If you just got that confirmation email or call from the hiring firm offering you the job you’ve long been hoping to land, then chances are you’ll have already punched the air in triumph and let out a huge sigh of relief at the conclusive news, thankful that the hard part of the job searching process is now behind you.

And while it’s certainly in order to celebrate such wonderful news with friends and family and give yourself a well-deserved pat on the back for making it this far, caution is advised at this junction – as there is still a transition period you are to navigate successfully, especially when there is still your resignation and notice period to manage.

Perhaps the most pertinent when discussing the activities involved in a thorough due diligence post-job search is the topic of counteroffers, an aspect of the transition process that presents a challenge to legal candidates often regardless of what they might have on offer from their soon-to-be employer.

According to the latest CIPD Labour Market Outlook report, 40% of UK employers have made a counteroffer to departing employees in the last 12 months and among that number, 38% matched the salary of the new job offer while 40% exceeded it. With employers increasingly reliant on counter offers to retain their key staff and a skills shortage across the industry to contend with, these findings point to two indisputable facts that any legal candidate on the brink of leaving their current role faces at present:

• The chances that you will be made a counteroffer are higher than ever before.
• It will likely be a tantalizing prospect to consider, regardless of whatever offer you’ve got on the table.

All of this to say, it isn’t an issue you can afford to take lightly, simple as its solution may seem.

So, what happens when you break the news to your current employer with your resignation letter at the ready and your current manager provides a counteroffer, asking you to stay?

While the promise of extra benefits, money, or extra responsibilities from your existing employer might be tempting, they usually point to a few red flags that make accepting a counteroffer ultimately a bad move for your career in the long run.

Here are 5 reasons you may want to think twice before accepting the new offer on the table:

1. Counteroffers Don’t Solve Underlying Issues

Moving from one job to another isn’t a decision most legal professionals will arrive at on a whim. There will be a lot of time and thought gone into weighing the pros and cons of leaving your current role, and from every possible angle, before deciding to take the leap.

When you’re given a counteroffer, it may address one or two gripes you have with your existing role (such as a low salary), but it’s unlikely to tackle every major issue that convinced you to leave. When faced with one, it’s a good idea to take a moment to ask yourself why you wanted to take this new job in the first place.

Is your current role lacking the challenge you’re looking for at this stage of your career, or are you planning on moving in an entirely new direction? Perhaps the culture or lack of flexibility are a constant source of headaches at your firm. If the sticking points with your role aren’t resolved by the counteroffer (which tend to be the case if these sit at the root of your concerns as culture and career development are not as simple a problem to fix as salary concerns) you should absolutely be turning it down and moving on with your new job offer.

2. An Unwelcome Change in Dynamics

Whilst it is well within your right to explore alternative options if your needs aren’t being met professionally and personally, an inevitable by-product of accepting a counteroffer after making your departure known to your employer is the impact it will have on your relationship going forward.

There’s a good chance your employer will have lingering questions about your loyalty after accepting the counteroffer, and this can manifest in ways that will eventually come to undermine the reasons that sit behind your decision to stay.

You may see yourself getting passed over for promotions, or find your employer actively looking to hire for your position to fill the gap you’ll leave when you do eventually jump ship, all because they consider you a flight risk.

As they will (somewhat understandably) no longer have the same level of trust they once did, there’s likely to be an uncomfortable and awkward dynamic at play, even if they do end up going in the other direction and working harder to keep you happy.

3. A Growth Plateau

Career development often involves moving between different roles, taking on new responsibilities over time and stepping out of one’s comfort zone constantly to keep the trajectory of one’s growth on the up. While there is the benefit of quickly climbing up the ladder in one law firm and building up experience working within a particular team or role, staying put for too long can be as damaging to your career prospects in the long run, as it keeps you out of the loop on what opportunities are ripe for you to expand your skills and experience and consequently stunt your growth.

When deciding if a counteroffer is worth accepting, ask yourself if it keeps you on course to achieving your short and long-term career goals. Compared to the job you presently have lined up, does your existing role get you closer to meeting those key milestones any faster?

