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It was a pleasure to host Vanessa Harvey (Milbank), Russ Hill (Squire Patton Boggs), Andrew Pannel (MJ Hudson), Emma-Louise Curley (MJ Hudson) and Justin Edgar (DWF) on our table at the coveted 22nd Annual Legal Business Awards this year, which took place on the 28th March, in the Grosvenor House Hotel. It was a fantastic evening, hosted by comedian Meeral Syal, celebrating the achievements of the legal profession’s finest. The awards catered to and highlighted the work of international firms operating in multiple jurisdictions, boutique law firms, alternative legal services providers, in-house teams, chambers, national and regional practices in the UK. A huge congratulations to all the winners, as well as all the nominees - for being recognised for their efforts in pioneering and spearheading the significance of the legal sector and profession. Pro-Legal were honoured to sponsor the Boutique Firm of the Year Award, a category that highlights some of the firms doing things differently in the market. A huge congratulations to all those nominated for the award as to reach that stage takes a great deal of work and effort. Cook, Young & Keidan came highly commended by the judges, however, it was sports-focused firm, Northridge Law, that took home the title along with our sincere congratulations. You’ll find some pictures of the evening HERE >>. Thanks LBA, we will see you next year! 2019 Winners Boutique Law Firm of the Year - Northridge Law Chambers of the Year - 3 Verulam Buildings Commercial Litigation Team of the Year - Simmons & Simmons/Travers Smith Competition Team of the Year - Skadden, Arps, Slate, Meagher & Flom Corporate Team of the Year - Gibson, Dunn & Crutcher CSR Programme of the Year - Hogan Lovells Energy/Infrastructure Team of the Year - Bryan Cave Leighton Paisner/Heathrow Airport/Pinsent Masons Finance Team of the Year - Davis Polk & Wardwell GC of the Year - Lucy Vernall In-House Team of the Year - Network Rail Insurance Team of the Year - Herbert Smith Freehills International Arbitration Team of the Year - King & Spalding International Firm of the Year - A&L Goodbody Law Firm of the Year - Pinsent Masons Lawyer of the Year - Richard Miskella Legal Technology Team of the Year - Bird & Bird Management Partner of the Year - Nick Thomas Private Client Team of the Year - Bryan Cave Leighton Paisner Private Equity Team of the Year - Kirkland & Ellis Real Estate Team of the Year - Clifford Chance/Eversheds Sutherland/Network Rail Regional/Offshore Firm of the Year - Ogier Restructuring Team of the Year - Freshfields Bruckhaus Deringer Rising Star In-House Counsel of the Year - Frances Coats TMT Team of the Year - Bird & Bird US Law Firm of the Year - White & Case For more information on the 2019 Legal Business Awards or to speak to our team of Legal recruiters, contact Nick on 02072696328 or email@example.com.
Stay up-to-date with the movers and shakers in the legal sector. Here are the key movements in March: Womble Bond Dickinson has made a headline appointment into their White Collar Crime Team, having welcomed Audrey Koh from Sidley Austin. Koh previously worked at the Serious Fraud Office. Fox Williams has recently added Rhys Griffiths to the partnership who has joined from Fieldfisher to head up the Travel Group. DWF has welcomed a new addition to their Banking & Finance Group, Brendan Slack, who has arrived from Dentons. Slack will be leading the Real Estate Finance Team in London as well as sitting in the Energy & Infrastructure Group. Akin Gump has announced an impressive double hire in the private equity funds space of Daniel Quinn and Aleksander Bakic. Quinn and Bakic will be joining the firm’s Investment Management Practice from O’Melveny & Myers. For more information about this article, or to speak to Nick about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02072696328 or firstname.lastname@example.org
We’ve all thought about it… asking for an increase in salary. Salary negotiation is a key skill which will help you throughout your career. Whether you’re working in finance, tax, legal, HR or marketing and exploring salaries in your current role, this webinar will give you some essential advice to plan and execute a strategy to help you get you the pay rise you deserve. This webinar will explore: How to successfully negotiate a pay rise in your current role and for a new job or role The 3 key things you need to do to prepare BEFORE you go in and ask for a pay rise How men and women approach pay rises differently and what you can learn from each gender How to calculate what you are really worth to your firm What to do if your firm doesn’t agree with your pay rise How to answer the question from a recruiter “what’s your current package?” To speak to Pat about your recruiting needs or jobs in London or Nationwide, contact him on 02072696311 or email@example.com
