A recent conversation with an excellent lawyer who is “open to work” this week led us to fully debate the pros and cons of taking a contract position when you’d really prefer a permanent job. I thought it worth sharing some points to consider.
Contract positions come up for different reasons – maternity covers, waiting for permanent hires to start, project work, sabbatical cover, budget restrictions and head count freezes.
Although mostly an option for immediately available lawyers, some permanent employees are also considering contracts and employers will sometimes wait for the 1 or 3 months’ notice. Whilst a maternity cover isn’t likely to wait, if employers plan well ahead, or can delay the start of the project, these roles can be open to permanent employees too.
In previous times some saw contracting as second rate, but thanks to the likes of Axiom, Peerpoint Simmons Adaptive etc., contracting or consulting is now an alternative career and can offer quality legal skills to employers.
Advantages
Disadvantages
Our Advice
To discuss your options please contact Tracy or Jane for a confidential discussion.
Feb 2023
The world around us has changed dramatically since the COVID-19 pandemic. With many of us now working from home and communicating virtually, it’s been a huge shift from the way we used to communicate. As Fry & Brown have moved forward, we as individuals have certainly had a feeling that something has been missing. When the rest of the household goes back to school or work after Christmas there is certainly a very empty feeling in my home office.
Jane and I both have a strong preference for home working. Being able to be home for the children and avoiding the long commute (both living outside London) is a large part of the reason we set up our business. But despite embracing technology and consistently arranging meetings, we still haven’t quite been able to put our finger on what it is that is missing, and how mentally tough it can be.
We’ve been able to come up with a few little tips worth sharing that helped us during 2022:
The way we communicate will continue to evolve and it’s up to us to embrace the changes and make the most of it.
#communication #VirtualNetworking #AdaptToChange #legalnetworking #legalrecruitment
Jan 2023
The Legal Business Awards on 27th September at the Grosvenor House Hotel was one of the first black tie events in the legal industry for quite sometime and you could tell… Most of our clients jumped at the chance to attend, arrived early and were on great form, and we were very excited to be hosting a table.
We chose to sponsor the “Insurance Team of the Year”. Recruitment into the insurance industry forms a large part of what we cover and we have some great insurance clients regularly hiring, from Lloyds insurers looking for specialist experience, insuretech and start-ups looking for their first lawyers, through to the largest global insurers hiring corporate, commercial and regulatory insurance lawyers. With so much regulatory change affecting the industry recently, especially in the sustainability and ESG space, there has been a big uptick in the amount of opportunities for talented lawyers looking to move from private practice to in-house.
The winners EVERSHEDS SUTHERLAND were presented with the award by LOUISE MINCHIN and our own Director, Tracy Brown and it was great for our table to share a drink with the winning team following the 3 course dinner and wine. The band played, the after party started and the event went on into the early hours.
Congratulations to all the evening’s winners and you can see more pictures on our LinkedIn company page here – https://www.linkedin.com/company/fry-brown/ .
Everyone has been through a lot recently and the recruitment market has also been through a lot. Following an understandably quiet 2020, we were starting to wonder what our next business venture might be! Luckily we have great clients that kept their word and went ahead with hiring the candidates that had been offered and completing interview processes that were already in progress. We heard horror stories of people resigning or leaving only to find their new job offers were pulled, but with lawyers being so incredibly busy still we are pleased to say we didn’t have any first hand experience of this. Following the summer, in-house legal recruitment levels gradually picked up and for those who were brave enough to make the jump and start new roles largely remotely, there were financial institutions busy enough to invest in them. For a year or so, there was a reasonably normal recruitment market with the supply and demand for candidates mostly equal. We knew that after years of minimal recruitment activity (due to Brexit as well as Covid) at some point things would really need to pick up but we couldn’t have predicted this!
Over the last 6-9 months the market has really gone crazy and although there have been signs of dip at times (and there are certainly concerns in the wider economy), it has not materialised as yet and it looks like we are going to be sticking with a busy market for a while. So what’s been happening and what can you expect if you’re looking to move in-house now?
We hope this is helpful. To keep updated you can follow us on LinkedIn here and search our vacancies here .
Jul 2022
At Fry & Brown we recruit lawyers into the financial services industry and whilst many move between in-house roles, the majority are making the jump from private practice.
A major consideration for many of these lawyers is work-life balance and predictability of hours, with salary and package being the trade-off. But something that can be equally important to consider when making a move in-house is the job title – and this can often be overlooked.
Private practice titles are relatively transparent and easier to compare, with associates, senior associates, managing associates, directors, partners, and their equivalents. But in-house can be more complex and varied, especially highlighted by the diverse industries and the varying size of companies from start-ups to FTSE 100’s. In addition to the in-house legal titles there are the corporate titles, which can be especially complex at large financial institutions with matrix reporting including analysts, AVPs and VPs, EDs and MDs. The Assistant/Associate General Counsel title is particularly confusing with the position being very senior at some organisations and quite junior at others. Smaller organisations without an existing legal team might not have even considered legal titles when you get to offer stage whereas larger organisations may have so many titles that you have no idea where you should be pitched, and often the structures are not logical.
