Legal & Professional Services Insights from Megan McArdle

Market Insights from Megan McArdle, Page Executive

Could you tell us about your practice and areas of focus?

I specialize in recruiting senior and executive-level business professionals within law firms and professional services organizations across the United States. Within the legal sector, I partner with firms ranging from highly specialized boutique practices to some of the largest global firms.

What types of roles do you typically recruit for?

• Chief Marketing Officer / Chief Business Development Officer
• Chief Communications Officer
• Director of Business Development
• Director of Marketing / Marketing Technology / Marketing Operations / Events
• Director of Communications / Public Relations
• Director / Head of Practice Management
• Head of Research / Knowledge Management / Library Services
• Managing Clerk

What changes in the industry have had the biggest impact on your work?

Law firms are increasingly recognizing the strategic impact of business development, marketing, and communications leadership. We’re seeing a shift from execution-oriented roles to positions that influence firmwide growth, market positioning, and client engagement strategies.

There is also a clear acceleration in technology adoption—including AI—alongside a greater focus on client experience and data-driven decision-making. As a result, roles have become more specialized, with rising demand for leaders in areas such as content strategy, competitive intelligence, and client feedback programs.

Are there any common mistakes candidates should avoid?

Two recurring challenges are insufficient preparation and lack of clarity when communicating experience. Law firm hiring processes often involve multiple stakeholders, so candidates need to be able to tailor their narrative to strategic priorities, operational expectations, and cultural context.

We also frequently hear from clients that while a candidate’s résumé may look strong, interview responses sometimes lack depth. Titles and achievements are not enough—candidates need to articulate how they led initiatives, influenced stakeholders, and delivered measurable outcomes. Specificity and preparation make a meaningful difference.

Why is recruitment meaningful to you?

I see my role as a strategic advisor, aligning the ambitions of high-performing professionals with the evolving needs of complex and forward-looking organizations. Recruitment is not simply about matching qualifications to job descriptions—it is about understanding leadership, culture, and long-term strategic fit.

I bring a consultative approach grounded in empathy, discretion, and market insight. Supporting someone through a career transition is both a responsibility and a privilege, and my goal is always to facilitate placements that create lasting impact for both the individual and the organization.

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