tailored recruitment services for legal professionals
Our unrivalled experience, expert knowledge and honest approach to legal recruitment helps provide clients and candidates with a specialised, professional service that can’t be found elsewhere.
Founded in 2002 as a dedicated agency focusing on legal recruitment for law firms across London and the regions, the agency continues to provide unsurpassed legal recruitment solutions to Kent, Sussex, Surrey, and London.
OUR LATEST VACANCIES
What we do for Candidates
We believe that market expertise, knowledge, trust and clear and continuous communication are the vital ingredients for a successful relationship between a candidate and consultant.
Our candidates tell us we offer great advice, support and encouragement throughout the whole process.
We will help you fully prepare for your new role at each step, from CV writing through to the interview stage, guiding you with considered career advice tailored to you.
What we do for clients
As a legal-specific recruitment agency, we offer a bespoke recruitment service for law firms and businesses who work across a host of sectors.
Unlike other recruitment agencies, we position ourselves as an extension to your HR team, committed to understanding your firm's needs and providing you with only the best and most appropriate candidates.
We work hard to ensure the recruitment process is as effective and efficient as possible.
What’s the Verdict?
Thoughts from LR Legal
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Do bonuses work – why two of our team disagree.
01/16/2020
Following Gregg’s recent announcement of bonuses being paid to all of their current staff following a very successful 2019 for the company, a conversation opened up in our office about the power of offering bonuses. Two of our consultants had differing views on whether a bonus is enough to convince a potential employee to join, or indeed, entice a current employee to stay. Here’s what Alice Neal and Alison Banks had to say on the subject. “Of course bonuses work!” – Alice Maybe I am speaking from personal experience, but absolutely, bonuses work on so many levels! Whilst it is great to offer a multitude of benefits, I find that it is the opportunity of bonuses that will often drive a candidate’s choice. We work with the best legal talent in the candidate pool, so understandably there is often more than one firm who is interested and trying to attract the person we are working with; offering a bonus, where there is no other obvious preference, will definitely help swing a potential new employee. Bonuses also signal an appreciation for staff, And as humans, we want to be rewarded for going above and beyond, and a bonus allows us to aim for something more than the job description. It motivates staff to work harder and dedicate more to their roles, and not only that, it then rewards them for that hard work. I don’t understand why some firms don’t offer them, to be honest. “There are better things to offer.” – Alison There’s a reason why counteroffers don’t work, and in situations where they do, more often than not, the person has still left the firm within 6 months. Money isn’t the only reason people go to work, and it’s time we acknowledge that. We work with a range of seniority levels, and so reasons for leaving roles do vary, but a reoccurring theme is a wrong cultural fit, lack of Work/Life balance and not feeling part of a team. If these are some of the things your firm is missing, then a bonus is not a replacement for them. Offering a bonus is merely a plaster to a bullet wound, and the money would be much better spent supporting your teams in the way they need. Also, I’ve heard horror stories of firms using bonuses for carrot dangling, and as a result, employees working themselves into a burnout – being overworked, miserable, tired and mostly, fed-up. Staff who are working themselves into the ground for a potential bonus are also the most likely to become disheartened and resentful, which is then reflected in the client care they give and the work they produce. I wholeheartedly think that there is so much more to offer your staff than a monetary bonus – now employees want flexibility, appreciation and accountability, not just extra money. If you’re looking for a new job, bonus or not, you can get in touch with our team to discuss current opportunities in London and the South East here.
