Frequently Asked Questions

When you are busy at work it is difficult to find time to look for another job, particularly if you share an office. We can do the running around for you and tell you where there are suitable vacancies – the vast majority of firms and companies who recruit lawyers use recruitment consultants.

As experts in the legal market, we can provide you with inside information about firms – on their cultures and team personalities, for example – which cannot be gleaned from websites and brochures.

We can offer advice on what to expect from an interview and act as a sounding board for your thoughts leading up to interview – and for your feedback afterwards.

It is easier to have a 'middle person' both to sell your qualities over and above other applicants and to conduct any negotiations on your behalf (particularly about money!).

The recruiting firm or company pays our fee and you receive our services for free.

It is important to choose a recruiter that you feel comfortable with, who takes the time to get to know you and understand your needs. You should be looking for a recruiter that knows the market and operates in a structured, ethical and professional manner, and will not simply send your CV around the market. If you prefer to use more than one consultancy, limit your choice to a small number and ensure that you are in control of the process. Your CV should not be sent without your express consent – make sure you keep an up-to-date list of your applications to avoid duplication as this can be viewed negatively by firms.

Many people have a misconception that the ideal CV should fit on a single page. This is not the case for lawyers’ CVs, which, depending on your work experience, should be at least 2 to 3 pages long. This said, avoid excessive detail and use bullet points in listing your experience. For bespoke advice on putting your CV together, please contact one of our consultants.

This will vary from one organisation to another. Usually, however, before an offer is made, most law firms will ask you to attend 2 interviews conducted by partners, followed by a more informal meeting with several assistants. Generally speaking, the first interview is about finding out whether 'your face fits'; at the second interview you can expect to be asked more technical questions. The meeting with assistants is mainly for your benefit and provides the opportunity to ask questions that you may not feel you could ask the partners directly.

The most important factor prior to interview is adequate preparation:

• Research the firm via websites, brochures and legal directories
• Study the job specification and think about whether you have the required experience and skills. If you do, consider how best to convince the interviewers that you do.
• Anticipate the types of questions that may be asked. While you will never know exactly what will be asked, some common questions, include:
  
  Why are you interested in the firm?
  Researching the firm will help here.
  
  Why do you want to leave your current firm?
  Don't dwell on negative reasons for wanting to leave. Be positive – try to focus on the attractions of the new role
  
  Technical questions
  It is never easy to predict these, but be prepared to talk in detail about the career experience listed on your CV. This may involve refreshing your memory and reflecting on any important recent case law/legislation relevant to your area of law.
  
  What are your salary expectations?
  This can be a dangerous question if you are not fully prepared. A vague answer will be unsatisfactory and look uncommercial. An overly robust answer – not supported by market intelligence and justification – may damage your candidature. We would urge you to discuss this question with your recruitment consultant and agree an approach prior to interview. As a first step you may find our salary summaries useful.
  
  Do you have any questions to ask us?
  This is often asked at the conclusion of the interview. You'll need to prepare several questions in advance, as some may be answered during the course of the interview. If you have no other questions to ask, it may be interpreted as showing a lack of interest. Questions about career path and training are good. You should not ask about salary at the first interview.

In recent years, the international market for lawyers has really opened up with opportunities in Australia, New Zealand, Asia and the Middle East. Very few vacancies arise at the newly qualified level – firms are generally looking for a couple of years’ post-qualification experience. Banking and corporate lawyers are most in demand but firms are also interested in energy, projects, construction and TMT experience. Vacancies in property, employment and dispute resolution do arise, on occasion, however overseas opportunities in these fields are rare. Visit the 'Overseas' section for more specific information about relocating.

There is an abundance of opportunities in the regions for City-trained lawyers in all practice areas. The quality of firms and work is at an all time high with many of the lawyers coming from top City firms in search of a better work/life balance. In this cost-driven market, many regional firms are on the panel of major organisations and have an impressive national and sometimes international client base. One advantage for your career is client contact and autonomy; in regional firms, the level of client contact is considerably higher than you would expect in a London firm, with greater opportunity to be involved in business development. Regional firms usually offer career progression at a faster rate than their London counterparts, and although the route to partnership is still demanding, it is more achievable than in many London firms. Given the quality of work in regional firms and increased client exposure, if at a later stage you decide you want to return to London, you would still be an attractive candidate to City firms.

The best stage to move in-house is between 2 and 6 PQE when a solicitor has fully developed his/her legal training in private practice. It is generally advisable to stay in private practice for 2 years following qualification in order to consolidate your legal training. The vast majority of in-house opportunities are for solicitors between 2 and 7 PQE – at this level in-house employers believe they can still easily mould new recruits and develop a more commercially focused mind-set.

It is possible to return to private practice after a stint in-house – your in-house contacts and skills are valuable assets to prospective employers. The ease with which this can be done, however, depends upon the market and at the senior level you are likely to require a following.