Immigration Law has not always been the busiest of areas in terms of recruitment within the London market, with many firms seemingly content to have some form of small offering in the area to assist Corporate and HNW Private Clients. That may all be about to change in 2019. An increased interest in Immigration Lawyers is something that has been mooted since the Brexit referendum in 2016, however with the 29th of March fast approaching, the severity of the spike in demand has been altogether quite unexpected. Towards the latter part of 2018, and more noticeably since the publication of the Government’s White Paper on changes to immigration rules following the UK’s exit from the EU, firms have become more and more proactive in their search for individuals who can assist in further developing what may become an essential service for clients in the resulting aftermath of Brexit. The breadth of opportunities in the market is also an interesting factor, with Midtown and West End firms experiencing increases in enquiries from HNW individuals and SME clients keen to ensure compliance with new legislation following Brexit, through to major International practices keen to ensure that Blue Chip corporate clients are adequately serviced in this area. We have already seen several of the recognised Immigration practices in London begin to show interest in increasing capacity at Associate level in recent weeks. Unsurprisingly, most of the interest from smaller practices remains focused on Partners with established followings in this area, however, more and more firms are becoming open to the prospect of Senior Associates with some degree of following who can mine existing networks to create a fully-fledged immigration department. This presents an interesting opportunity to senior individuals facing a bottleneck at their current practice and are confident in their ability to strike out on their own merits with a high degree of autonomy and support from firms keen to increase their capacity to deal with Immigration matters. Immigration lawyers are now in a position of being able to cherry-pick the opportunities that most appeal to them and will give them the freedom to either develop an offering in their own image or to step up into a larger and higher-profile department for this area of work. With wrangling over legislative changes, the setting up of new Immigration systems following Brexit, and compliance with same, it is likely that Immigration lawyers will find themselves highly sought-after for some time to come. For more information about this article, or to speak to Jonathan about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02071235057 or firstname.lastname@example.org
Stay up-to-date with the movers and shakers in the legal sector. Here are the key movements in February: Tristan Ward, Partner at Macfarlanes has left to join BDB Pitmans, which merged last year. Tristan was the head of Macfarlanes’ private client property group and is a rare loss for Macfarlanes. Christopher Kandel has joined Morrison & Foerster to strengthen their growing London office. Kandel has until now, co-chaired Latham & Watkins’ global banking practice. Tim Maxwell and Rudy Capildeo, have joined Charles Russell Speechlys from Boodle Hatfield, to launch a new practice focusing on issues concerning the art market on an international level. Neil Ferguson has joined Latham & Watkins from Jones Day, to strengthen Latham & Watkins’ focus on real estate private equity. For more information about this article, or to speak to Tamara about your recruiting needs or Legal jobs in London or Nationwide, contact her on 0207266368 or email@example.com
Pro-Legal is pleased to announce a dedicated interim team, to dovetail with the existing permanent legal team. With our clients and candidates regularly asking for interim solutions and offerings, we have created a team with talented, experienced Legal consultants to serve your needs. The team will be focusing on a range of projects providing, experienced legal professionals as solutions for short to mid-term projects. There are many benefits to hiring an experienced Legal professional on an interim basis, such as completing a project on time for your clients, avoiding any apparent risks by providing you with a knowledgeable specialist, encouraging innovation and, ensuring quality control and standards are kept high, to compliment your leadership strategy. Pro-Legal’s Interim team contains over 18 years of experience, with your main contacts being Mark Bailey, Stacey Kerrigan and Claire Browne. Mark Bailey Mark has more than 10 years’ experience within interim Legal markets, covering public law, regulatory projects, data protection and IP matters, corporate and commercial law. He has partnered with clients to appoint Senior Solicitors and create teams with exceptionally talented individuals. Stacey Kerrigan Stacey has worked within the London legal field for over 4 years, specialising in the ever-buoyant interim market, assisting Magic and Silver Circle firms, US firms and West End firms. She is an expert in securing top talent for exciting opportunities that include: maternity covers, project based-heavy workloads and consultancy work. She has a great pool of available professionals to cover corporate, commercial, litigation and employment. Claire Browne Claire specialises in hiring qualified Solicitors and experienced Paralegals for not-for-profit bodies, regulatory organisations and regulatory bodies, alongside Mark. Her clients and candidates appreciate the skills she prides herself on most; her honesty, market knowledge and tenacity when sourcing and selecting talent for solutions. For more information about how our Interim team can help with your recruiting needs and interim legal jobs in London, please speak to Mark on 02072696365 or email firstname.lastname@example.org
