Job satisfaction is something that’s frequently held up as the pinnacle of working life. Yet more often than not developing a career offers the real satisfaction, not just having a job. Performing tasks because they have to be done feels a lot different to working towards a greater cause that’s leading your career somewhere. So, whether you’re just starting out or you have decades of post-qualified experience we’ve put together a list of factors to consider when looking for a firm that offers a career not just a job.

Junior level: getting off to a flying start

When you’re just starting out, the training that takes you over the line to become a qualified solicitor is so important. Whether you take the route through university as a law undergraduate, or you take another academic subject, you need to feel confident that a firm has the right processes in place to support you on your journey to professional practice.

Look out for firms that have established training programmes for graduates and, crucially, have a record of success. When you’ve invested time and money in education and training to develop your career, a firm that can confidently support the move from trainee to qualified practitioner is invaluable; if the foundation is shaky then everything built on top will be unstable too.

Life in the middle lane: taking it up a gear

With a few years’ experience solicitors are in a good position to make decisions about their career that can bring exciting new ventures and opportunities. At this point, adding strings to your bow is a good idea. This could be about increasing your value as a whole. For example, you could take a Law Society-approved management course and be able to supervise an office with three years’ PQE. This increases your responsibility and makes you more valuable as a whole. It gives you skills that aren’t just law-related, such as people management and other soft skills, broadening your skill set.

If you’re thinking of making a change or heading in a certain direction this point in your career would be a good time to do so. Look out for a firm that matches your interests and can offer training that deepens your knowledge as this will allow you to carve out a particular route for your career. On the flip side, firms that cover a lot of different areas of law may appeal. Although you may stick with one general area, being exposed to different aspects will keep things interesting. Being a generalist adds variety to working like, so if that appeals look out for firms that can support this. Secondments can be a good way to broaden your skills too, without committing wholeheartedly to a particular direction.

Don’t stop growing: senior career progression

For many solicitors, reaching the status of partner is the pinnacle of their career. And while industry figures suggest that the number of partners nationally is declining, partners constitute a significant proportion of solicitors making up nearly a third of the profession. If this is something that interests you then it can be a good idea to look out for firms that are growing. You may stand a better chance of reaching a senior level if there is room at the top. Keep an eye out for firms that have clear strategies in place for developing partners, have clear succession plans and have established processes for dealing with this.

Progressing to the level of partner is much more than evidence of ability, it offers some significant benefits. Being a partner brings with it the chance to make an impact on the profession and to take the firm in a certain direction that you envisage. It also enables you the chance to influence and offer help to those below you and shape the direction of their career, as yours was by your seniors.

Whatever stage of your professional life you’re at it’s important to keep thinking about the future and how the present builds towards that. Keep in mind that as you move up the career ladder what you want from a career may change and the firm that fitted your objectives may no longer do so. Of course, building a career entails having a job, but remember to keep thinking about how that job feeds into your overall career – if it doesn’t then maybe it’s time to look elsewhere.

If you found this blog interesting, please look at more of our blogs on how to get a promotion and the secret of success, or if you’re looking for that perfect role, send us your CV. Alternatively,  you can check out all the vacancies we have available.

As we all know, the legal profession has historically been male dominated, perhaps more so than almost any other. However, times are changing – not just in law, but across the board – and women are now getting the same opportunities that were once almost entirely reserved for men. Theresa May is Prime Minister, Cressida Dick is the head of the Metropolitan Police, and Angela Merkel has been heading up Europe for a number of years.

Within law, things are also changing. Baroness Hale, the Supreme Court Deputy President – is expected to replace the retiring Lord Neuberger who steps down at the end of next year. She has already become the UK’s first female Lord of Appeal in Ordinary and is currently the only female justice of the Supreme Court.

