Demand for diverse legal talent is higher than ever, and recruiters are facing new pressure to place candidates from underrepresented backgrounds at the law firms they call clients. But that pressure is going up against an obligation to navigate what is right for the recruit, the firm’s business and the recruiter’s own market reputation.

That raises a number of questions for recruiters: whether to charge more for placing candidates from underrepresented groups who are in high demand; whether to accept more money for diverse recruits if firms are offering it; and, sometimes, whether they should even attempt to fulfill a firm’s request for diverse hires given their pool of candidates and the interests of those candidates.