Carla is the Director of Legal Services at WTT Legal Ltd. Carla is a dual qualified lawyer (US/UK) and has extensive experience in employment law, IR35 advice, commercial contracts, data protection and insurance law issues. Prior to joining WTT, Carla was Senior Legal Counsel at Alexander Mann Solutions Ltd., Head of Legal at Gattaca PLC and Compliance Manager at Capita Group PLC. What made you want to become a lawyer? My father was a lawyer, my brother was a lawyer, and I worked as a claims adjuster dealing with lawyers- so it just seemed a natural progression! What does WTT do well? We are viewed as trusted advisors to their contractors, many of whom are faced with difficult (and often life-changing) tax demands and issues. We established the action group “Big Group” which has provided contractors directly affected by HMRC’s legislative changes with a collaborative voice. What’s your favourite thing about working for WTT? WTT is a dynamic, forward-thinking organisation of professionals - this is a refreshing change from the usual corporate non-flexible model adapted by most large companies. What advice would you give yourself 10 years ago on how to shape your career? I think I’ve been very lucky to have been able to mould my career around a few skills which are transferrable. I worked in the insurance sector for over 20 years but because I had compliance and legal qualifications, I was able to seek new career opportunities in entirely different sectors - i.e. recruitment and employment law. I therefore think that it is important not to focus entirely on one skill during your career – by diversifying you are able to have a much more interesting (and marketable) future. When is the right time to start building your network and how is best to achieve this? I still have connections from my first job as a claims adjuster in California- it’s never too early to network. Who has had the greatest influence on your career? When I moved to England from California in 1996, I wasn’t qualified to practice law here, so I accepted a job for a loss adjusting company. Whilst I was there my manager offered to subsidise the cost of the QLTT over a 3 year period (Qualified Lawyers Transfer Test). As we were a young family with limited income, I would not have been able to afford that cost on my own. That opportunity therefore allowed me to qualify as a lawyer in the UK- I will always be grateful for that. What qualities do you look for in potential candidates hoping to join your team? Enthusiasm, intelligence and a desire to learn. What do you think will be some of the major changes to the legal profession in the future? The legal profession and its regulators have accepted that innovation and an entrepreneurial approach are essential for law firms to thrive in the future- the relatively new ABS model has allowed law firms to bring in non-lawyers and I think that this more open-minded approach will enhance the profession. How will flexible and agile working impact law firms in the future? Flexible working IS the way of the future and all law firms will need to adapt to remote working- it brings lots of benefits. The legal profession is very traditional and is probably one of the last to embrace this model, but it is happening. How can lawyers and firms ensure they are at the forefront of progress and innovation in the legal market? To remain at the forefront of progress and innovation in the legal market, you need to be able to take risk - you need to grasp new ideas and go for it. Otherwise, you simply get left behind as there is someone else who is willing to capitalise on a new idea! For more information about this article, or to speak to Nick about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02072696328 or email@example.com
Stay up-to-date with the movers and shakers in the legal sector. Here are the key movements in January: Irwin Mitchell has appointed Simon Owen as its new national head of Banking & Finance. Owen joins from Trowers & Hamlins where he was Head of Real Estate Finance. Angela Savin has ended 14 years at Norton Rose Fulbright, joining KPMG as a Partner in the Tax Disputes and Investigations practice. Fieldfisher has made a headline-grabbing double hire in Real Estate Finance, bringing Iain Thomas and Christian Francis across from DWF. Iain has over 27 years’ experience in Real Estate Finance, having previously been at Mayer Brown, whilst Christian was formerly of DLA Piper. Dorsey & Whitney have made further progress in London with the hire of Partners Helena Nathanson and Paul Reagan from the Restructuring group at Bryan Cave Leighton Paisner. For more information about this article, or to speak to Jonathan about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02071235057 or firstname.lastname@example.org