In addition, Lady Macur is lined up as the next Lord Chief Justice and will become England’s most senior judge when Lord Thomas of Cwmgiedd also retires in 2017. And it’s likely that this won’t be the end of women being promoted to greater positions of power within the UK legal arena. We’ve written before about the rise of flexible working in law over recent years and the introduction of this way of working to the Supreme Court is likely to encourage more women to the posts. And the vacancies will be there to take, as a record six other senior judges are expected to stand down in the next two years as they approach retirement.

Flexible working

Flexible working doesn’t just appeal to women of course, but it should help to encourage more mothers of young children, for example, who may have stepped away from full time positions to care for their families. It can also help to improve diversity and therefore business performance if managed in the right way.

As well as the introduction of flexible working, equality law provisions will also come into play, specifically the clause known as ‘the tipping factor’, which allows employers to treat a candidate from an under-represented group more favourably if:

• Both candidates are “as qualified” as each other
• The employer selects on merit
• And taking the action is seen as a proportionate means of achieving a legitimate aim.

Women in the legal profession set to rise

All three are likely to apply to the Supreme Court so it’s highly likely that we’ll see even more female professionals join Lady Macur and Baroness Hale at the top table of the legal profession. It appears that it’s not just politics where women are making their mark, but also in law too. Here’s hoping this provides an inspiration to female professionals and the legal firms that embrace diversity and we begin to see greater numbers of women make partner over the coming years.

For more insights from the team take a look at our other blog posts.

After 2017’s climate of uncertainty, largely triggered by Brexit, UK law firms are understandably cautious going forward. However, on the whole, they are demonstrating their robustness by expressing a desire to continue with business as usual. In fact, our latest white paper, The Challenges and Opportunities Facing Legal firms in 2018, reveals that a significant majority (66%) of firms are looking to increase their headcount over the coming year. Of those businesses, 4% expect to increase staffing by 5% and 11% predict that it could be by as much as 30%. So, clearly there is considerable optimism about the opportunities for headcount growth in the coming year.

However, there appears to be challenges ahead surrounding the availability of labour. Around two-thirds (67%) of those surveyed say a skills shortage is their top concern for 2018 and 20% cited staff retention. And with business lobby group British Chambers of Commerce saying that skills shortages reached ‘critical levels’ in the last quarter of 2017, it is now vital for firms to retain the talent that they already have. So, which retention strategies can be used to incentivise existing staff to stay?

Flexible hours

The most important thing is to consider what your staff value the most. New research from HSBC reveals that 89% of employees view flexible working as a key motivator – more than the 77% who were influenced by financial incentives. Yet our survey found that only 33% of respondent firms offered flexible hours and fewer still provided part-time options. While it is encouraging to see that practices are increasingly aware of the demand for adaptable working patterns, those that don’t offer them to staff – and at all levels of seniority – risk losing them to businesses that do.

Remote working

Our survey revealed that 22% of firms offer staff the opportunity to work outside of the office. And, in a profession where long hours are the norm, there’s no doubt that many employees would welcome the opportunity to dispense with their commute on occasion. Does your firm make use of the technology available that facilitates this, such as cloud storage?

Training and development

In its recent Human Capital Trends report, Deloitte found 51% of companies rated ‘investing in talent’ as an urgent priority. Consequently, it is a surprise that none of our survey respondents cited training and development as a key retention offering at their firm. Millennials, in particular, will be hard to attract without excellent training and development programmes: a recent report by PwC found that 74% of the millennials it surveyed said that learning new skills to remain employable was something that they valued highly. And, over a quarter said this was the most important factor in making an organisation an attractive employer. Given that this generation will make up three-quarters of the UK workforce by 2025, firms cannot afford to overlook their needs: doing so will mean that they could fail to engage with a large share of skilled talent over the coming years.

Bonuses, sabbaticals and other offerings

Of course, while our research shows that flexible hours, remote working and training opportunities are important ways to invest in and retain staff, they aren’t an exhaustive list. Other benefits such as bonuses, sabbaticals, employee discounts, paid volunteering leave and a holiday allowance that increases over time, are just some of the other ways to incentivise staff. The best way to find out what your staff would value is to simply ask.

