How to Explain Your Reasons for Leaving a Job

How to answer “Why are you leaving?” with clarity, confidence and commercial awareness (without damaging your chances.)

When I’ve sat across the table interviewing candidates, one question has held more risk than most for tripping people up:

“Why are you leaving your current (or last) job?”

And with good reason. It’s one question that often opens the door to negativity- complaints about your previous employer, frustration about culture, impatience about progression. Unfortunately, that’s a red flag for me (and many hiring managers) because it suggests you might bring the same energy into the next role.

So let’s break it down: how you should answer this question? Cleanly, confidently, and framed in a way that sells you as the candidate who will flourish at your next firm.

Why the question matters (what I’m really asking)

When I ask “Why are you leaving?” I’m not trying to trap you. I want to understand three things:

1. What drives you. Are you motivated by growth, by challenge, by working in a particular culture?
2. How you handle transitions. Did you leave for a considered reason, or are you simply running away from something?
3. What your next move will be like. If you’re leaving, great- where are you going, and why is that a better fit for us?

Flip it from “What I’m leaving” to “What I’m looking for”

Here’s the big differentiator:

• What not to focus on: “I don’t like my boss.” “The culture was toxic.” “I was bored.”
• What to focus on: “I have achieved what I set out to achieve in my current role, I’m seeking new challenge and impact, and I believe this opportunity aligns with that.”

In short: you want to come across as someone who is moving toward something, not simply moving away from something.

Structuring your answer

In my view, an effective response should cover three parts:

1. Express gratitude and highlight what you learned

“I’ve really valued my time at X. I’ve grown in my role, learned how to manage high-value clients and built strong relationships…”

2. State why you’re ready to move on

“Having done that successfully, I’ve reached a stage where the opportunities for further progression are limited / the challenge is no longer enough / the structures don’t support my next stage…”

3. Link to the new opportunity and what you’ll bring

“Which is why this role at your firm is attractive, you’re expanding into [area], I’ve got experience in [that area], I’m excited to bring my track record in client development and team collaboration to help your growth.”

By doing this, you’re not only saying why you left, but also why you are the right hire now.
 Recruiters call this a forward-transition answer. 

What to avoid — the traps I see in interviews

Here are some of the mistakes that will often mean you’re knocked out of contention:

• Speaking negatively (or ranting) about your last employer
   If you complain about your boss, the culture, the pay— it raises a question: will you do that here too? One Reddit thread from recruiters noted:

“Avoid saying anything negative about a past employer… if you say toxic work environment too vaguely you risk being flagged.” 

• Giving vague or evasive answers
   “It just wasn’t working” is too weak. You want to be clear, concise, and professional. 
• Focusing solely on what you didn’t like
  Good reasons are rooted in what you do want; new challenge, growth, alignment (not just what you’re escaping.)

Examples tailored for legal jobs

Given the context of legal or professional services roles where culture, client-impact and progression are key. Here are three example responses you can adapt. The tone is genuine, forward-looking and built for the kind of environment our candidates are applying into.

Example A — Mid-level associate ready for more responsibility

“I’ve valued my time at [Previous Firm] where I was responsible for high-value client matters and managed a small team. Over the last three years we’ve successfully grown the practice and I’ve developed my commercial mindset. What I’m now looking for is a firm where I can take direct ownership of a practice area, broaden client exposure and collaborate in a growth-oriented team. Your team’s expansion into [Specialism] really excites me, and I believe my experience in [that area] and my proven record in business development would allow me to contribute effectively from day one.”

Example B — Transitioning within legal sector

“I joined [Previous Firm] two years ago because I wanted to strengthen my skills in [Area]. I achieved what I set out to do, I’ve built client relationships, improved turnaround for matters and stepped into involvement in strategic development. At this point I’m keen to move to a firm where there is a clearer pathway to equity and a culture that emphasises innovation and client-partnership. This role stood out because you’re known for client-centred thinking, and I’m particularly motivated by that approach.”

Example C — Resignation due to limited progression

“After five years at [Previous Firm], I’m proud of the successes we delivered, numerous high-stakes disputes, a trusted client base and a strong reputation. But I’ve reached a point where the organisational structure limits further growth in the way I want to evolve my career. I’m looking to join a firm that not only values technical excellence but encourages lateral moves, mentoring, and client development, which your firm clearly does. I believe my drive, commercial acumen and client focus would align with what you’re building.”

My personal tip as CEO

From my vantage point, here’s what stands out when a candidate handles this question really well:

• They own their decision: they didn’t just drift out of the job, they made a conscious choice to grow.
• They link past performance to the future opportunity: this isn’t a job-hop, it’s a strategic move.
• They stay positive: no blame, no negativity, only focus on what they will bring.
• They keep it succinct: long-winded explanations often signal discomfort or avoidance. Remember: fewer than 90 seconds is plenty.

If you leave your last job with bitterness, frustration or lack of direction, chances are the next employer will see it reflected in your interview. But if you leave that role with clarity, positivity and a sense of purpose because you’ve done your job well and now, you’re ready for what comes next, you join the shortlist before you’ve even said your first word. 

And that’s the kind of person I’m excited to bring into JMC Legal Recruitment’s network of clients and professionals.

If you’d like tailored advice on your next move, interview preparation, or understanding the current legal jobs market, you’re welcome to get in touch with me directly  for a confidential conversation.

Related articles:

How to hand in your notice

How to read in house legal job specs

Competency based interviews