Remember that a higher salary won’t bridge the gap that an unrewarding role leaves. Yes, the money will certainly be a welcome incentive but that will quickly become irrelevant if your existing role isn’t pushing you in the right direction. It’s important that you keep your end goal in mind when considering a counteroffer and avoid any ill judgement based on the promise of monetary value.

4. With Great Investment Comes Great Scrutiny

Given the gravity of the skills shortage prevalent in the hiring market today, keeping a hold of top talent has become a lot more of an urgent imperative for businesses across the industry. As firms increasingly opt for desperate measures to retain their key personnel, it has become commonplace to see employers rush to offer a more handsome remuneration package to save themselves the stress of scouring the market for an adequate replacement.

While this is good news for candidates currently without a role, it is a double edged sword for anyone considering the prospect of a counteroffer. This flexibility towards a salary/benefits increase can and often does mean employers  become increasingly wary of how much you warrant the extra investment down the line and can lead to them actively looking for tangible evidence you’re worth it right away.

Having this extra scrutiny placed on your performance, conduct and attitude – down to the smallest of things – can be a stressful experience, even if you are conscious you are well-deserving of the extra benefits you received.

In some cases, employees who accept counteroffers find themselves under pressure to perform like a new hire all over again, trying to prove they deserve their new salary and responsibilities. In other cases, you may find that some of these responsibilities aren’t ones you asked for or are fit to handle, and that’s because your employer simply wants to ensure they’re getting their “return on investment” from you.

5. Risk of Regret

Job changes can be stressful and worrisome, but they can also present incredible opportunities to tap into your potential as a legal professional and build a stellar career for yourself. If you’ve been offered a job at another firm, and you’ve said “yes”, then chances are there’s clearly something about the new role that appealed to you.

Maybe you loved the level of flexibility it offered and don’t have an opportunity to get that kind of work life balance at your current firm. Perhaps you were interested in branching out into a slightly different aspect of your practice area and won’t get the chance to explore that in your current role. Bear in mind that any unfulfilled desire will always be there in the form of regret if you do nothing to change your circumstances when opportunity knocks at the door.

Although you’ll have the comfort of not having to get accustomed to a new working environment or team, you’ll also be left constantly wondering what would have happened if you had followed through and moved into that new role.

Counteroffer Strategies 101

It’s always worth preparing for a counteroffer in advance before approaching your manager with your resignation letter. Think about how best to pass across your rejection to their offer politely and firmly, and whether there are still any important factors at play that warrant you seriously considering passing up the chance to make a new move.

By far the best way to add that extra layer security to your preparation is to work alongside a specialist legal recruiter throughout a process. They possess a great deal of knowledge about the job application process, from both a hiring and employee perspective and are best placed to help alleviate any doubts you might have about your current options – counteroffer or not.

If you find yourself at a critical junction in your legal career with no clear pointers on how best to advance, then you’re in luck. At Clayton Legal we make it our goal to simplify the job-hunting process as much as possible for legal candidates, whatever the complications involved may be, and would love to give you the helping hand you need in navigating any uncertainties about the next move for your career. Give our team a call today on 01772 259 121 or contact us here.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from Partners to Legal Executives, Solicitors to Paralegals and Legal IT personnel to Practice Managers. 

Whether you are building your legal team or are looking for your next career move, we can help. Call us on 01772 259 121 or email us here. 

If you’re ready to start a new legal role this year, you’re not alone.

Despite the current economic climate and still choppy waters as we look ahead to 2024, it is nevertheless a great time to consider the next steps in your career – especially as law firms across the country continue their search for top talent in line with their own growth trajectories.

Multi-skilled legal professionals are in high demand across a number of practice areas and there are some fantastic opportunities for individuals at all levels who will no doubt be mindful of not only salary and benefits, but also assessing that all-important ‘fit’ on a number of levels including culture, shared values, green credentials, and genuine career development opportunities.

Current employment rates in the UK mean that most individuals will already be employed when considering a new role which can present several challenges in the job-searching process, particularly with regards to time and prudence in the manner of approach. Searching for a role when you’re currently employed elsewhere can be a tricky process, as the last thing you want to do is burn any bridges with your existing employer.

But there are several steps to take to kick-start the process:

Step 1: Prioritise Discretion

Discretion is key when you’re searching for a new role while you’re still employed. Although it might be tempting to speak to colleagues about your plans; avoid doing so at all costs.