Not only are these methods excellent ways to keep staff engaged, they will also make your firm more attractive to potential recruits. At a time of significant skills shortages, are you doing all that you can, to attract and retain?

To request a full FREE copy of the report, click here.

​Furthermore, to speak to the team about your recruiting needs, call 01772 259 121

The relaxation afforded by the Christmas break gives many busy legal professionals an opportunity to reflect on their careers. And, of course, January is a time for fresh starts and resolutions about the direction you want to take in the New Year. So, if you plan to make a career move, here are our top tips for lining up the right job.

Assess

Firstly, assess your current role and responsibilities. What are the positive aspects and what do you find is lacking? Now think forward to the end of next year. What would you like to be doing career-wise at that point? Are you seeking a change of organisational culture? Also consider your current strengths and achievements: where have you added value? Which areas do you need to develop? Do you need more training or experience in order to compete with other candidates? Many jobseekers find it helpful to talk to a specialist recruitment consultant about the current market and the prospective options available to them.

Research

Once you know what you’ve got, what you want and why you want it, you can move onto the next step of identifying potential employers that will help you to achieve your future career goals. Research and create a list of firms that you would like to work for, as well as making notes on what they can offer you and what you can bring to them. Again, if you have a recruitment consultant, they can help you shortlist firms that could be the right fit for you based on their network.

Update

The end of a year is a good time to revisit the basics and make sure that your CV and online presence reflect your achievements. Take time to update your resume and ensure that your LinkedIn profile is complete: add new specialisms and adjust the key words in your profile so that they reflect the aspects you wish to be associated with going forward.

Develop

Before applying for a role, it makes sense to put yourself in the best position to compete. Think back to when you assessed the areas in which you could develop. Recognise and utilise training opportunities provided by your current employer, or find a local or online short course in a relevant area. Consider how you could gain additional exposure and opportunities to demonstrate your skills and knowledge, such as writing pieces for your company website or a professional publication, or by volunteering on a committee. Think about where you are active outside of work: now might be a great time to find professional associations or groups where you can attend meetings and network with people who are in the field. Attend seminars and thought leadership events to ensure you are at the forefront of your industry and able to take advantage of the opportunities that are available.

Initiate

The final step is to find that job. If you haven’t already, register with a good specialist recruitment agency and discuss precisely what you are looking for so that they can contact you as soon as an opportunity arises. Revisit your shortlist of potential employers and see who is posting jobs, or make speculative applications. Let your network know about your job search as this might reveal an opportunity which hasn’t yet been advertised. Dedicating just ten minutes a day to, say, emailing a contact who works in a field of interest, could be fruitful.

If you’re looking for a new challenge in the New Year, get in touch today to see what opportunities we have available.

You may also like to download our guide on How to Develop Your Legal CV.

Take a look at some of our other blogs to gain more insight into the legal sector.

You’ve landed yourself a new job, plucked up the courage and handed in your resignation, and you’re busy planning out your career at your new company. Then your employer takes you aside, expresses their reluctance to see you go and offers you more salary and additional benefits. In an environment of skills shortages, counter offers are commonplace, but should you accept it if offered?

Why did you resign in the first place?

While the thought of your company really wanting you to stay with them might appear flattering, take a moment to consider why you are in this position in the first place.  You made the decision to apply for new job and it stands to reason that there was a sound reason to do so. Perhaps it was because you felt your achievements weren’t being recognised or that there wasn’t the career progression opportunities available to you. So while it might initially seem fantastic that you have received a counter offer, you decided to leave and regardless of what you have been offered, your reasons for doing so still stand.

