, is with her in mind.

What’s a passion that’s shaped how you approach your career?

Growing up, soccer taught me the importance of punctuality, discipline, teamwork, and accountability. Playing at the collegiate level reinforced those values and helped me build habits that have been essential to my professional success. The structure of training and the commitment to a team goal shaped how I approach leadership, collaboration, and consistency in my work.

More recently, I’ve turned to marathon running. It’s a different kind of endurance, but one that draws heavily on tools I’ve developed through my career — planning, being adaptable, and staying resilient when things don’t go as expected. Running gives me space to reflect, reset, and reconnect with the drive that’s fueled me since my days on the field.

Find out more about our Legal practice here, and reach out to me directly to discuss your needs.