Being discrete about your job search doesn’t just mean keeping quiet at work. It’s important to think about how you’re interacting online too.

Avoid mentioning your job search on social media or setting your LinkedIn status to “open to work”. It’s best to avoid posting your CV/Resume on job boards too.

This might seem like stating the obvious, but you’d be surprised at how often the above mistakes are made. Candidates are often left frustrated and unsettled when having to stay silent about their job search, as there is no one to share their progress or struggles with. But fighting that urge to spill the beans is crucial, as there is often no such thing as telling ‘one co-worker’ when a potential leaver is involved. You might as well be announcing it to the whole office! 

Not only can being overly vocal about your job search cause friction with your current employer, but it might tell future employers you’re not respectful of your role or the Firm you work for and represent. So, avoid putting yourself in a bad light with both parties – the last thing you want to do is sabotage your job search efforts through a lack of self-control. 

The points above however are largely null and void if you are in a position where redundancy is on the cards.

Step 2: Update Your CV & Cover Letter

If you’re going to be looking for a new legal job in the next 6 months, it’s important to ensure you have the right resources in hand. This could mean you take some extra time to update your CV and cover letter, focusing on adding your most recent achievements into the mix and learning what works in today’s job market when writing a CV or cover letter.

Speaking to a specialist legal recruiter will pay dividends here as not only will they be able to give you the inside track on the market and hiring activity, but they can also advise on the tangible elements of looking for a new role and how to craft a killer CV that will get you noticed.

It’s worth noting that your CV is only one of a number of formal documents you may need to present to a potential employer or recruitment consultant. Depending on your current role or the one(s) you are applying for, you may also need reference documentation, business portfolios, or presentations. So make sure to get in order sooner rather than later.

Step 3: Plan For Interviews Accordingly

If you successfully apply for a new role and receive an offer for an interview, you need to be mindful of how you approach this next step and its impact on your current role and place of work.

You could request an interview outside of office hours or over a lunchtime if the hiring manager or interviewee can accommodate. With the prolific rise in video interviewing (at least for stage one) this is more achievable than it once was.

Scheduling your interviews around your existing work hours will also ensure you can stay focused and productive when you’re on the job, to maintain a strong relationship with your existing employer. However, if you do need to book off annual leave in order to attend interviews, ensure you always abide by the rules set in place by your current employer regarding the notice required.

When you contact the hiring manager for the job you want to apply for, let them know you need to keep the process discrete. Ask them to only contact you on your personal phone and email (don’t use any business contact details). It might also be worth letting them know when you’re likely to be at work, so you can avoid any overlap.

If you have instructed a legal recruitment specialist to help with your job search, this discretion should come as standard – but it’s still worth communicating the best times (and methods) to get in touch with you about progress and next steps as you move through the process.

Step 4: Job Hunt on Your Own Time (and Devices)

If you want to maintain a good professional reputation in the legal space, it’s important to demonstrate commitment to every role you take. Searching for a job when you’re in the office, on company time, shows disrespect, and could scare off future employers.

Avoid the temptation to review new job postings when you’re in the office, or respond to messages from potential employers. If something needs to be addressed quickly, set time aside in your lunch hour, and get outside of the office so you can maintain your discretion.

Always make job-related calls away from the office, particularly if you’re scheduling an interview or need to ask questions about a new role and stay off company equipment. Remember, many businesses have access to tracking software to check which sites are being visited.

Step 5: Continue to Give Your All in Your Current Job

Commitment to your current role is crucial, and even if you’re tired of your current role, or unhappy in your position, it’s important to act professionally. Avoid any notable drop in performance and maintain your work ethic throughout this period. Not only will this reduce suspicion but will also leave your employer with a favourable impression of you long after you’ve left the firm.

Don’t allow yourself to “check out” and ‘coast’ performance-wise because you’re planning on going somewhere else. Preserve your reputation and prove yourself to be a fantastic employee. This will be particularly important if your future employers decide to contact your previous manager at a later date regarding a reference.

Find Your New Role the Right Way

Searching for a new legal role while you’re still employed can be a complex process. In any situation, finding the right job can take significant time and effort. However, the process becomes a lot more challenging when you’re trying to balance your existing employment with your career plans.