A question of loyalty

Another important point to consider is what your resignation tells your employer about your commitment to the company. While you might have been the perfect employee, the moment you hand your resignation in your loyalty will always be in question.  So if you’re considering accepting a counter offer think carefully about how you will be perceived at the company afterwards. While you might think that, by enticing you to stay, your boss obviously deems you too valuable to lose, the fact remains that they will look at you in a different way – it’s purely human nature to do so.  And this can have negative connotations for your future at the business if you do decide to stay put.

Is it just a stop gap?

Another complex issue surrounding counter offers is that you don’t know what it going on behind the scenes and the real reason your employer is asking you to stay.  If your company is experiencing heavy workloads, for example, and doesn’t have ample people waiting in the wings to fill your role, it could very well be that they are viewing the counter offer as a way to plug the gap until a replacement can be found.  And this feeling can be incredibly negative for you and the company – a situation soon arises where your employer is questioning your loyalty to the business and you are consumed with the fear that you might soon be replaced.

Think long and hard before you make the decision

While being offered more money or benefits can initially seem very appealing, our experience shows us that it can lead to a feeling of unease for both employer and employee alike. It’s really important to weigh up the pros and cons before you make a move.  If you decide to proceed with your new job, ensure you thank your boss for the offer and reassure them that you will be committed to your role during your notice period. And if you decide to take up the counter offer, bear in mind that you will probably have to work hard to win back your employer’s trust.

Call the team today for information about how Clayton Legal can assist your firm with recruitment and retention strategies. And for more insights from the team take a look at our other blogs and resources.

Have you been over performing in your current position, exceeding expectations, and being given glowing reviews by your employer? If the answer is yes, then you may very well be ready for that all important promotion. Clearly, though, the opportunity isn’t going to simply fall into your lap. So how do you get noticed and get that well deserved promotion?

Here are our five top tips.

Set goals:

Setting goals should always be your first step, if you aren’t clear about where you want to go or what you want to achieve you’ll find yourself stuck in the same role. Only once you’ve set yourself goals can you start to work out how to achieve them. Work out the specific position you want and then imagine yourself attending an interview and the kind of questions they might ask. What makes you the right fit for the position? Do you have the appropriate experience? How would you manage the responsibilities? If you aren’t already able to answer these questions then they should provide you with a good indication of what you need to work on.

Why do you deserve the promotion?

Consider exactly why you’re suitable for the new role. If you’ve developed skills beyond the ones required for your current position see how well they align with those required for a more senior role. If they overlap significantly then it’s likely your manager may already be considering you for a step up. Conversely, if your skillsets aren’t yet up to the level required, then make sure to demonstrate that you are proactively taking steps to improve key skills and are committed to continued professional development. The same principle applies for your relevant experience, do you have enough already, or are there new responsibilities you could potentially take on?

Shout about your achievements:

Make sure your manager is aware of your achievements. If you work in a fast paced environment you’ll likely find that smaller successes are brushed to one side fairly quickly, or that your input into team achievements isn’t fully recognised. However, being able to demonstrate your successes and contributions will be key when discussing a potential promotion with your boss, so make sure to document all of them, however minor they may seem.

Get a meeting in the diary:

Schedule a meeting with your boss. While it’s important to formally schedule a consultation with your manager to ensure they understand the importance of the meeting, it’s also vital that you approach the conversation with enquires rather than demands. Let them know that you are keen to receive feedback on your performance and ask about potential opportunities for you to move up. Explain why you want to take on a new role, and demonstrate why you are ready if given the opportunity. However refrain from being pushy – if you come across as demanding you’ll hurt your chances of promotion rather then come any closer to gaining one.

Be realistic:

Be patient and realistic. If there is a role already available it may be that your meeting highlights you as an obvious candidate, however you may find that the reason you haven’t been promoted yet is because there simply isn’t a position open. In which case it’s key that you continue to demonstrate your relevant skillset, enthusiasm and commitment to professional development. You may find that your promotion is just around the corner.

Take a look at some our other blogs to gain some more valuable career advice.

Or take a look at our current roles to find your next game-changing role.

