Rebecca Pillinger's Linkedin Analytics

How I helped a leading West London firm recruit 7 key partners and increase turnover from £17M to £20M. I was approached by a managing partner of a leading West London practice, to help bolster their commercial group. They had been working with various agents who didn’t specialise in search and therefore weren’t aware of the latest developments in the legal market. Meaning, the managing partner was being sent the same CV’s for candidates who were actively looking and didn’t have the right background, expertise and business development experience they were looking for. This wasted huge amounts of time and the process was having a direct impact on the firm’s growth plans - which was to increase their turnover from £17m to £20m. After exploring the market on a contingent basis for just over two years the MP decided to take a more active approach to their search and was recommended to contact us. We were retained to help them find a corporate partner, to succeed the current head (who was retiring), an employment partner to help drive immigration forward, a charities partner to replace someone who was moving on and a RE partner to help bolster their residential development offering. Once, we were able to gain a good understanding of the culture, expectations and needs of each sector. I was ready to start my extensive research (using different mediums), a shortlist was agreed and the search went live! After various interviews and business proposals, we were able to secure partners within the employment, corporate, and charities teams, which all came from highly regarded top 100 law firms. We then went on to find a RE partner, a senior associate and consultant specialising in charities, a corporate senior associate, a construction senior associate, 2 family partners, a child law associate and a contentious probate partner. The client was extremely pleased with the outcome stating “I was the best head-hunter they have ever used” They also achieved their £20m budget within 3 years. All of the above partners (apart from one) are still with the firm and very happy, 1 of the senior associates is now a partner and 3 are now heads of department and equity partners, with 2 (of the 3) being so successful they went onto establish an office in a new geographical location for our client. If you are considering taking a different approach to how you find your senior hires please reach out. I would love to share my experience and thoughts on the current market and how best to approach your situation.