Interviews can be intimidating and no matter how much experience you have, unless you fully prepare you’ll run the risk of underselling yourself and missing out on that dream position. It may be cliché but the old adage “By failing to prepare, you are preparing to fail” has never been truer in relation to interviews. We have produced a Secret to Interview Success booklet to assist our candidates with their interview preparation, the printable version can be found here. In this guide, you will find all the hints and tips necessary in order to perform to the best of your ability at interview. We hope you find this booklet useful and if your Pro-Recruitment Group Consultant has not booked you in for a full interview briefing, please get in touch with them to arrange this. Download the booklet here >>
There has been a growing recognition of the importance of diversity and inclusion in the workplace over the years. This year it has been very refreshing to learn how firms are promoting a positive integration between work and life, to create an environment that influences career development and that empowers everyone. Furthermore, promoting an environment regardless of gender, ethnicity, age, disability, religion or sexual orientation, encourages individuals to feel valued for being the person that they are. Take some time to read some examples of how the Big 4, Mid-tier firms promote diversity and inclusion in the workplace: Big 4 PWC EY Deloitte KPMG Mid-Tier Grant Thornton BDO RSM Encouraging diversity at Pro-Recruitment Group: Here at Pro-Group, recruitment consultants are trained on diversity and inclusion and for each individual piece of recruitment we do, we will ensure that we present a diverse pool of candidates to our clients that match the brief. We have strict guidelines on equal opportunities and diversity and pride ourselves on ensuring our attraction methods reach as diverse a pool of talent as possible in-line with our client’s own policy. Some examples of this include: - GDPR compliant recruitment website & CRM system. - Drafting advertisements in a way that encourages applications from all suitable backgrounds. - Support for the unemployed – offering interview training and coaching free of charge for those in long-term unemployment. We also provide business attire and dry cleaning in preparation of interview as well as working with a firm who work exclusively with ex-service personnel looking for employment. - Engagement with colleges, universities and schools. An example of this is when Tom Eagle, Associate Director, recently presented to students at LSBU about a career in tax and finance and provided key interview tips and guidance. - Engagement with groups such as LGBTQ, disability, communities and BEME groups. This is an ongoing progress and championed by our own diversity and LGBTQ champion here at Pro – Matt Davidson – Principal consultant in our Not-for-profit team. - Women in Tax – Alison Keogh, Director, is part of a network for women in the profession to raise the voice of women. We have also chaired an event with Sue Kukadia (Global Immigration Specialist) on diversity and inclusion and an event with BDO challenging views on disabilities and those facing long-term unemployment. - Our Not-for-profit and charities team have key relationships with many charities that exist to serve the disadvantaged and a wide section of the community and society. We regularly engage with our contacts in these organisations when searching for talent both for specific pieces and on an ongoing basis. - Our CRM system has over 90,000 candidates on it from a wide range of industries and backgrounds. Example of our own Findings Below is our analysis of that last six months placements around D&I and gender: - Out of the placements we have made this year in tax across both in-house and consulting, 65% of them have been male. - Out of 22 placements that we have made in-house 12 male and 10 female. - Out of 111 placements that we have made in consulting 64 male and 47 female. - Out of the 22 placements that we made in-house, from consulting firms only 3 were female and 5 were male. - Out of the other 14 people that we placed in-house they were all from in-house tax teams 7 were male and 7 were female. - In terms of advertising, 53 of the 111 were from advertising the rest were from pro-active approaches on our database and LinkedIn. - Out of the 53, 24 of them were female and the rest male but its about 50/50 from in-house and consulting. - Diversity and inclusion have a big influence towards my role and the relationships that I have with my network, to ensure that I can deliver the needs of both my candidates and clients that I am working with. For more information about this article, or to speak to Dominic about opportunities that promote diversity and inclusion, contact him at email@example.com