Being a Partner is not for everyone.  Not all Legal Professionals will want the stress and added workload brought on by making Partner. But for most – this will be the aim and the potential pinnacle of their career. But what is the route to the top? Here’s how to make Partner.

Be at the right firm

This one should be obvious. You have to keep in mind that working for an organisation and essentially becoming a major shareholder in it are two very different things. Trying to make Partner is a major commitment so you need to make sure your efforts won’t be wasted. Do you have complete faith in the firm’s ability to gain and retain clients? Will you get along with the other partners or will you clash heads? Most importantly, do you have the ability to sustain and develop the practice? These are all questions that need answering, ideally, before you find yourself as a Partner.

Nail the new business

Yes, a detailed knowledge of legal precedents is highly valuable, but in all honesty, a detailed understanding of Rylands vs Fletcher or Donoghue vs Stevenson is unlikely to get you there on its own. Even if it did, you wouldn’t last long unless you can bring in new business. This is a must and anyone unable to do so is unlikely to make Partner.

Get a mentor

Similar to the previous point, making partner is all about being ‘part of the club’ and a quick method of ensuring that you’re not left on the outside is to have an influential partner as your mentor. They’re likely – as long as you’re on the right tracks – to act as your advocate at the partnership table which can only help your case in the long run.

Play the long game

Someone once described planning for partnership as akin to playing a seven-year game of chess, and they’re not far off. You can have a good shot by moving pieces around randomly and hoping for the best, but in reality each decision you make should reflect your intentions. That means, like chess, it’s critical to build a long-term game plan that allows you to develop the skills and network necessary to make Partner.

Become a natural networker

You may now be asking what a natural networker actually is. It’s someone that’s not forcing it and is adept at creating relationships organically and isn’t just networking out of their desire to make partner. This isn’t sustainable and, more importantly, people will see through it. It’s difficult to trust someone you think is inauthentic and potentially out to get something from you and it’s much more preferable to form long term, authentic bonds with people. This certainly isn’t an easy skill to develop – and its one that almost everyone desires – but it’s definitely worth taking the time to focus on.

Sort your life out

In the past, achieving a work/life balance while trying to make partner was probably a distant dream, in many of the tougher firms that is unfortunately still the case. However, if you’re intent on reaching the top, you need to make sure you don’t join the ever-growing pile of associates who have burnt themselves out seeking Partnership. That means you have to be smart and plan ahead. Try and create barriers between work and home life so the latter is just seen as a place to relax and shake off stress at the end of the day and you’ll find that process becomes considerably easier. Nick Goseland, an attorney at US firm, Lateral Link, wrote a piece on exactly that subject where he argued that a long career in the legal sector is an ultra-marathon, not a sprint. He suggested that if each day at work feels unbearable, then take some steps at home and at work to change this before you burn out. We couldn’t agree more.

What are your top tips on how to make partner?

Take a look at some our other blogs to gain some more valuable career advice

Or take a look at our current roles to find your next game-changing senior role.

Rewind even as little as 10 years ago and the vast majority of legal jobs were found in the capital. Let’s not be mistaken, London is certainly still the UK’s main legal hub, however in recent years the sector has spread more widely into other regions of the country. This has been partly fuelled by the concept of ‘Northshoring’ and more and more firms are choosing to relocate at least some of their services to outside of the capital. We’ve been conducting our latest review of hiring activity across the regional markets, with some interesting results – so where is demand for UK legal jobs stemming from?

North West

The North West has once again performed above expectations in terms of legal jobs, with our research showing that vacancies have risen by 36% month-on-month. Manchester and the surrounding areas is a main beneficiary of the Northshoring trend with a series of major firms now based here including Eversheds Sutherland and Addleshaw Goddard, amongst others. These firms have been on the hunt for experienced professionals which has meant that corporate associates and senior associates in particular, have been highly sought after.