If you need help discretely searching for a new position, utilising the services of a recruitment agency will undoubtedly give you a head start as well as a competitive advantage.

Not only can they give you an assessment of the current job market for the roles you are looking for, but they will ensure that you are fully informed and in-the-know about the culture, vision, and values of the firms that you have in mind. And, when the time comes, can furnish you with a wealth of insight and advice on how to ace your interviews and provide further guidance to ensure you resign gracefully – ensuring you leave on a positive note, and your professional reputation within the legal community follows you as you move on.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals, and legal IT personnel to practice managers.

If you are building your legal team or looking for your next career move, we can help. And, if you are currently employed, you can be assured of complete confidentiality, professionalism, and honesty throughout the process – as standard.

Call us on 01772 259 121 or get in touch with us here

With the prospect of a new role on the horizon, arguably the hard bit is done. You have aced your interviews, impressed your new Firm, and are no doubt looking to the future and the next steps in your career.

But even with the excitement of a new legal position looming, there is still an incredibly important step to take in making that move – handing in your resignation to your current Firm.

Here we offer our top tips on how to address this often-uncomfortable conversation – and ultimately remain professional, and on good terms as you exit the business.

1. Communicate To Your Manager First

With an exciting new role to look forward to, it can be tempting to tell close associates and friends, however the first person who should hear about it is your reporting manager. If a senior partner, or even your Manager themselves hears about your intention to leave from another colleague, it goes without saying that it won’t leave a favourable impression which is ultimately what a well-thought our resignation is trying to achieve.

Arrange a time to speak to your Manager and let them know the situation first. Face-to-face is ideal as it minimises any misunderstandings or miscommunication, although video call would also work well for those who work remotely or in order to expedite the process.  It is best practice to verbally tell your Manager of your intention to leave along with the reasons that have led to that decision as it is highly likely that you will be asked both why you are leaving and where you are going to – so it’s wise to have a response planned.

2. Be Prepared For Conversations Around Negotiation

Whatever the reason or reasons for leaving your current firm, it is always worth having a preliminary conversation before you start looking for new opportunities, to see if those initial reasons may be overcome. If, however that conversation didn’t take place, you should nevertheless consider what you would do should a counter-offer be on the table once you make your intention to resign clear.

In the current market, where demand for legal professionals is outstripping supply, this is exceptionally common, so you need to at least be prepared for such a scenario and ask yourself, would you actually accept a counter-offer?. The answer to that lies in ultimately revisiting the reasons you wish to leave in the first place.

Counter-offers take many forms including increased pay, a promotion, enhanced benefits, or a combination of all of those, and there is no doubt that it can feel flattering to be in that position. However, research suggests that 80% of people who accept a counter-offer tend to leave within 6-12 months of accepting. Is it likely you’ll also be part of that statistic?

3. Prepare Your Resignation Letter

Once the decision to leave is final, you must put this in writing. When it comes to your resignation letter, it should be short and polite. Within the letter itself, it is not necessary to justify your reasons for leaving your current law firm or go into lengthy explanations as you can are likely to have (or have had) a more informal chat about this with your reporting Manager. The document is simply to cover the legalities of ending your contractual agreement with your employer and will be kept on record, so details like the date of the notice, confirmation of notice period, and last working day should be accurate.

You may wish to use the formal communication as an opportunity to highlight things you are grateful for – skills you have learnt, help and advice you have received, and opportunities to boost your legal career that have been offered, but that is not mandatory. Do, however avoid the temptation to criticise your colleagues, boss, partners or clients.

4. Discuss Those Finer Details

Your Manager will most likely want to discuss with you the finer details around how and when you will let colleagues know you are leaving. You may wish to inform them individually, or as a group, or have your Manager tell them for you.

You also need to confirm your notice period and how this affects your new role start date. This should be communicated clearly in your contract of employment, but it is always worth a conversation on whether it is realistic to shorten this (if desired by any party) or even extend it on request.

Whether your notice period is 2 weeks, 2 months or anything in between, its important you are aware of this before giving your new employer a start date that you may not be able to commit to. Be prepared that in some cases, you may be placed on gardening leave rather than working your notice period.