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Motivating yourself in the workplace
01/06/2020
The January blues may be hitting you hard as you return to your desk to tackle 2020, and even if you love your role, it is completely normal to have times when you feel your biggest asset to the firm is your procrastination skills. As it’s a common issue facing the workforce in 2020, we have put together a few tips on how to kick start your motivation again. Set aside some time to identify the whys It’s easy to say ‘it’s just the January blues’ but be sure that is all that’s hindering you. Be honest with yourself and look at anything that might be causing your lacklustre approach - boredom in your role, feeling unappreciated or overwhelmed, or even external influences at home such as family stresses might be holding you back at work. Look at all the factors and help yourself by identifying any issues first. Review your techniques How do you stop yourself procrastinating? Do you even know? And if you do, do these processes still work? As we professionally develop, so do the tools we use to be our best self at work. Maybe your motivation is missing because the means you’re using aren’t working anymore. Perhaps as a newly qualified, you relied on paper piles on desks and to-do lists to get work done, but now technology is more appealing to you. Be sure to keep your devices for motivation in keeping with your way of working for maximum effect. Take a break It seems counterproductive but procrastination usually begins when your brain starts to wander and if you’re not being productive, is there any value in you staying at your desk? Listen to your body when it starts to move away from the task at hand – have you eaten enough, have you moved your body recently, have you engaged with another person today? All of these things will be a welcome pause and will encourage you to get back to your work with vigour afterwards. The Pomodoro Technique is a highly valuable method for breaking down bigger tasks and ensuring your brain gets a break. It is simple and effective – pick a task, set a timer for 25 minutes and try and get as much as you can done in that time. When the timer goes off, step away from your desk and have a 5-minute break. Check your phone, make a drink, catch up with a colleague. And when you’re ready, do it again. Cut out the unnecessary To-do lists can be helpful when tackling a day’s work, but if it’s an overwhelming rollcall of jobs, many of which are uninspiring or laborious, it’s unsurprising that you may not feel driven to get them all ticked off. Take a long and critical look at what needs to be done and sort it into new lists – strike off anything that isn’t even needed, make a demoted list of less-pressing issues and leave yourself with just the time-sensitive and critical pieces. A great tool we recommended to candidates and clients alike is The Eisenhower Matrix. It allows you to look at your work, and segment it into four quarters: important and urgent, important but not urgent, not important but urgent, and not important and not urgent. By having these quadrants, you can look at tasks more logically and effectively delegate work, prioritise your own workload or even remove things from your list. It’ll be a great jumping point to making your workload more manageable and to encourage your motivation to return. It is very common for even the best of workers to feel unenthusiastic or apathetic to their work from time to time, but it's how you tackle it that speaks more about your professional character. And of course, if you are starting to wonder if the lack of motivation is actually down to a desire for a new challenge, you can always look at our current legal vacancies here.
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A day in the life of our Consultant Alice
12/12/2019
My day begins at... Technically 7am, but I snooze until 7:15 before I force myself up and get myself and my daughter ready for the day. We all have breakfast together, (including my dog Jess), and I’ll grab my green tea and lemon to go before I do the school run. One of the many benefits of working locally and having flexibility at work means I get to see my daughter through the school gate every day. First thing I do when I reach my desk is… Say hi to my colleagues. Because we all work different hours, sometimes people are in before me or have been off the day before, so it’s lovely to have a quick catch up whilst the kettle’s boiling. And then my first port of call is responding to emails and returning calls. I’m responsible for… The property desk at LR Legal, which means I source specifically property candidates across all levels, and clients come directly to me if they have a related vacancy. I love working within a sector because it means I can keep abreast of all issues and legal updates, and I can help clients and candidates quickly and efficiently. My favourite part of my job is… When I hear from a candidate I placed to say they have received a promotion, or are still in love with their role even after a significant amount of time has passed. I pride myself making the right match, rather than just any match, so when I hit the nail on the head it’s so rewarding. My least favourite part of my job is… When I don’t click with a potential client. I’m always honest with the people I work with, so I’m willing to explain to clients why a set salary isn’t realistic, or their expectations are too high, and I always offer alternatives. It’s difficult when they choose to go with a different agency as a result, but it just means we weren’t the right fit for each other, and I would never want to mislead them as to what I can achieve for them. I finish work at… Various times thanks to my flexible hours. I do longer days on Monday and Friday and finish at 5, but on a Tuesday, Wednesday and Thursday I am out of the door at 3 pm to pick my daughter up from school. And I will usually spend my evenings… I’m very active so I make sure to fit my exercise in around my family and social life, and in between running and yoga, I also act as chauffeur to my daughter’s ballet classes. We sometimes spend evenings doing homework or playing family games, and usually, Fridays are reserved for catch-ups with friends. My hopes for the future are… Personally I have so many exercise-related goals such as cycle 100 miles and swim the serpentine, but from a professional aspect, I want to continue to develop my reputation in the sector as the go-to recruitment consultant for Property vacancies, for both clients and candidates. I want LR Legal to be synonymous with Property recruitment for all firms and candidates across London and the South East.