Midlands

The Midlands has fared even better than the North West, recording a legal vacancy uptick of 69% month-on-month. The majority of this hiring activity has been focused on the property arena with firms seeking conveyancers, particularly in the commercial arena. According to recent reports, available office space within Birmingham and the surrounding areas is at a 10-year low, with firms keen to take advantage of the second city’s lower prices in comparison to London, which is driving a need for property specialists.

North East & Yorkshire

Property has also been the main driver of activity, or the lack of it, in the North East & Yorkshire recently.  While there was strong demand for conveyancing specialists in the first half of the year, new reports that suggest that this region – along with London – has experienced the slowest increases in property prices which has forced firms to hold back on hiring until the market improves. However, legal professionals with experience of working in the family and private law arena have been highly sought after.

London

Along similar lines, London has also been hit hard by the stalling property arena, however this has been negated by the growing need for administrative assistants and specialists. Many firms have experienced an uptick in workloads as clients ask them to map the post-Brexit market, which in turn has meant employers have been on the hunt for legal back-office professionals, who have contributed to the huge rise in demand seen over the past two months.

South East

The UK legal jobs market has been most active within the south east in recent months. It has seen a huge boom in demand for conveyancing and other property experts. Commentators suggest that this growth is down to the staggeringly high cost of buying property in London. This forces potential buyers out to the surrounding areas like Essex and Hertfordshire and firms in this region have been sourcing property expertise to help manage the increased workloads they’re now facing.

Wales

Demand for legal professionals in Wales has mainly focused on litigation and crime specialists, with higher court advocates particularly sought after. Unfortunately this trend isn’t driven by anything positive, but instead a rise in violent crime which has caused an increase in arrests and prosecutions. However, while this certainly isn’t good news, it does mean that legal specialists are highly sought after across Wales, but particularly in the south.

The brunt of legal activity is no longer focused on London and UK based legal jobs have spread further across the country, with areas like the North West and the Midlands now true legal employment hotspots. If you’re looking for your next regional opportunity – or are looking for a role in the capital – then speak to our expert team to find out how we can help.

Take a look at some our other blogs to learn more about regional employment trends within the legal sector.

Or take a look at our current roles to find your next game-changing legal role.

You’ve landed a new job, so why do you feel so stressed? Part of the reason is probably the worry over handing in your notice. It can be challenging to part ways with an employer, particularly if you’ve been there for a long time. After all, you don’t want to seem disloyal, or like you’ve gone behind their back to secure a new role. You may also be worried about burning bridges or impacting long term-relationships. We’ve provided some helpful tips that should make handing in your notice a stress free experience.

Bringing it up

Don’t hang about when you’ve been offered a new role and look to book a date in the diary as soon as possible when handing in your notice. Leaving it until later will only mean the issue is hanging over you and it could even begin to potentially eat into your notice period.

What to say

The vast majority of meetings will only be awkward if you make them so. Your manager is most likely an experienced professional so this won’t be the first time they’ve dealt with someone leaving. They’ll probably ask you where you’re moving to, and why, and if you want to avoid burning bridges, focus on the opportunity you’ve been presented with, as opposed to the reasons for you leaving the current firm. It’s advisable to resist the temptation to criticise the company and instead focus on confirming your resignation, telling your boss about the new role and thanking them in person for the support you’ve received.

The counter offer

Unless your boss has been counting down the days until you hand in your resignation it’s possible that you’ll be made a counter offer in the form of a promotion, pay rise or potentially even both. But what do you do when you’re intent on handing in your notice?

Whatever you do, don’t accept anything there and then. Weigh up your current options and consider whether a pay increase or change of role is actually what you’re looking for. Can your current company keep up with your ambitions? If so, why haven’t they already? It can be tempting to accept an offer on the spot, but if the same problems will reappear a few months down the line, then it’s probably not worth taking it.