Every manager dreads that conversation with a valued team member, often pre-empted by the email that reads ‘can I have a word?’ We have done a lot of research at Pro-Legal to help our clients retain their best people and being able to spot the tell-tale signs of dissatisfaction so that you can proactively manage the situation. I am not going to be so facile as to list: short notice leave requests, dubious “Doctor’s appointments” (people rarely book a Doctor’s appointment for the middle of the afternoon, by the way) or furtive whispered conversations on their mobile in a meeting room with the lights off or in the stairwell. These are all signs that someone is at final interview stages and in most instances, that’s too late. As an aside, if you are on an interview, never take or make calls in a stairwell, impaired lines of sight and how far sound travels in a stairwell are the perfect ingredients for being overheard by someone you don’t want to overhear you! But I digress… For the purposes of this article, I am going to focus on those very initial stages when people are considering a move. How can you spot a festering dissatisfaction at an early enough stage? Not wanting to talk about their career aspirations If a team member is evasive or non-committal when asked about their career aspirations, they are starting to feel that you might not be a part of their career aspirations. Lawyers are ambitious virtually without exception. This is not to say that they all want partnership or to be a GC but they all want continuous development. Bland appraisals and one-to-ones I am always amazed by the number of times I hear something along the lines of, “The resignation came out of the blue, we had his/her appraisal about a month ago and he/she said he/she was everything was fine…” I have never known EVERYTHING to be fine! If we as managers are honest with ourselves, we often suspect that we are being fobbed off but we are scared of pushing the point and hearing something that makes us uncomfortable. No manager has a monopoly on reason or good ideas and consistently asking your team members what they would change about the current set up will open up the possibility of them suggesting improvements that could really make a difference and give you the edge. It also enhances communication and their feeling of enfranchisement. It will also give you an early warning of them losing their commitment to your cause. They are ambivalent to change Lawyers are, generally speaking, a risk-averse bunch. They will meet any change, such as those to working practices, strategy, policies, reward structures or hierarchical structures, with scrutiny. That scrutiny will result in them concluding that it is a good or bad thing for them and reacting accordingly. If the reaction is ambivalence they are not considering the change to be something that will affect them for very long. They have booked a holiday for a few months’ time but not booked the time off The situation here is quite advanced; they (possibly subconsciously) have an exit timeframe in mind. You have no choice but to confront them about this but do it in a way that will precipitate a meaningful, productive conversation. “You’re an important member of this team and experience tells me that when someone books a holiday without booking annual leave, they’re checking out…” They have had the same job function for over 18 months and there is no sign of it changing in the next 6 months 64% of lawyers we surveyed said they would consider a move but that number rises to a whopping 86% when just surveying those who have been in their current role for over 18 months. If we exclude the lawyers who are currently in practice and want to move in-house, the most common reasons for leaving are to get more seniority, responsibility or complexity. In short, if an individual isn’t progressing internally roughly every two years, they start to think about looking externally. It is all well and good to be able to spot these signs but dealing with them is another matter. It is important to remember that a) you may not be able to change their mind and b) the sacrifices you might have to make to change their mind may not be worth it from a commercial or personal perspective. It is also worth remembering that prevention is better than cure and that there is no panacea for the broad spectrum of staff disquiet. Moreover, nothing will eradicate staff turnover entirely but being able to spot these things will help you prevent departures in some instances and be it will prepare you for departures and enable to plan accordingly in other instances. For more information about this article, or to speak to Nick about your recruiting needs or Legal jobs in London or Nationwide, contact him on 02072696328 or firstname.lastname@example.org
