Marsden’s Post

Before we undertake searches at Marsden, our private practice team spends a lot of time researching and analysing the talent pools in all of the major global legal centres. When we look top tier transactional lawyers who commenced their legal careers in 2019 or earlier, there are very few with just one firm on their CV. What does that tell us? 1. The people who haven't yet changed firm at this level have something pretty good going on with their current firm. They are not likely to move unless they have a reason to – such as progression being blocked, or a similar ‘push factor’. 2. Firms targeting first-time movers need to approach them in a targeted,  bespoke way, and with a very appealing and well thought through proposition. 3. Law firms and hiring partners need to be much more open to recruiting lawyers who have moved firms before. As global markets heat up and the demand for top-tier transactional lawyers increases, talent pools will shrink. Excluding lawyers from interview shortlists on the basis that they have moved firms could prove counter-productive. 4. Nowadays it is more usual that younger lawyers don't subscribe to the ‘𝙤𝙣𝙚 𝙛𝙞𝙧𝙢 𝙛𝙤𝙧 𝙡𝙞𝙛𝙚’ mantra. In line with other industries, legal careers will be more fluid in the future. If you would like to talk to us about a search for your team, please contact me at sally.gardner or contact one of my colleagues: 𝗟𝗼𝗻𝗱𝗼𝗻: Sally Gardner or Alex Russell   𝗗𝘂𝗯𝗹𝗶𝗻 Sally Gardner 𝗔𝘂𝘀𝘁𝗿𝗮𝗹𝗶𝗮: Jonathan Walmsley 𝗨𝗦𝗔: David Nicol 𝗘𝘂𝗿𝗼𝗽𝗲: Steve Salem 𝗠𝗶𝗱𝗱𝗹𝗲 𝗘𝗮𝘀𝘁: Sonia Patel #lawfirms #hiring #legalcareers #legalrecruitment #marsden

We continue to see steady demand for 𝗺𝗶𝗱-𝗹𝗲𝘃𝗲𝗹 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 𝗟𝗮𝘄𝘆𝗲𝗿𝘀 𝗮𝗰𝗿𝗼𝘀𝘀 𝗕𝗿𝘂𝘀𝘀𝗲𝗹𝘀 𝗮𝗻𝗱 𝗟𝗼𝗻𝗱𝗼𝗻. With the sweet spot being 𝟯–𝟰 𝘆𝗲𝗮𝗿𝘀 𝗼𝗳 𝗣𝗤𝗘, there are numerous opportunities available at top Magic Circle, Silver Circle, elite US, and international firms in both cities. Mid-level lawyers often find the most lateral opportunities available to them for several reasons: • Mid-levels will have gained sufficient legal knowledge, client exposure, and practical skills to work with minimal supervision, making them highly attractive to firms seeking immediate contributors. • Junior lawyers (0–2 years PQE) typically require more training, as they are still in the earlier stages of their careers. • Senior lawyers (6+ years PQE) often come with higher salaries, which can make them a more costly and riskier investment. • Many firms have a partnership track, and aim to recruit talent with enough time to progress through it. Joining too late may limit those opportunities. If you are currently in your mid-level and wish to have a confidential discussion around what opportunities are out there for you, then feel free to reach out: luke.marsden@marsdengroup.com #Marsden #Antitrust #Midlevel #LegalRecruitment #Europe #Brussels #London  

We continue to see steady demand for 𝗺𝗶𝗱-𝗹𝗲𝘃𝗲𝗹 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 𝗟𝗮𝘄𝘆𝗲𝗿𝘀 𝗮𝗰𝗿𝗼𝘀𝘀 𝗕𝗿𝘂𝘀𝘀𝗲𝗹𝘀 𝗮𝗻𝗱 𝗟𝗼𝗻𝗱𝗼𝗻. With the sweet spot being 𝟯–𝟰 𝘆𝗲𝗮𝗿𝘀 𝗼𝗳 𝗣𝗤𝗘, there are numerous opportunities available at top Magic Circle, Silver Circle, elite US, and international firms in both cities. Mid-level lawyers often find the most lateral opportunities available to them for several reasons: • Mid-levels will have gained sufficient legal knowledge, client exposure, and practical skills to work with minimal supervision, making them highly attractive to firms seeking immediate contributors. • Junior lawyers (0–2 years PQE) typically require more training, as they are still in the earlier stages of their careers. • Senior lawyers (6+ years PQE) often come with higher salaries, which can make them a more costly and riskier investment. • Many firms have a partnership track, and aim to recruit talent with enough time to progress through it. Joining too late may limit those opportunities. If you are currently in your mid-level and wish to have a confidential discussion around what opportunities are out there for you, then feel free to reach out: sally.gardner@marsdengroup.com or contact one of my colleagues Luke Marsden or Steve Salem #Marsden #Antitrust #competition #Midlevel #LegalRecruitment #Europe #Brussels #London