Garden leave (or gardening leave) is when an employer tells an employee not to work either part or all of their notice period. This could be because the employer does not want the employee to have access to sensitive or confidential information they could use in a new job (Source: ACAS) In this case, you are still employed by your employer, just not working for them and therefore you are still entitled to your salary and contractual agreements in this period of time.

5. Plan A Robust Handover

Scheduling time to plan for a smooth transition shows you to be a true legal professional and not someone who leaves a law firm or an employer in the lurch, or projects unfinished. Think about your specific areas of responsibility – current caseloads, unfinished assignments, urgent jobs and upcoming commitments, as well as information on your clients that your successor or wider team will need.

If possible, invest some time in training up your successor, or at least making formal handover notes, to ensure you minimise the impact on the firm when you leave and once again, keep the working relationship positive.

6. Start Clearing Your Desk

Once colleagues are aware that you are leaving, you can start to clear your desk so that it’s ready for the next occupant. Removing paperwork, filing and archiving, binning wastepaper and taking personal items such as photographs home will ensure your workplace is ready, clean and welcoming for the next person.

7. Stay Committed

It may be tempting to spend time planning what you will do in your upcoming new legal role (and if time permits, there is definitely merit in keeping in touch with your new employer during your notice period – following their social media accounts to keep track of the latest news, be aware of any networking events etc) but nevertheless, you are still being paid to do your current job – so it’s important to remain committed to that role until the very end.

Remaining an active team player, working hard up to the last minute and completing casework where possible will be noted by colleagues and your employer and will ensure you leave on a positive note – and your professional reputation within the legal community follows you as you move on.

8. Embrace The Exit Interview

If you are offered an exit interview by your law firm, it’s always a good idea to take that opportunity while you can. These usually take place between yourself and a HR manager and are aimed at establishing any way in which they can improve the firm or addressing issues of which they may be unaware of.

While you can, at this point, bring to light any concerns you might have, keep your observations professional and your criticism constructive, always keeping in mind not to burn any bridges.

Taking these steps will not only provide closure on your previous role but will ensure you leave your law firm a well-respected and professional ex-colleague, with whom your former team and senior partners will be happy to network with and recommend in the future.

Next Steps

If you need any more general guidance as you exit one role for another, or are at the very start of your search for a new opportunity, do give our recruitment specialists a call today.

• Preston: 01772 259121
• Manchester: 0161 9147 357
• Liverpool: 0151 2301 208
• Yorkshire: 0113 3979 929
• Midlands: 0121 2963 819
• London: 0203 7149 446

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from Partners to Legal Executives, Solicitors to Paralegals and Legal IT personnel to Practice Managers.

Whether you are building your legal team or are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

In the last couple of years, all segments of the job market have experienced significant changes.

The first stages of the pandemic, in many sectors, resulted in a hold on recruitment. On the other side candidates decided to stay put with their current employer as economic uncertainty took its toll across the UK.

Cycle forward to today and we are looking at a different scenario.

The back pressure of employees who would normally move and the experience of more flexible working options being possible, has resulted in more employees considering a move as confirmed by a number of recent research reports by both Microsoft and Randstad.

A concern for all legal employers; First let us look at the data in more detail.

The Microsoft Work Trend Index report based on over 30,00 responses from Microsoft partners and employees revealed that 46% of respondents plan to move because they can now work remotely.

Confirmation of this move of human capital came from research revealed on a recent Randstad UK, presentation where Christine Armstrong a management consultant and bestselling author shared that 69% of employees felt confident about finding and moving to a new role within a few months.

This was based on data from a poll of over 6000 adults in the UK. The survey found that those in construction, manufacturing, tech, and logistics were among the most confident in the country where 74 % said they felt confident about moving to a new job now.

HR, legal, and accountancy professionals were among the least confident in the country although call centre workers were the least confident at 59%.

The disparity between groups is not huge and it still demonstrates that many people in our workforce are confident about moving to a new job.

Vacancies created by the pandemic, combined with new flexible working options, has created considerable new opportunities for legal professionals. Consequently, Law firms will begin to feel the pressure of the “Great Resignation” in the coming months

Let us explore a few definitions here.

