In-House Counsel
1 in 3 GCs who left Fortune 500 companies were in role less than 3 years, new report says
More than half of general counsels hired in 2025 were external candidates, marking a shift from the previous year when the majority were internal hires, according to a new report from leadership advisory company Russell Reynolds Associates. (Image from Shutterstock)
More than half of general counsels hired in 2025 were external candidates, marking a shift from the previous year when the majority were internal hires, according to a new report from leadership advisory company Russell Reynolds Associates.
The report, which is based on analysis of nearly 500 Fortune 500 general counsels, also shows that 58% of general counsels who were appointed last year were new to the role. This is most likely due “to the limited pool of experienced general counsel considering new opportunities,” the report said.
Among other findings on general counsel turnover, the report noted that 65 Fortune 500 companies appointed a general counsel in 2025, which is slightly below 2024 levels but consistent with recent years.
Of the 67 general counsels who left their roles in 2025, 31% left within three years of their appointment, the report said. More than 70% of those short-term departures involved general counsels who were external hires.
“The consistency of this trend raises important questions about the assessment of candidates for the demands, context and complexity of a Fortune 500 general counsel role,” according to the report. “The trend also points to a rippling effect of the disruptions to companies and ways of working due to COVID, geopolitical changes and rapid technological change.”
“That is not to say external hires cannot succeed but rather that companies need to be thoughtful about the dynamics to learn from the mistakes of others,” the report also said.
The report additionally shows that among externally hired general counsels who left their roles after a short period, 35% cited a cultural mismatch, and 29% said they found roles at larger companies.
“In the case of mismatch, companies are demonstrating far less patience and moving more quickly to make leadership changes,” the report said.
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