The Challenges When You Recruit In-house Lawyers
CEOs, CFOs, General Counsel and their HR colleagues face 3 challenges when recruiting in-house lawyers.
You need to see the best in-house lawyers quickly, but perhaps aren’t aware who they are, or how best to attract them. Delays in attraction can over-stretch legal resources, constrain key projects and could ultimately increase legal risk a well as external legal costs.
Legal hiring managers may be disappointed with the quality of applicants generated by adverts, agencies and other sources. You may find you waste time reviewing and declining poorly matched CVs, and don’t have enough choice upon which to make a reliable hiring decision.
Attrition can be a valid concern. Not every lawyer makes a successful transition into a new in-house legal role, and some may struggle to meet the demands of key stakeholders. Making a bad hire is costly, time consuming, lowers morale and can be very disruptive.
Our 4-step L-TAR® methodology overcomes every one of these challenges when you seek to recruit in-house legal counsel.
Legal Talent Acquisition and Retention (L-TAR®) System
Florit Legal’s L-TAR® system helps to not only recruit but to retain the best lawyers for in-house legal jobs
When undertaking in-house legal search and recruitment projects, we make it our business to know yours. We consult with key stakeholders and fully explore both the technical and behavioural needs of your organisation.
Strategic research and engagement with in-house legal counsel and solicitors in law firms is a continual process. We frequently know the lawyers you need before you identify the role to be filled.
As expert legal recruiters, our experience enables us quickly to identify candidates with the right legal skills. We then evaluate their behavioural fit for the role with cutting-edge legal recruitment and retention technology.
We're totally dedicated to a successful outcome. Once we’ve placed an in-house lawyer on a legal search project, we facilitate employee retention through complementary services, backed by market leading guarantees.
Professional service with some valuable innovation thrown in!
Friendly, professional and responsive. Focussed on the best fit for you.
Used Florit Legal to recruit in the past. Great service and candidates.
Very personable, attentive and a great help.
Professional, friendly and great knowledge of the legal market. Highly recommend.
Miguel knows the market very well, offers sound advice, and gets to know the candidates properly so he doesn't waste anybody's time trying to play Cupid for a relationship that's never going to happen or go well if it does.
Miguel Florit helped me find my first in-house role, and later when I was looking to build my team he was able to put me in touch with some well-matched candidates. Every experience has been positive.
Miguel, Andy and team have only ever been an asset for me, both personally, as a lawyer seeking employment and in my role as a Head of Legal recruiting fellow solicitors. Diligent without being invasive, relaxed and casual while being persistent and flexible, realistic and pragmatic without compromising my needs. They've helped shape my career.
Legal Recruitment Insights
Dunelm's Senior Legal Counsel, Emily Ashton who joined the company earlier this year shares her thoughts and experiences so far on working as an in-house lawyer for the highly successful FTSE 250 homeware retailer. Emily will be part of Dunelm's interview panel...
Warburtons General Counsel, David Morgan, is a fine example of a solicitor who wasn’t afraid to move in-house very soon after qualification. Having returned to university to study law, after an early career in business management, and then qualifying at what is now...
Sofina Foods Group Legal Director Europe, Tim Saunders shares some highlights of his own in-house legal journey from sole legal counsel to GC and then Group Legal Director for Europe. In this interview he offers some sage advice for newly appointed in-house lawyers...
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