On Tuesday 4th December, Pro-Recruitment held its infamous annual Christmas Quiz, and what a night it was. With the best and brightest from across the worlds of HR, Tax, Finance and Legal, 26 teams went head to head for the much-coveted title of Pro-Recruitment Christmas Quiz Champions 2018. The competitive streak in some of the teams was evident from the outset and with company rivalries and reputation at stake, the night promised to be a hotly contested one. With Directors Pat and Ali compèring, the first three rounds flew by. Who knew the USA won the boomerang throwing championships in 12 out of the first 13 years when it was introduced in 1981? The picture round proved to be a point of contention for many teams and “Ohh that’s what’s his face” and “I know her but I just don’t know her name” were heard up and down the room. With the first half of the quiz out of the way, it was time for some well-deserved food. Whilst the room was happily munching away and assessing their individual performances the scores were being totted up by our expert markers. Scores at halftime showed that it had been a very tight half, with a mere three points separating the top five teams. With the food cleared away, the quiz was underway again with everything to play for. The Science, Christmas and What Comes Next rounds really put the teams to the test and threw out some curveballs such as, Who played the character Lee Christmas in The Expendables series of action films? The final (and most popular) Music round was undoubtedly one of the highlights of the quiz. We had Director Alison rapping the lyrics of the hit song In My Feelings, Drake eat your heart out is all we can say! We found out that Paul McCartney’s middle name is actually... Paul, go figure. To top it off we had the whole room singing along to the Lighthouse family trying to figure out the next line. The quiz concluded with the revealing of the answers to the picture round, Elon Musk makes a very convincing Santa. Pat was responsible for the big reveal and coming in a very respectable third were PWC’s We Are The Quiz Wells hot on the heels of Elman Wall’s Penny Patrol in second. The undisputed champions of the Pro-Group’s Christmas Quiz 2018 were Kingston Smith’s We Count Ants who now have bragging rights going into 2019’s quiz. Thank you to everyone who came and participated, we hope you all had a fantastic evening. Special thanks to all the staff at Pro who worked so hard to make the event such a success. We all look forward to seeing you again in 2019. To find out about upcoming Pro-Recruitment events or to speak to Loren about joining the Pro family or your recruiting needs, contact her on 02072696358 or email@example.com.
Michael Ruck is a partner in TLT's financial services team in London. Michael previously spent four and a half years at another City law firm in the corporate crime, investigations and enforcement team and before that spent almost six years working in the FCA's Enforcement and Market Oversight Division. Michael is a highly experienced investigations lawyer. What made you want to become a lawyer? When I started out I wanted to be a criminal defence solicitor as I not only wanted to help those who were wrongly accused but also to help those who often found themselves to be in the wrong place at the wrong time. I was fortunate enough to be able to do this for almost six years following qualification. What does TLT do well? TLT has a very collegiate and supportive culture that stands out in the market. It's also very good at meeting client needs, whether that's going beyond the call of duty, developing new services or offering an excellent standard of client service. A good example of this is the firm's Future Law initiative, which was announced recently and is designed to drive change more rapidly in the way the firm delivers services and products to clients. The firm has been consistently growing for years and I joined because I was already aware of its leading reputation in the financial services market. What’s your favourite thing about working for TLT? My favourite thing about working at TLT is the supportive culture which extends to supporting our staff, clients and others via our corporate social responsibility activities. What advice would you give yourself 10 years ago on how to shape your career? Ten years ago I had recently joined the enforcement division of the Financial Services Authority (now Financial Conduct Authority) to conduct regulatory and criminal investigations. My advice to myself then would have been to ensure I made the most of the opportunity to work at such a high profile organisation, and to gain as wide a variety of experience as possible, while not being afraid to consider a move to private practice when I had achieved everything I thought possible at the FSA/FCA. When is the right time to start building your network and how is best to achieve this? Networks are important from the very outset of a legal career. I continue to be in contact with people I have met or worked with in previous roles and you never know when you may need someone to assist you or when others will need your advice or support. I believe that the best way to achieve this is to have as wide and varied a network as possible of those people you would want to work with. Who has had the greatest influence on your career? My family have probably had the greatest influence on my career. My family have always supported me and offered guidance on how I could deal with what have sometimes been difficult career decisions. What qualities do you look for in potential candidates hoping to join your team? I look for ambition and a desire to get involved with all aspects of the role, including business development and the nitty gritty of investigations. What do you think will be some of the