Clients

In today’s competitive legal market, clients need tailored recruitment strategies that are not only professional and ethical but also proactive and flexible. We can help you develop the right strategy to recruit the best people.

Attracting and retaining the best lawyers is vital to your business’s success. So we invest time in getting to know you and your firm so that we work in partnership with you to find the right talent for your business. We pro-actively search the market to find you the best, most suitable professionals to fulfil your business needs.

As headhunters, we have a much more targeted, quality driven approach. We work with less and only the best. Businesses expect the lawyers we introduce to them to be of the highest calibre, technically sound and of course a cultural fit. 

SOURCING TALENT?

Headhunting

The best lawyers are not always actively looking and it is our experience that in order to source the best quality candidates, we simply have to headhunt them in order to be able to deliver the best quality to our clients. (This is also how we develop our database). 

Unlike other agencys we do not rely solely on advertising or passively waiting for candidates to come along because we know the best candidates are not always actively looking in the market. As we are driven by quality and not quantity our approach is more proactive. We simply have to headhunt them in order to deliver to our clients. The best candidates are most often found this way (This is also how we develop our database). 

Before we begin headhunting we must first map out the market using our team of researchers and resources who compile a list of the best candidates for any given role or sector. We then approach the candidates on an anonymous basis to protect our client’s confidentiality unless instructed otherwise (see retained basis) or until we are certain the candidates will be interested.  We will contact them direct to discuss the opportunity and the market to raise their interest. These candidates may be candidates we have spoken to previously and so already on our database. They may also be connected through our social media networks and so we can easily link into them. 

Other methods of sourcing candidates

We do however use a variety of other means to source candidates such as: 

• Advertising specific vacancies, 
• Company database. 
• Direct candidate approach
• Marketing materials i.e Website
• Seminar and training events
• Referrals from clients and candidates. 
• Professional networking sites

QUALITY CONTROL

Screening Candidates

We understand the importance of time and so we undertake to perform the initial screening process on your behalf to ensure that we only present you with the best quality candidates. In a world where people seem to be just ‘window shopping’ it is important we are able to filter who is not going to waste your time as well as who meets your job spec and company culture. We therefore undertake a thorough screening process on your behalf:

• Meeting face to face with our candidates
• Checking thoroughly CV’s
• Social media web checks such as Linked Inn, Twitter and Facebook
• Law Society background checks
• Psychometric testing
• Reference checks
• Market knowledge and expertise
• Market Intelligence. Given that our consultants spend over half their day on the phone to candidates and clients we have found that by asking the right questions we can get to know what is going on.

Managing Expectations

• Ever had an offer rejected right at the end of a lengthy process because of salary expectation?
• Ever lost a potential hire due to a counter offer or a competitor?
• Ever wondered why a so called interested candidate has a sudden change of heart and pulls out of the process?

 

Our consultants are trained to ask the right questions at the right time which for us means as early as possible, to get as much information for our clients as possible without breaching confidentiality. This ensures there are no hidden suprises and the process runs as smooth as possible without wasting anyone's time. 

We ascertain the deal breakers at the start of the process not the end so that both parties are clear about what to expect. We believe that it is important not to waste anyone’s time in this process and so we deal with issues which are likely to be problematic upfront, to ensure that when our clients put an offer on the table, it will be accepted.

We understand the importance of our client’s time and how crucial your business decisions can be to the success of your organisation and so we demand transparency. That way we can guarantee our clients always know were they stand so they are able to make an informed decision at all times without having to second guess about the future of their business. 

We keep close to our candidates and they trust us because we are open, honest and frank and only work with those that afford us the same respect.

You will find on this website details of previous successes, testimonials and biographies of our team (which has well over 50 years of collective legal recruitment experience).

RETAINED SEARCH

Our clients range from global market leaders to boutique sector focused practices.

We have an excellent track record of successful retained searches within the legal market since the creation of the company.

We carry out discrete research to identify the right talent for your recruitment needs. We do this by compiling comprehensive research reports in the market, with an exhaustive analysis of the strengths and weaknesses of potential targets backed up references from ex-colleagues, clients and others working in their space.

This enables a finely tuned potential list of targets to be presented to our clients. We then contact the agreed list of prospective candidates in a professional and confidential manner. This enhances the chances of a successful conclusion to any assignment will be permanent one.