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Christmas conduct in the workplace
12/04/2019
As decorations start to adorn desks, and people begin to make plans for team festivities, we thought we would take the time to touch on a few points that are maybe more important at this time of the year more so than any other. Generally speaking, everyone seems to love the holidays, however, these 5 key points work as a reminder to both employees and employers what to bear in mind when getting into the festive spirit at work. Someone may not be taking part Be considerate to those around you as not everyone may celebrate Christmas. Whilst it is a nationally recognised holiday here in the UK, there are many religious, personal or financial reasons a colleague may not be taking part. Be respectful to those around you, and don’t assume involvement. Try and lead with neutral and easy questions like “Have you anything exciting planned for your time off?” rather than presumptive questions like “Are you having all the family round for Christmas?”. Don’t let alcohol rule the roost There is nothing worse than feeling like you’ve embarrassed yourself in a situation – whether you’ve jovially joked about getting in the spirit of things with someone who does not drink, or you’ve had one too many at the Christmas Party. Alcohol doesn’t have to be the centre of the celebrations, so why not try to plan a team dinner, or a night out bowling rather than the stereotypical bar crawl? Workload doesn’t take a break Whilst it is lovely to be able to relax as the year comes to an end, for many, it is still a busy and stressful time, as Christmas can often mean deadlines for clients and projects. Be sympathetic to those around you who perhaps are feeling the brunt a bit more than you, and offer to help where you can, particularly so if it’s a team member whose load you actually can lighten. You’re still in work Unless you are lucky enough to be self-employed, or you work in silo, it is likely that the impact of your behaviour will be felt by the people you work with, and vice versa. If you’re in a position to, remind your team that you expect them to still behave like they’re at work – arrive on time, be attentive to clients, finish their work. However, if you’re not in a managerial position, talk to your manager if someone’s behaviour is grating on you. It’s better to discuss it and nip it in the bud than let it fester and cause tension. Remember that it ‘tis the season In direct contrast with the rest of my advice, do try to keep in mind it is the season of giving and joy. Perhaps the team member who turned up late wasn’t out partying but drowning their sorrows because it’s a hard time of the year. Or maybe there was a client lunch that overran and your team were late back, but they have over-delivered this year on that particular client’s output. Be mindful of the time of the year, the emotional impact it might have and similarly why your colleagues deserve a break as 2019 comes to an end.
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The international working diaries – Part 1
11/25/2019
Back in September, we announced our Marketing Manager was going entirely remotely, and internationally, for 12 months as she travelled the world with her partner. In our first blog post, we discussed why we wanted to take this step as an agency, what we anticipated and what our fears were. It’s been an interesting first month, and here’s how Natasha, our Marketing Manager, has found it so far! I took the first two weeks of my official remote working position as a holiday so I could acclimatise, have a bit of a break and “come back to work” refreshed and rejuvenated. Leilani and I have agreed that I will work my hours in and around my plans and travelling, but I still want the team to feel supported whilst I’m away, so I had checked in with my emails and made progress on a couple of tasks during that time. My main concern about working entirely remotely was the time difference (I don’t want to send our account managers emails at 3 o clock in the morning, or chase my team at 8 o clock at night!) so when I first booted up my system in mid-November, I kept my clock on UK time. (Technically I was logging in at 7 am, and as a non-morning person, this THRILLS me.) As soon as I open up all my systems and tools, it surprises me that, despite the view of the palm trees and street dogs of Koh Samet, I slip straight back into my working ways. I catch up with the team about client care, follow up some new exciting projects LR Legal are currently working on and run some analysis on our social channels. On the following Wednesday, I have calls with Leilani and one of our account managers, scheduled nicely at 4 pm and 5 pm respectively for me, which gives me time to go out and get breakfast, explore a bit of Chiang Mai and head back. I learnt quickly that day that this is a good idea unless you accidentally give yourself food poisoning by eating somewhere new! So instead of the casual plans I had, me and my nausea head back to rest before starting work at 3 pm. As it’s only 8 am in the UK when I log in, the time difference is actually my friend! Leilani and I have our first skype call (from the not so glamorous view of my hotel room) and it goes surprisingly well. It feels like we’re having the same weekly catch up we always do, and it’s lovely to hear from her as I’ve been out of the office for 3 weeks and don’t tell them, but I miss my team. Apart from some buffering, we spend an hour hashing out ideas, agreeing on upcoming plans and catching up about projects. It’s a productive hour with clear outcomes and tasks – just how I like it. This first month has been a learning curve for me in time management and availability, but I have realised that working from home 1-2 days a week since being at LR Legal, has actually set me up for working entirely remotely. It’s still me and my laptop, just working with the team from a slightly more exotic location! And my concerns about the time difference and access to good Wi-Fi could not have been more unfounded. I have better WiFi here than I do from home, and actually being 7 hours in front makes me look like the early bird I always wished I was. So far, so good! But the next instalment will be Leilani’s – so I’ll reserve judgement until we hear from her!