𝗔𝘁𝘁𝗿𝗮𝗰𝘁𝗶𝗻𝗴 𝗧𝗼𝗽 𝗟𝗲𝗴𝗮𝗹 𝗧𝗮𝗹𝗲𝗻𝘁? 𝗦𝗵𝗼𝘄𝗰𝗮𝘀𝗲 𝗬𝗼𝘂𝗿 𝗕𝗿𝗮𝗻𝗱 𝗮𝗻𝗱 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 In this tight job market, attracting top-notch in-house counsel can be challenging. With over 19 years of experience in placing GCs and their teams, I've learned that an organization's brand and culture can make all the difference. To stand out, here are some key strategies for showcasing your brand and culture: ➡️ 𝗖𝗼𝗺𝗺𝗶𝘁 𝘁𝗼 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 & 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻: Show your commitment by engaging directly with the community. Sponsor events, participate in outreach programs, and support employee resource groups. These actions show you're walking the talk when it comes to values. ➡️ 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗬𝗼𝘂𝗿 𝗟𝗮𝘄𝘆𝗲𝗿𝘀: Open doors for your in-house team to grow beyond the office. Offer chances to enhance their legal skills while making a community impact through pro bono work or volunteer initiatives. ➡️ 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲 𝘁𝗵𝗲 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗣𝗿𝗼𝗰𝗲𝘀𝘀: Don't underestimate the power of a personal touch. Have executive team members sign or extend offers with individualized messages—it signals a genuine commitment to building strong relationships. ➡️ 𝗠𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽 𝗳𝗼𝗿 𝗬𝗼𝘂𝗻𝗴𝗲𝗿 𝗟𝗮𝘄𝘆𝗲𝗿𝘀: Close the generation gap by investing in growth. Mentorship programs, cross-functional training, and networking events help younger lawyers see a future with your company. Spotlighting these aspects can make your organization pop for top legal talent who share your values. --- 𝘓𝘰𝘰𝘬𝘪𝘯𝘨 𝘵𝘰 𝘦𝘯𝘩𝘢𝘯𝘤𝘦 𝘺𝘰𝘶𝘳 𝘭𝘦𝘨𝘢𝘭 𝘵𝘦𝘢𝘮? 𝘐’𝘥 𝘣𝘦 𝘩𝘢𝘱𝘱𝘺 𝘵𝘰 𝘥𝘪𝘴𝘤𝘶𝘴𝘴 𝘩𝘰𝘸 𝘸𝘦 𝘤𝘢𝘯 𝘩𝘦𝘭𝘱 𝘺𝘰𝘶 𝘢𝘵𝘵𝘳𝘢𝘤𝘵 𝘢𝘯𝘥 𝘳𝘦𝘵𝘢𝘪𝘯 𝘵𝘰𝘱-𝘵𝘪𝘦𝘳 𝘎𝘊𝘴 𝘢𝘯𝘥 𝘪𝘯-𝘩𝘰𝘶𝘴𝘦 𝘤𝘰𝘶𝘯𝘴𝘦𝘭. #LegalRecruitment #InHouseCounsel #GeneralCounsel #TalentStrategy #CompanyCulture

Are you at an early stage in your career in law? Look Up and Beyond is looking for a range of views on promoting talent retention. If you can help us to identify the issues of most importance to those entering a career in law, and are interested in working with us on addressing those, please do reach out? #earlycareers #earlytalent #womeninlaw #diversityinlaw #diversityandinclusion #talentretention

WE NEED YOU! ‘Look up and Beyond’ seeks early career talent.. With the momentum for our project building and lots of work to be done, we are reaching out to friends, colleagues and allies who wish to help us reach our goals. We are looking to set up a “Early Stage Focus Group” to help us better reach and understand what early career talent needs to help it grow and remain in the Scottish legal industry, to make the profession truly representative of society, at all levels. These will be voluntary roles and as such the time commitment and responsibility will be kept to a minimum. We are looking for diverse insights, maximum enthusiasm and an inclusive ‘can do’ attitude - we promise, no time recording! We value the ‘often missing’ knowledge and skills that early talent in the legal industry can contribute and how it can help us ask the right question and find fitting solution for lasting change. You don’t have to be a solicitor, there is no PQE requirement and men are very much welcomed and needed. If this appeal to you and you wish to be a part of our project please reply to this post, reach out to me privately or email us at: hello@diversityplus.info Alternatively, reach out to anyone of our group members below. Closing date: Friday 8th March (not so coincidentally, that’s also #IWD) Please share with those who you think may be interested 🙏🏽 Angela Fyfe Naomi Pryde Jacqueline Moore Lesley Allan Ruth Croman Rachel Williams Catriona MacPhail Diversity+ #talent #earlytalent #womeninlaw #talentretention #diversityinlaw #diversityandinclusion

