Our Legal Talent Acquisition and Retention (L-TAR®) System
Our 4-step Legal Talent Acquisition and Retention (L-TAR®) system helps businesses recruit in-house lawyers of the highest calibre. Companies need in-house lawyers who are not only technically excellent, but who also have the right behavioural fit for the business. Technical competence alone is not enough. Businesses that ignore behavioural fit, often find themselves wasting valuable time and money repeating the process. Florit Legal’s comprehensive L-TAR® system helps to prevent this. Here’s how…
Features of our L-TAR® system*
Our Legal Talent Acquisition and Retention (L-TAR®) system has been developed specifically for the recruitment of in-house lawyers in the UK. The system is designed to enable our clients to recruit from approximately the top 20% of potential in-house lawyer candidates, regardless of whether they currently work in-house or in a law firm. It enables us to map the majority of the UK commercial lawyer market, which means we have access to significantly more candidates than can be sourced from ‘traditional’ legal recruitment methods. L-TAR® combines job profiling technology with behavioural and personality assessments and decades of legal recruitment sector expertise to ensure our clients and candidates are ideally suited to one another.
* terms and conditions apply.
How L-TAR® benefits your business
FAQ’s
We already have an internal recruitment / HR team, so why would we need your L-TAR® system?
Undeniably, many large organisations have excellent talent acquisition capabilities, but are often surprised when we start to explore the gap between the number of candidates they can attract themselves when shown as a fraction of the total legal talent pool. Generally speaking, internal recruitment departments can access no more than around 20% of the total talent pool for a given role. They don’t have the time or the contacts that enable them to continually enagage with the passive legal talent pool. Also, when it comes to recruiting in-house lawyers, many have little or no experience in this niche field.
Our clients tell us legal recruitment is a distraction for them, taking them away from their regular activities. We fix that, so you can make better use of your time, whilst also successfully fulfilling your objectives on any in-house lawyer recruitment project.
We already use a legal recruitment agency. So, what makes you different?
Aside from our ability to reach the majority of the UK in-house legal recruitment market with L-TAR®, we have developed a thorough research, engagement and assessment process which is designed to zoom in on the top 20% of any given pool of UK legal candidates, accurately benchmark their behavioural assessments against the job requirements, and ensure the right fit. Additionally, the features of our post placement retention programme reduce the risk of attrition and avoid you having to pay twice to replace an in-house lawyer who leaves in the first 12 months.
How wide is your geographical coverage?
Put simply, we cover all types of legal role performed by in-house lawyers in the UK, in any industry sector, from our hubs in Leeds and London. So, this means we fill legal jobs in London and the Home Counties, The South, and the major commercial centres in the North, Scotland, and the Midlands.
What job titles and positions do you cover?
Legal job titles tend to vary from one organisation to another. Most commonly the in-house lawyers we are requested to recruit tend to have the following job titles (or combinations thereof):
Senior | Other |
General Counsel & Company Secretary | Deputy General Counsel |
Group General Counsel | Associate General Counsel |
Group Company Secretary | Assistant General Counsel |
Chief Legal Counsel / Officer | Regional Counsel |
Head of Corporate Governance | UK Legal Counsel |
Legal Director | Senior Counsel |
Head of Legal Services | Legal Counsel |
Head of Legal and Compliance | Corporate Counsel |
Company Solicitor | In-house Legal Adviser / Counsel |
What legal specialisms do you cover?
In around 80% of cases, clients are looking for a corporate lawyer or commercial solicitor to take up an in-house lawyer position. They need a “generalist” and these people are frequently regarded as being the most appropriate to handle the full variety of legal issues facing a business. Most commonly these range from commercial contracts with suppliers and customers, to corporate transactional matters, major legal projects such as acquisitions, joint ventures, IPO’s and company reorganisations, as well as managing the effectiveness of external legal advisers in law firms.
Most Commonly | Less Frequently |
Corporate Lawyers (Corporate Finance, M&A, Private Equity, Venture Capital) | Corporate Recovery Lawyers |
Commercial Lawyers
| Commercial Property / Real Estate Lawyers Commercial Litigation Lawyers Employment Lawyers Pensions and Employee Benefits Lawyers Planning and Environmental Lawyers |
Capital Projects Lawyers
| |
Energy Lawyers
| |
Financial Services Lawyers
| |
Regulatory Lawyers
|
Since your L-TAR® system has access to the majority of the legal market, aren’t there ever conflicts of interest?
Hardly ever really. Firstly, if we feel there is a conflict, we will make you aware from the outset. However, in such cases, there are a number of practical ways of avoiding issues, without compromising our high integrity.
You are ‘off limits’: As soon as you retain Florit Legal exclusively to recruit an in-house lawyer for you, any of your existing in-house lawyers are immediately placed ‘off limits’ to ensure they are not contacted by us on other recruitment projects. Additionally, once we have placed a candidate with you, that person stays off limits, whilst there, ‘for life’ (unless they open dialogue with us independently – eg in response to a legal job advert). These factors mean we can never offer 100% coverage. Professionally and ethically-speaking, no legal recruiter ever can.
Conversely, law firms are not: Of the 110,000 solicitors in the private sector in England & Wales alone, just 15% (around 17,000) work as in-house lawyers*. This leaves up to around 93,000 solicitors available to you in commercial law firms. We never act for that category of employer. They are obviously a source of candidates for you. Ultimately, when we are also advertising your role and featuring it, and your organisation, on our Insights blog, social media channels and newsletters etc, this always manages to help us avoid conflict issues.
* This figure is just practising solicitors (so excludes many more barristers, legal executives and overseas qualified people working as in-house lawyers in the UK).
Success Stories
Florit Legal recruitment consultants have undertaken in-house legal recruitment assignments for a wide range of businesses in the UK since 1998. This is selection of successful assignments we have been intructed or retained on .
Legal Recruitment Insights

Dunelm Head of Legal, Emily Ashton
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Why Retaining a Legal Recruiter Exclusively Yields Better Results
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Heroes General Counsel, Alastair Zucker
Heroes General Counsel, Alastair Zucker gives us some insight into what it's like to join a company as it's first in-house lawyer in the very early days dealing with everything from fundraising and M&A, to regulatory compliance and litigation and working solo with...
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