Think about how you will be considered both internally and externally. You won’t enjoy working in an environment where your peers feel that lateral hires are being brought in over their heads. A “head of” title sounds great, but what are you head of? A head of a team reporting into a more senior lawyer might be better than Head of Legal as the only lawyer. And whilst you want to aim for a senior title, make sure it is going to be understood and doesn’t limit your future options. Accept that titles vary hugely in-house and are considered much more important at a US than a UK bank for instance, where what may seem like a step down could be the right move so long as it is correctly pitched within that organisation.
In truth, the right job title depends on the context, and most lawyers will have little choice anyway. But it is important that you feel comfortable that the title is accurate for the job that you are doing and the level that you are operating at.
To discuss your career options in-house get in touch with us at Fry & Brown
Tracy – tracy@fryandbrown.com – 020 3743 0695
Jane – jane@fryandbrown.com – 020 3743 0697
So, we admit it… we can’t help everyone find their dream job, as much as we may try. As recruitment consultants, we work on the jobs our clients instruct us on and the vacancies in the market, and as a result there are some very good lawyers who we can’t always help.
We are not careers advisors, but we often have ideas to share and advice to give, and one of the main things we would recommend is using your network. Lawyers get plenty of opportunity to network. Some love it, and some hate it. Some are good at it … and some not so good. But there are different ways of networking and one or more of the below will hopefully suit most people.
Attend industry events – and look wider than law firm’s seminars and training. Try the events put on specifically for in-house lawyers. The Lawyer, Legal Week, Legal Business, Legal 500, The Economist, Thomson Reuters/ Practical Law Company all host General Counsel and In-house Counsel events. See our conferences post here – . To make the most of these events, arrive early, stay till the end and ditch the electronics if you can – although you might also want to make use of their social media networking opportunities.
Host smaller events – If you’re not meeting the right people at events arranged by others, then get involved in hosting events yourself. Smaller events such as breakfasts or a gathering of peers who have moved in-house will sometimes be the most successful. A good speaker will attract good delegates, and one good delegate will attract another.
Respond to recruiters – even if you’re not actively looking. Having conversations with your recruiter could open up all sorts of opportunities in the future. So often our lawyers end up doing something quite different to what they were expecting and you never know what options there are unless you are prepared to listen.
Recommend your friends – Suggesting others for opportunities that aren’t right for you means they might do the same for you. And helping your recruiter by suggesting someone they might want to try, will never be forgotten and keeps you in mind for when the right thing comes up for you. You can always say that you’d rather they didn’t use your name when approaching your recommendation, although most people would be grateful.
Network and volunteer internally – This could be volunteering within the legal department or getting involved in company wide projects or D&I initiatives. It will broaden your network outside of the legal department into the business world and you may find that when someone moves on from your company, they recommend outstanding colleagues to their new employer.
Use your secondments – Stay in touch with your line manager and the team and make them aware that you might be interested in opportunities in the future. Make the most of your time whilst on secondment, networking and immersing yourself as if you were a permanent employee.
Speak to your clients – Many people we speak to are concerned about confidentiality, and understandably so. But if you can develop good relationships where you can drop into conversation that you would always be interested in hearing it is not only the GC that could contact you, but their GC network too.
Don’t be afraid to let people know – We get that you probably don’t want your boss finding out you are looking, but chances are your boss is interested in hearing about new opportunities too. We find that more senior lawyers are always much more open than the more junior lawyers we speak to. And it is about how you do it, you don’t need to tell anyone you are looking for a new job, but saying that you always have an eye out for the next opportunity does you no harm and if anything improves relationships and opens your network.
At Fry & Brown we try not to group people as “candidates” and “clients”, but we have lawyer contacts, not necessarily actively looking to move, but always open to a good conversation.
As result of the pandemic, and after many years of a client led market, candidates are now back in control and we are regularly hearing stories of hiring managers missing out on the preferred candidates to the competition. If you want to successfully hire, you need to re-think your hiring strategy to match the shift in the market and face these new challenges.
Company impression – Line up your full hiring process before you start. You might be ready to do the big sell, but have you decided who else is going to interview? Has “the sell” that you want them to communicate to the candidate been shared? Has the headcount and budget been agreed? Are you going to be able to make that offer and get the paperwork out quickly when you have chosen a candidate or is internal red tape going to slow things down, creating a bad impression of the company.
Be self-aware – You need look at your talent attraction and not leave it to the company and brand to promote your vacancy. What can you provide and offer the top talent, and is this obvious from the outset?
Personal impression – is important, candidates want a boss they can trust, they can go to for career advice, someone who understands their ambitions and personal situations as well as someone they can recommend.
