Smarter In-House Job Searching: How Lawyers Can Use AI Tools to Stand Out and Save Time

By: Kaitlyn Hunter and Nancy Palermo

with Contributions by Edwin Hopkins-Gillispie and Barry Parsons

The legal job market has always been competitive, but today’s attorney candidates are navigating a landscape transformed by technology. Artificial intelligence (AI) is rapidly becoming a standard tool for both corporate employers and job seekers. Used wisely, it can help you accelerate your search, stand out in a crowded field, and tailor your applications in ways that weren’t possible even a few years ago.

AI is not a silver bullet and won’t land you a job on its own. What it can do is act as a powerful aid. Think of it as a co-pilot in your in-house search. As with any tool, you need to use it thoughtfully, ethically, and with your own judgment.

Why AI Matters in Your In-House Job Search

In today’s job market, companies are flooded with applications, in turn causing them to use AI to help sort, screen, and evaluate candidates. According to a recent Resume Builder survey, 83% of companies use AI to screen resumes, but only about 18% of job seekers report using AI tools like ChatGPT to help prepare their materials.

That means AI is shaping the process from both sides of the table. So, if you want to compete, you need to understand how these tools work and how to use them to your advantage.

How Corporate Employers Are Using AI

Before exploring how attorneys can leverage AI, it’s worth understanding how companies already use it:

• Applicant Tracking Systems (ATS): These platforms scan resumes for key words and skills, rank applicants, and often remove those who don’t meet predefined criteria before a human recruiter ever sees them. Online tools like Jobscan or ResumeWorded can help you test how well your resume matches a job description.

• Candidate Sourcing and Matching: Platforms like LinkedIn Recruiter use AI to scan job boards and match candidates to openings based on skills.

• Chatbots: Many employers now use AI-powered chatbots to screen candidates, schedule interviews, and answer FAQs. Some are obviously automated, while others can mimic human conversation remarkably well.

Despite these technologies, humans still make the ultimate decisions. Recruiters and attorney hiring managers review resumes, decide who to interview, and evaluate fit. You must optimize your materials for both machines and humans, but more importantly, your personal connections within an organization and interview performance will go further than any AI tool.

How Attorney Candidates Can Use AI

Used strategically, AI can make your job search more efficient and more effective. Here are five key areas where it can help:

1. Resume and Cover Letter Creation

   AI can refine your resume and cover letters by helping you:

   
   

   • Proof for typos, inconsistencies, or grammatical errors.

   • Translate jargon or technical skills into plain language.

   • Tailor your materials to specific job descriptions.

   
   

   For example, instead of “Drafted and negotiated commercial contracts,” AI might suggest: “Drafted and reviewed commercial vendor contracts and sales agreements, supported contract negotiation processes, and coordinated cross-functional communication with internal teams and external partners.”

   
   

   Writing assistants like Jasper, Quillbot, and Rezi can help with phrasing, formatting, and ATS optimization. Always personalize and fact-check. AI is a starting point, not a final draft.

   
   

2. Interview Preparation

   AI can generate potential interview questions based on a job description, including both technical and behavioral prompts. It can also suggest strong sample answers, create industry-specific question sets, and even provide questions to ask interviewers. Some tools allow you to practice by speaking your answers aloud and receive instant feedback on tone, clarity, and structure. This is a strong starting point but practicing with a friend or family member to avoid sounding too rehearsed or as though you are reading from a script is the best method.

   
   

3. Company and Role Research

   Need to prepare for a meeting or interview? AI can quickly summarize a company’s mission, values, and recent news. This gives you a head start, but you should always confirm insights with human sources or the information on the company’s website.

   
   

4. LinkedIn Optimization

Your LinkedIn profile is often the first place recruiters look. AI can help you:

• Compare job descriptions across companies and extract the most common requirements.

• Rewrite your “About” section to highlight accomplishments and leadership.

• Suggest stronger headlines, bullet points, or outreach messages.

• Tailor your profile for visibility in LinkedIn’s search algorithm.

  
  

Beyond writing support, AI can guide your content strategy: posting consistently, engaging with peers, and sharing authentic insights.

5. Job Search Strategy

   AI can act as your career coach, helping you:

   
   

   • Identify gaps between your experience and a job description.

   • Draft networking scripts for different scenarios (cold outreach, reconnecting with contacts, following up after events).

   • Create and refine your 2-minute elevator pitch.

   • Set weekly job search goals and track progress.

     
     

   Again, AI is a starting point. Review for accuracy and make sure the content reflects your own voice.

Risks to Be Aware Of

Like any tool, AI comes with risks for both employers and attorney candidates.

For Employers

AI can unintentionally replicate or amplify bias if it’s trained on flawed data. Some states have already passed laws requiring bias audits and disclosures. Employers must be transparent when AI is being used, monitor developments, prepare for audits, and most importantly, ensure human oversight.

For Job Seekers

Candidates face different risks, including:

• Misrepresentation: AI-generated content that inflates experience or fabricates skills.

• Privacy Concerns: Uploading resumes or personal information into public AI tools without knowing how the data is stored or shared.

• Overreliance: Believing flawed job-matching tools over your own judgment.

• Detection Software: Some employers now use AI to flag AI-written applications, raising credibility issues.

  
  

Always review, personalize, and own your materials. AI should enhance your voice, not replace it.

Final Takeaways

AI won’t get you a job, but used wisely, it can make you faster, sharper, and more prepared. It’s a tool that can help you focus on what really matters: building relationships, telling your story, and demonstrating the unique value you bring.

Experiment with different tools, stay aware of the risks, and always keep authenticity at the center. The job search process is still, and will always be, about people.

Disclaimer: This article is intended for informational purposes only and does not constitute legal advice.