What to write in your resignation letter

When it comes to your resignation letter, keep it professional and as straightforward as possible. Inform your manager of your decision and, if you’re genuinely sad to be leaving, write something along the lines of “it is with regret that I have decided to move on.” Then you should confirm when your last date will be, state that you are happy to assist with handovers or training and end on a positive note and again thank them for the support they’ve provided during your time with the firm. You can, if you like, go into greater detail about why you’re leaving, but it’s likely you will have broached this in the meeting.

How to deal with workplace emotion

If you’re a valued member of staff and have a good relationship with your boss then they may find it hard to mask their emotions, but in this instance it’s ok to be empathetic and express your sadness about your departure. However, it’s also advisable to keep a level head – this is still a professional relationship and you’re, hopefully, doing what’s best for your career. You might feel a touch of guilt once the decision has been widely announced but, again, this is only natural, particularly if you’ve got friends at work and/or a supportive boss. Just remember, if they really care for you, they will want you to succeed so shouldn’t have any ill feeling towards you.

Handing in your notice can be stressful, but it doesn’t need to be. Follow our handy tips and get in contact if you’re considering finding a new role at a new firm.

Check out some of our blogs to gain more cutting edge career advice

Or take a look at some of our current jobs

©Depositphotos.com/AndreyPopov

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It would be fair to say that a large brunt of legal activity in this country takes place in the capital. It’s hardly surprising, after all, London is one of the leading cities on Earth and is home to international, market-topping firms of all shapes and sizes. In addition, most of our major courts are based here as are the majority of regulatory and trade bodies.

UK legal recruitment

London-centricity isn’t necessarily a good thing and as the country has become more focused on the capital, debates have started over whether activity and investment should be spread more evenly across the country. It was suggested, for example, that the national football stadium – based in Wembley – should in fact have been built in Birmingham to provide easier access to those living in the North of the UK. The arrival of HS2 could close the gap between London and the rest of the country, but it will be some time until this is rolled out in full.

The legal sector has the same issue. While the trend of ‘northshoring’, has picked up pace in recent years, the industry as a whole is still overwhelmingly focused on London, largely at the expense of other regions of the country. UK legal recruitment is no different and the majority of hiring agencies are based in or around the capital.

You’ll find many Northern based firms complaining about how it’s unfair that they’re not given the same level of backing or support that others in London receive and that infrastructure is not as developed as it is down south. However, those suggestions aren’t entirely accurate. Transport links aren’t as extensive and there isn’t a wholesale equivalent to the tube, for example, because the population is smaller and there is less demand for these services. You can be sure that if there was a market for improved infrastructure or services that a firm would have already jumped on the opportunity to make a potentially huge amount of money.

However, regardless of levels of investment, we feel where we’re based is immaterial. Perhaps 20 years ago when communication channels weren’t as extensive as they are now it would have mattered, but in the modern world, not even slightly. UK legal recruitment is as it sounds, UK-wide, and despite being based in Preston, our rigorous approach combined with our deep networks and complete understanding of the legal market means we can effectively serve firms and find them the talent they need wherever they’re based across the UK.

Different area, same skills

Legal professionals aren’t just based in the capital, they’re all over the country, and rather than selecting an agency on the basis that they’re relatively close to London and must therefore know what they’re doing, firms should instead conduct thorough research into their suppliers and choose the organisation that can offer the best deal, has the best relationships and ultimately provide the best service. Where they’re based is insignificant if they have the right resources and approach in place.

If the legal market still worked in the way it did 50 years ago, then geographical location would still be relevant, but the days of striding out of a firm and walking into the office of the nearest recruiter to find a new role are gone. And, with the vast majority of communication done online, it doesn’t matter if a hiring agency is based in London, Leeds or Liechtenstein, as long as they can fully map the market, have existing relationships with legal specialists and can ultimately find your firm its next game-changing employee.

Check out some of our other blogs to find out how you can find the right legal recruitment agency for your firm

Or take a look at some of our current legal jobs