What is the “Great Resignation”

The “Great Resignation” is the term used to refer to the increase in the number of people leaving their existing roles after the COVID pandemic.

Factors like excessive burnout during the pandemic, unhappiness with work/life balance, and the rise of new opportunities in most sectors have pushed many employees to reconsider what they now want from their careers.

The number of open jobs in the UK surpassed 1 million for the first time ever in August of 2021, and all industries face a threat. Many job seekers, according to Randstad, are not concerned about the task of actually finding a new role either as they see the number of roles available for skilled employees on multiple job boards and recruitment company websites.

Data provided by the ONS government website shares that around 9% of people changed jobs each year between 2000 and 2018; this ranged from a post-recession low of 5.7% in 2010 to a high of approximately 10.9% in 2017 and 2018.

Logically, you would expect a stall on staff movement in the preliminary stages of Covid, which is what happened; therefore, you would expect a natural upturn in people moving.

But is a mass exit predicted in the headlines simply speculation at this stage? Whilst it is arguably still too early to tell, especially with the latest developments in the ongoing pandemic, figures from ONS’s recent Labour Force Survey (LFS) shows resignations and job-to-job moves are already at their highest in 20 years based on data from quarter 3, 2021. What remains to be seen is the further impact the end of furlough had on the data moving into this final quarter although it is fair to say that the stats so far, alongside the rapid change in employment opportunities for today’s professionals, mean there is enough information available to prompt employers to sit up and take notice.

While not every law firm will necessarily see a mass exodus of staff, all firms will need to be prepared for managing a change in working preferences and expectations.

What Can Employers Do?

Even if the great resignation is not having an immediate impact on your firm, legal companies need to be prepared. The problems causing mass resignation in various industries are as significant for law firms as any other sector. Firms will begin to see their talented staff looking for more flexibility, support, and recognition from new employers.

The most valuable thing legal firms can do to stay ahead of the current market is to build their employer brand so that their communication out into the market highlights their culture as a caring and compassionate firm with a commitment to developing their people at their core.

In line with building a compelling brand firms need to be future focussed as they plan for the growth of their team. Though gaps and resignation can occur without warning developing an organisational talent plan can minimise these events. If you require help in developing your talent plan do get in touch as we are working with a number of firms currently on their talent plan.

Alongside working with the right legal recruitment team, law firms will also need to consider other strategies for retaining and attracting talent, such as:

1. Extending remote work options For many employees in the legal field, the last couple of years has been clear proof the physical workplace is not a necessary ingredient of productivity. Surveys have found 39% of people would consider quitting their role if their employer wasn’t flexible with remote working. Now could be the right time for your firm to consider remote and hybrid working opportunities and how they might work for your team.
2. Provide the right training Employers and managers need to feel empowered to work well in the existing remote landscape. Managers will need the training to ensure they are still engaging legal teams wherever they might be. Legal professionals may need assistance to use the tools crucial to their remote work practices as effectively as possible. Ongoing training and development will make your team feel like you are investing in them and their future, improving retention.
3. Improve Workplace Wellbeing Today’s team members are less willing to remain with employers who they feel are not putting their best interests at heart. Today’s staff members are feeling increasingly overwhelmed and burned out in their legal careers. If your legal team feel overwhelmed by work and you are not giving them enough support, they are more likely to look elsewhere. Investing in tools to improve your employee’s well-being and taking their unique needs into account will be essential.

What’s Next for Law Firms?

Handling the potential threat of a “great resignation” in the legal industry can be a daunting prospect. Legal professionals can take a lot longer to source, recruit, and onboard than any average staff member, presenting significant problems.

The best way to deal with the great resignation is to get ahead of it as quickly as possible. Assess the sentiment of your legal team towards your culture and determine what kind of things might cause them to seek alternative employment, such as lack of flexible working opportunities or limited recognition from business leaders.

Conducting a series of “stay” interviews rather than waiting for exit interviews should allow you to understand better what is keeping your professionals around.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country
since 1999 and has built up an enviable reputation for trust and
reliability during that time. We have made over 5,000 placements from
Partners to Legal Executives, Solicitors to Paralegals and Legal I.T.
personnel to Practice Managers.

If you are building your legal team or looking for your next career move, we can help. Call us on 01772 259 121 or email us here.