Law firms regularly encounter candidates for administrative, paralegal, and legal assistant roles who are still pursuing degrees. Sometimes it is a bachelor’s program. Other times, it is a master’s degree—or even a legal assistant attending night law school. These candidates can be bright, motivated, and eager to learn. But hiring them is not always the right move. The real question is not whether someone in school can be a good hire, but whether they can meet the specific needs of the firm.

Start with the firm’s actual needs

Before evaluating the candidate, a firm needs to clearly define the role. The firm should consider whether the position is strictly Monday through Friday from 9 a.m. to 5 p.m., whether the role requires overtime or unpredictable hours, whether travel is required, and whether deadlines demand flexibility outside normal business hours. If the position requires consistent availability during business hours and the candidate’s school schedule conflicts with that, there is a fundamental mismatch. No amount of talent or enthusiasm can overcome a scheduling conflict that prevents the work from getting done. On the other hand, if the role allows for flexibility, remote work, or adjusted hours, a student may be able to thrive.

Can the candidate realistically do both?

It is not enough for a candidate to say they can balance school and work. Law firms should look deeper into what their class schedule looks like, whether classes are fixed or flexible, how demanding the program is, and whether there are peak periods such as finals, internships, or clinical work that will affect availability. A candidate attending night law school, for example, may technically be available during the day, but that does not always mean they can sustain the pace long term. Fatigue, competing priorities, and academic pressure can all impact performance. Firms should assess not just whether the candidate can do both, but whether they can do both well and consistently.

The full-time requirement problem

Some roles simply require a full-time, in-office commitment. If a candidate cannot meet that expectation due to school obligations, the arrangement is unlikely to work. Trying to make it fit often leads to missed deadlines, reduced responsiveness, and strain on other team members who have to pick up the slack. In these situations, the issue is not the candidate, but the mismatch between the role and their availability. This is where the distinction becomes important: law clerks and interns who are in school are often a great fit when the firm is seeking part-time help. Those roles are typically designed with flexibility in mind. By contrast, when a firm needs a full-time administrative professional, paralegal, or legal assistant, it is much more difficult for someone actively in school to meet those expectations on a consistent basis.

The retention question

Another practical concern is longevity. Many students view these roles as temporary stepping stones. Once they graduate, especially if they are pursuing a legal career, they may leave. That does not make them a bad hire, but it does mean firms need to be honest about their own goals. The firm should consider whether it is hiring to fill a short-term need or investing in a long-term team member. If the firm is seeking stability and long-term retention, hiring someone who is clearly on a different career trajectory may not align with that objective.

When hiring a student does make sense

There are situations where hiring someone in school can be a strong strategic decision. This can include when the role offers flexibility in hours or structure, when the firm needs short-to-mid-term support rather than long-term permanence, when the candidate demonstrates exceptional organization and discipline, or when the firm is open to developing talent even if the employee eventually moves on. This is particularly true for law clerk and internship roles, which are naturally aligned with part-time schedules and designed to complement a student’s academic commitments. In these cases, a student can bring energy, a fresh perspective, and a strong work ethic to the role.

The bottom line

There is no one-size-fits-all answer. Hiring someone who is still in school can work, but only if there is a clear alignment between the firm’s operational needs, the role’s time and performance demands, and the candidate’s actual availability and long-term intentions. Law firms that take the time to thoughtfully evaluate these factors are far more likely to make hires that succeed rather than hires that create avoidable friction. At the end of the day, it comes down to a simple question: can this person fully do the job you need done, not just in theory, but in practice?

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