🔴 Talent Tuesdays. At marvinHR, over the past 2-3 years, we have been growing our network in the #legal #space. We have recently discovered a #gap in the market: private practice lawyers with over 2500 jobs needing to be filled across Australia (SEEK 2024). Comparatively, there is an #influx of #inhouse lawyers with under 690 jobs currently to fill. Why become a #Private #Practice #Lawyer in #Australia? 🔴Variety of Work. 🔴Wide Array of Clients brought to you (Ranging from MNEs to Start-Ups). 🔴Don't need to worry about Pursuing Business Development Efforts. 🔴More Chance for Career Progression (Associate to Partner). 🔴Potential to Earn Significantly More in the Long-Term. 🔴Bigger Teams: Can Delegate Administrative Tasks. The time is now to transition into private practice. Please reach out to our team today to make your aspirations a reality. 🔴Lawyers, join the discussion; your insights matter! Leave a comment on this post and join the conversation today.

Could your next role be with Harper James? This year, we marked our 10th anniversary and are on track to double our turnover by 2026. A key part of our success is hiring talented people who share our values to help us support our clients and reach our ambitious growth targets To achieve this, we’re currently #hiring across our legal practices and business support teams, with roles in our 𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 practice area and our 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 team. 𝗦𝘄𝗶𝗽𝗲 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗲 𝘀𝗹𝗶𝗱𝗲𝗿 𝗯𝗲𝗹𝗼𝘄 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻 𝗺𝗼𝗿𝗲, 𝗶𝗻𝗰𝗹𝘂𝗱𝗶𝗻𝗴 𝗱𝗲𝘁𝗮𝗶𝗹𝘀 𝗮𝗯𝗼𝘂𝘁 𝗼𝘂𝗿 𝗰𝘂𝗿𝗿𝗲𝗻𝘁 𝘃𝗮𝗰𝗮𝗻𝗰𝗶𝗲𝘀, 𝗯𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗮𝗻𝗱 𝗼𝘂𝗿 𝘂𝗻𝗶𝗾𝘂𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗮𝗻𝗱 𝗰𝗼𝗿𝗲 𝘃𝗮𝗹𝘂𝗲𝘀. If these roles sound like a fit for you (or someone you know), our Head of Talent Acquisition, @Leah Horwood, would love to hear from you. 𝗔𝗹𝘁𝗲𝗿𝗻𝗮𝘁𝗶𝘃𝗲𝗹𝘆, 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗳𝗶𝗻𝗱 𝗼𝘂𝘁 𝗺𝗼𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲𝘀 𝗹𝗶𝘀𝘁𝗲𝗱 𝗯𝘆 𝗵𝗲𝗮𝗱𝗶𝗻𝗴 𝘁𝗼 𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿𝘀 𝗽𝗮𝗴𝗲 𝗹𝗶𝗻𝗸𝗲𝗱 𝗯𝗲𝗹𝗼𝘄. https://hubs.la/Q02ZT2zT0 Please repost ♻️ this to your network and like 👍 or comment 💬 to help spread the word! #legalcareers #lawjobs #careersinlaw #businessdevelopment #corporatelaw #uksolicitors #riskandcompliance

In today's competitive legal market, brand and reputation are more important than ever in attracting top talent. A strong brand showcases your firm's values, culture, and commitment to excellence. It's not just about being known; it's about being known for the right reasons and standing out from the crowd. A stellar reputation acts as a magnet for the best talent, drawing individuals who are not only skilled but also align with your firm's ethos and core values. Top legal professionals seek workplaces where they can thrive, contribute meaningfully, and be part of a respected and forward-thinking team. By building and maintaining a reputable brand, you signal to potential candidates that your firm is a place where they can grow, succeed, and make an impact. What are you doing to stand out? Invest in your brand and protect your reputation. They are your greatest assets in the race to secure the best and brightest in the legal industry. Highlight your firm's unique strengths, celebrate your successes, and consistently demonstrate your commitment to innovation and client service. These efforts not only attract top talent but also reinforce your position as a leader in the legal field. #legalcareers #lawjobs #legaljobs #brand #recruitment

🔍 Elevate Your Legal Career with Innovative Development Programs! 🔍 In recent news, Dechert has been highly praised by Partnerless for its forward-thinking associate development program. While competitive salaries at leading US firms often steal the spotlight, it's crucial for ambitious lawyers to focus on areas like career development. 🌟 Traditionally, US firms were infamous for their 'sink or swim' approach. However, we're witnessing a shift. Firms like Dechert are spearheading this change by introducing unique programs designed to help associates reach their full potential. From structured training sessions to collaborations with leading global institutions, these initiatives are reshaping the landscape for young lawyers. 🌐 Everyone's learning style is unique, and finding the right environment that suits you best is the key to unlocking your full potential. If you're curious about the development programs on offer and want to explore your options further, let's have a confidential chat. Your career growth is just one conversation away. 👥 #LegalCareers #ProfessionalDevelopment #LawyersInUK