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Artificial intelligence, technology and the legal sector
11/18/2019
A recent report from Dell Technologies suggested that 85% of the jobs that will exist in 2030 haven’t even been created yet. An amazing statistic, but is it plausible to apply to the legal sector? Given the constant development of technological offerings, cloud-based systems and growing competitive markets, whilst it may not be as high as 85%, it is a certainty that the future of different roles offered in our sector are sure to adapt and grow, thanks to the development of artificial intelligence and smart tech. If you think this isn’t realistic, and we are getting ahead of ourselves, we have already seen a substantial change in the industry regarding support roles in the last 10 years. There is now a strong desire to hire people for positions such as CRM Manager, Diversity & Inclusion Manager and In-House Project Managers, whereas 10 years ago these wouldn’t have even been considered by the majority of law firms. Not only have we seen these roles be created and implemented into firms, due to automation and technological development, we are also seeing job descriptions develop and change. Legal Secretaries are a great example of the development of an industry role. Beyond note-taking, telephone answering and drawing up legal documents, legal secretaries today are expected to update CRM systems, participate in client care and events and follow internal technology best practices. Experience with particular systems is desirable now and firms will often look favourably on those who are tech-savvy or keen to develop their technical skillset. As we continue to see growth in the tech market and an introduction of artificial intelligence into the legal sector, what does this mean for the legal professionals of the future? Well hopefully, more time. AI-powered software allows for documentary analysis, due diligence checks and contract and document preparation, allowing more free time to those who were previously bulked down with these hefty admin tasks. By allowing the machines to take on administrative responsibility, billable hours can be better spent serving the client. And with an ever-increasing focus on client care, the timing could not be better. Alongside AI, there will also be resulting increased opportunity in the sector, with Deloitte’s recent report suggesting that whilst 31,000 jobs have been lost, 80,000 have been created, the majority of which are a higher skill set and better pay. By embracing technological innovation and keeping abreast with new software and tools, a law firm employee could actually be opening up more career doors than they are closing. And finally, AI will pave the way for interpreting and suggesting recommendations for firm growth and business development. The amount of data currently available in most firms are vast - from financial and billing statistics to digital marketing and client analysis. Creeping into the market are tools that allow firm leaders to successfully interpret, analyse and report on a cross-section of information, to set benchmarks against similar firms and to help suggest targets and goals for the business. This is an indisputable benefit to artificial intelligence in the face of data and logic. So whilst technology is creating roles and affecting current ones, it is an exciting time to be recruiting in this amazing industry. We are excited to see how positions will develop and to see what new roles are born out of the technological era. If you’re currently preparing a recruitment strategy to tackle the changing skills landscape and need some support, you can contact our team here.
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How to ask for a pay rise
11/02/2019
There are many reasons you may choose to move on from your role – discontent with progression opportunities, a mismatch between you and the company values or even trying a different career path. However, if it is monetary value that is your key motivator, and ultimately you are happy and fulfilled by your role, then you should broach the conversation of a pay rise with your line manager. But where do you start? Choose your timing There is nothing worse than apprehending your line manager when you’re all enjoying team drinks after a well-earnt success. Be sure to broach the topic of increasing pay in a professional, prepared and planned manner. Usually, pay rises are discussed in 1-2-1s or annual reviews, but that doesn’t mean you should wait. Speak to your manager and pop a meeting in their diary with a clear agenda outlining your ideas to discuss. Bring your own evidence In the run-up to the meeting, be sure to evidence your contribution that indicates you deserve this increase. Keep a diary, write a timesheet, whatever is best for you to accurately and fairly display the work you have been doing – list all your accomplishments and additional responsibilities. It would also be great to do a compare and contrast with your current salary banding to show justification for your boost, so speak to HR and ask for whatever frameworks your firm has in place, your job description and show that you are consistently exceeding expectations. Bring market evidence If you’re asking for your wage to be increased because of market rate, prove it. There are many tools available online to showcase what your role should be being paid, and can be split between region, seniority and sector, but similarly, you could conduct your own research. Network with peers, check current job advertisements and be sure what you’re asking for is fair and reasonable. Prepare, prepare, prepare If you perhaps get nervous, or you are worried about how you are going to come across in your meeting – just practice. Write out exactly what you want to say and practice it ahead of time, perhaps with a loved one playing the other person. It sounds simple but imagining the scenario and adequately preparing for it in advance will mean you come across much more collected. And always feel free to take in your notes, so you are sure to remember everything and be able to showcase your research. Of course, not every pay rise request will be accepted for a myriad of different business reasons. HR policies can restrict managers' rights to give pay rises outside of certain time brackets, or the firm may have a set percentage increase limit (most are around 4%), so be sure to continue the conversation even if you’re met with a no. Understanding the reason may still incentivize you to stay with the firm, however, if you don’t feel that the reason is satisfactory, then perhaps the next job is to look at roles that you will enjoy just as much with a wage you deem acceptable. If you’re interested in looking for a new role, you can get in touch with our team here who would be happy to help, even just to discuss the market average for your role and what your peers are doing in terms of career development and progression.