Social Media – LinkedIn job adverts have limited success, but you can use the internet as a platform to show how great the job and company is. Post content and tag colleagues to reach out to a wider network. Build your personal brand so there is something interesting to see when candidates look at your own LinkedIn page
Network – Chat to colleagues and peers and let them know that you’re hiring. Ask them who they recommend and to spread the word. Consider hosting an event for people in your industry where they can bring someone else along and you can showcase your company and brand.
Think back to previous candidates – don’t give up on a candidate who turned an offer down previously, wasn’t ready to move, or accepted something else. We’re in a very different world and people’s opinions on their careers have changed. Don’t forget good secondees you’ve had in the past too. Apparently 1 in 4 are considering changing jobs at the moment.
Interview process – make it snappy. Not pages of application forms, rounds of interviews and multiple assessments. In this market, if someone pulls out because they don’t want to do your test, it isn’t necessarily because they aren’t up to it – they just have enough other interesting options that don’t require it. Create a process that is streamlined and once you have candidates engaged, then you can start extracting the heavy detail.
Candidate experience – you snooze, you lose. You can’t afford to take days to feedback. And if you’ve promised a response but don’t have the feedback yet, at least call to update. There is only so much covering for you the recruiter can do.
Hiring is not a transaction – to the candidate at least, it is their life. They need a personal, exciting experience that they connect with. People buy people.
Further advice on hiring is available on our blog –
Now that Autumn has truly arrived, we thought it was a good time to look back at the legal conferences that have taken place over the summer months.
For Fry & Brown, conferences areso important. The lockdowns created a big hole for us when as well as having no industry events, we couldn’t even meet people for coffees. Jane and I left management positions back in 2017 because we wanted to be back in hands on, face-to-face recruitment roles, and whilst some recruiters squirm at the idea of networking with strangers, it is definitely essential to being a good recruiter and we both love meeting new people!
2020 saw most events cancelled and those that ran, switched to virtual conferences. We had no choice but to try a few, but we weren’t really convinced they could work for recruiters. As sponsors the most we could do was sit in on the sessions and have our branding on the site. Interaction was close to zero and we had limited ways of letting people know we were there.
However, after a year of cancellations and chasing refunds, it was great to see events companies being innovative and putting on some super events during the summer this year. Here’s some highlights:
This event stayed virtual in 2021, but as in-house financial services recruiters, this is our signature event, so we decided to go ahead and sponsor anyway. And we are very glad we did – what an improvement for 2021.
One of the advantages of virtual events is the sheer number of attendees signing up. There is no requirement for lawyers to sit through the whole 2 days and most found it useful to be able to drop in and out of sessions that were more important and relevant to them. People who probably wouldn’t have been able to get away from work to attend under normal circumstances could join and there were many people who hadn’t attended before. The new format really worked from a networking perspective too with attendees able to sign up for smaller groups in webinars and round tables as well as a book club and a fantastic wine tasting and quiz. The calibre of attendees was impressive, and it was great to see people able to relax and be themselves, even on screens.
With this being our first face-to-face conference earlier in the year, we were incredibly nervous – not only about Covid itself, but about how many people would attend, how the event could be run safely, and whether Covid restrictions would mean no opportunity to network, which would defeat the object of attending.
But it was brilliantly well organised. One-way systems were in place, face masks remained on and table service and regular cleaning in the breaks meant everyone could relax. Group networking was replaced with one-to-one organised meetings and even the England Euro’s match was shown in the auditorium allowing us space to social distance whilst enjoying the game. I would imagine that there were some who decided, understandably, not to attend, but the numbers were still good. And those who did attend were definitely committed. Delegates were enthusiastic and smiling as everyone was fully engaged and wanting to make the most of it.
This was the most recent event taking place at the end of September after being cancelled last year. It is highly anticipated by lots of you, and it was great to see a winner from the financial services sector with Chris Thomas from Brewin Dolphin winning Rising Star In-House Counsel of the Year.
Whilst for us the main conference season is over, there are still other networking events going on this year if you’re keen to get involved.
And please do let us know if you’ve been to any good ones that we’ve missed out on! Jane and I would be keen to hear your experiences.
There are heaps of guides out there for writing your CV, and lots of templates too. But they’re so generic. You need something more tailored. And you’re a lawyer – so yours must be perfect, right?
Having both spent 20 years in the industry, looking at up to 50 CVs every working day, we’ve got a good idea what works and what doesn’t. The majority of the CVs we see are great, but there are times when we know the person behind the paper is better. And as you can imagine –occasionally we come across a bit of a shocker!
We hope this helps and look forward to hearing any additional tips that might have helped you in the past.
As we start to come out of what will hopefully be the final lockdown, optimism in the in-house legal recruitment market abounds. Hiring strategies within financial services are likely to get back on track meaning competition for the best candidates is strong, but interviews are likely to be virtual for some time yet, and for many will form a permanent part of the recruitment process. So if you’re looking to hire for your team, how do you choose and secure the best candidate online?
Avoid back-to-back interviews