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Why you’re not getting the job and what you can do about it
10/24/2019
Being turned down is an unfortunate but expected part of the job-hunting process, whether you didn’t hear back from a firm or you made it to final stage interviews and didn’t get the offer, and it could be a multitude of reasons why you’re not now handing your notice in and prepping for your new role. Your CV wasn’t eye-catching enough It is a well-known fact that you have between 5 to 8 seconds for your CV to catch a HR manager’s eye. If yours is poorly designed, has grammatical errors or has irrelevant information, it could be that your CV was discarded before you even had a chance to prove your worth. You can see some top CV writing tips from CV library here. Your salary expectations weren’t realistic When asked the question about your earning potential, did you answer truthfully and had you done your research prior to the question being asked? Unfortunately, budget is a large part of the hiring process, and many firms have set bands for roles. Anything above the set bands and it has to be signed off by Partners, and as a result, they may offer the role to someone who has requested a salary within the framework. This basic salary comparison tool from Total Jobs may be helpful for you to garner the benchmark for your role and area, or speaking with peers could be really insightful into what salary you should be requesting. You stumbled in the interview A regrettable event, but it happens to the best of us. Maybe your mind went blank, or you answered the wrong questions – whatever happened, you can certainly learn from it and moving forward you know your weaker points to tackle in your prep. If you feel you need to overcome nerves, there’s a great guide by Big Interview on how to scupper your nerves and present your best self. You weren’t as well presented as you could have been First impressions are everything, from what the hiring manager sees of you waiting in the lobby to how you come across to the receptionist as you leave. If you have done your research, or indeed your recruitment agency is worth their salt, you should have a good idea before arriving what the firm expects from potential employees – the dress code, performance and style of current employees, and the brand style of the firm should all give you an insight on how to present yourself. If you feel you didn’t fit the firm, for future interviews it’s definitely worth researching. They hired internally Not as common as people may think, but sometimes we do hear that the firm loved the candidate, the Partners felt they would be a great fit, their salary expectations were fair and their experience exactly what they wanted – but they’ve decided to go with someone internal. A frustrating experience for you and for us, and not much advice to give on this, as essentially the job was yours. However, you can take the experience and use the feedback to boost your confidence for your next interview, knowing that you have all the skills you need to succeed. If you’re looking for a new role, get in touch with our team to discuss how we can help you, from CV formatting through to interview prep.
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The arguments for and against unlimited holiday
10/18/2019
As unlimited holidays become a more common occurrence across the UK, with the likes of Eventbrite and DropBox offering their teams unlimited paid time off, a discussion began in our office where it became clear two members of the team were clearly on very opposite sides of the fence on the issue. We asked them to write down their arguments so you could start to think about which side of the debate you fall under. For – Matthew Heard, Legal Recruiter It’s a no brainer for me - why would a firm NOT offer unlimited holidays? It is after all the ultimate flexible working option and a real testament to a firm’s commitment to a work/life balance. By offering your staff unlimited paid leave, no matter their position or seniority, you are showcasing your trust in your employees and displaying how much you value every member of the team. By affording your staff the luxury of unlimited holidays, you are also handing them back control of their workloads. Unlimited holiday also means your staff are able to take what they need to perform best in their roles. Usually, holiday is used up by family commitments - sick children, family weddings, celebratory lunches - and so people are coming back to work having used all of their holidays but having not taken a break at all. Unlimited holiday means your staff may take an extra 5 days for a week away relaxing, but the value you’ll get in return when they get back refreshed and revitalised will be worth so much more. Netflix’s former big boss Patty McCord was famed in the recruitment industry for saying she would ‘only tolerate fully formed adults’ and I couldn’t agree with that more. I have always spoken with clients about the troubles of micro-managing and that if you’re hiring the right person, they are responsible enough, capable enough and experienced enough to know how to manage and deliver their workload. I believe unlimited holidays are the same - you give the power back to the employee, and as a result, they are empowered to do their best and deliver the work, regardless, or perhaps because of, the fact they’re taking 35 days holiday a year. And of course, what an incredible benefit that I can use for my clients to attract the top talent to their firm! Against – Gabby Chinoy, Office and Finance Manager The idea of unlimited holiday is brilliant, but the realities and logistics of it make my head hurt; that’s why I’m in the ‘no’ camp. Here at LR Legal, we have an incredibly generous allowance of 28 days PLUS bank holidays, so we are already miles ahead of the national minimum requirements. perhaps that is influencing my thoughts, but it is already a struggle to get the team to take that! How do you manage employee wellbeing when ‘unlimited’ can also mean ‘untaken and no pressure to’? Keeping with the psychology aspect, I genuinely believe that if there was ‘unlimited’ amount, people would still want a figure. People, for the majority, like their boundaries set, so by removing the number you run the risk of people not taking their holidays at all for fear of not having a reference point to know what is ‘acceptable’. Then there’s the business logistics to think about. A culture that promotes unlimited holidays may result in team leaders being put in a difficult position. Should they need to say no because of business needs, it makes it slightly more personal to the person asking. But what are business leaders meant to do when they have client needs to meet, but a policy to adhere to. By offering unlimited holiday, the tools to put the business and clients first have been taken away. And finally, how do you monitor, report on and manage the impact of an unlimited holiday policy? If you have someone abusing the policy, and someone who is suffering on the team as a result, how do you address it? I think rather than unlimited holiday, maybe firms should focus on increasing the amount of days they offer, and review from there. If you'd like to speak to our team about your firm's benefits, or if you're looking for a new role that offers better holiday perks, get in touch with our team.
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A day in the life of our Senior Consultant Alison
10/09/2019
My day begins at... 6 am when my alarm starts, but it’s usually after 2 snoozes I tend to get up. Even though she’s 17, I make my daughter her breakfast and deliver to her in bed so I know she is awake and hasn’t overslept! After getting myself ready, I set off on a 20 minute drive to the office. First thing I do when I reach my desk is… Put the radio on! As I’m the first in the office, I do the ‘setting up’ for the day – turning on lights and printers, boiling the kettle, and getting ready for the rest of my team to arrive (Someone usually gets in about 20 minutes later so I’m not alone for long!) My first stop in my working day is to clear my inbox and make a to-do list that I can hopefully stick to! As I get in around 8 am this is also a great opportunity to call candidates who I can’t speak to during the day so I try to do my necessary calls before they start work. I’m responsible for… My own desk, but I support all disciplines of law, so it can be a bit manic at times. I recruit for anything from HR and Marketing roles through to Senior Associate level, so it’s vital that I keep all my plates spinning. In the office, I’m very much in charge of social activities – presents for the team, arranging after-work drinks and any coffee mornings or charities events we have! My favourite part of my job is… Telling a candidate they’ve got the job. When you’ve got to know someone and worked with them, there’s nothing better than being the one to give them the news they were hoping for. Because of our processes we really get to know our candidates, so you start to learn exactly what a new job will mean to them – more time with the kids, working in a field they’ve been trying to get into for years, supporting the community – whatever it might be, you can’t help but be thrilled when you help them achieve it. My least favourite part of my job is… Is having to tell someone they haven’t been successful, for the exact same reasons as above! You can’t help but build bonds with someone when you know that they’re moving roles to apply for a better mortgage with their partner or to re-locate to be closer to loved ones, so it’s so sad to tell them that the gateway to that dream is temporarily closed. But it certainly spurs you on to find them their perfect role! I finish work at… I officially finish at 4.30 pm when I leave the office, but I will chat with candidates in the evening and monitor emails from clients until I go to bed. My role is fast-paced, and we really want to support our clients, so if you have an opportunity to be on the ball, you take it! And I will usually spend my evenings… Doing stereotypical family things. I try to get to HIT training classes with my eldest daughter, I look after an elderly neighbour who is a young age of 98, catch up with my husband and try to keep on top of the washing and ironing so I don’t have to do it at the weekend! My hopes for the future are… To continue to be successful in our field. Our agency continues to grow and we’re lucky with our client loyalty, so I hope I can continue in helping candidates get their ideal job and our clients the right match.