major changes to the legal profession in the future? While legislation and case law will continue to evolve, many of the major changes likely to impact the legal profession in the future are technological and cultural. The evolution of artificial intelligence (AI) and how this can be used will impact numerous aspects of the profession, with firms seeking to utilise and engage with such technological advances to benefit clients. For example, TLT has partnered with a US AI company to launch our product TLT LegalSifter for clients. It completes a contract review in a minute or two, increasing the speed, quality and value of day-to-day contract reviews for businesses and freeing up in-house legal teams to work on more rewarding and value-added tasks. We will also hopefully continue to see an increasingly diverse profession at all levels, bringing new ideas and approaches to how legal advice and support can be provided in the future. How will flexible and agile working impact law firms in the future? Flexible and agile working will hopefully ensure that the diversity of the legal profession continues to increase – by offering the ability for individuals to support clients in a way that makes a variety of working patterns and locations possible. One of the key challenges will be ensuring that all individuals continue to be fully engaged as part of a wider team and firm with the opportunities to maintain and grow their network. How can lawyers and firms ensure they are at the forefront of progress and innovation in the legal market? The main thing is to never stop learning and never stand still. The industry is changing every day as new technologies make new ways of working and servicing clients possible. Lawyers should engage with their firm's transformation programme – like the Future Law initiative at TLT, which encourages everyone to share their ideas for new solutions to client challenges and is supported by a £500k investment fund – and never be afraid to put their ideas forward.
Thomas O’Connor, Finance Partner and former head of Transactional Finance at Morgan Lewis has moved to Akin Gump as part of a four Partner hire for the firm. This hire includes two heads of practice and is set to strengthen Akin Gump’s transatlantic offering across restructuring and global finance. All four Partners joining Akin Gump reunites them with their former Bingham McCutchen colleagues. Mike Pierdes and Simon Lightman, have joined Morgan Lewis’ London office from Pillsbury. They have been brought in to strengthen their outsourcing, technology and commercial transaction capability. A trio of Herbert Smith Freehills Partners, including City Private Equity Head Mark Geday have also joined Morgan Lewis. Nicholas Moore and Tomasz Wozniak have joined with Mark Geday to strengthen Morgan Lewis’ Corporate practice in London. Matthew Oliver, Bird & Bird’s head of tax has joined the London office of Osborne Clarke. Matthew brings solid Corporate Tax expertise in M&A, venture capital and corporate structuring. He is also experienced at providing VAT advice on commercial matters, both in the UK and internationally. Gilles Teerlinck has joined White & Case from Kirkland & Ellis to grow their Capital Markets practice further. Terrlinck advises issuers, sponsors and underwriters on international securities. He has also worked on IPOs, private placements, restructurings, liability management transactions, corporate governance and other corporate matters.
Are you a Finance, Tax, Legal or HR professional commuting over two hours every day? According to the TUC, the service sector has seen the biggest increase in travel time over the last decade, with 130% more workers travelling for two or more hours a day than in 2004. Serious disruption at Paddington, a week of strikes on South Western Railway coupled with major signal failures has spelt misery for thousands this month. Leading many sector service professionals to question whether their commute is worth it? This blog will take a quick look at the pros and cons of making long commutes and what alternatives are out there. Money Let's be honest, money is the reason a lot of people commute to London. According to the office for national statistics, jobs in London topped the regional list for median earnings for full-time employees by place of work, at £713 per week. This is £124 more per week more than the next highest. Salary bands for jobs in London are often higher, but, there a few things you should consider. It is well known that rent and house prices in London are far higher than anywhere else in the UK. You get less for your money and pay a premium for the privilege. Whilst rent prices are often lower outside of the city you have to consider the cost of commuting into London. According to the BBC, a full-time worker on the median wage for London will spend an average of 11p in every £1 of their salary on an annual pass, after tax. Prices are set to rise by 3.2% next year too. While jobs in London are often a popular choice among professionals, it is worth looking at opportunities outside of London. For example, a Tax Director working for one of the Big 4 firms in London can earn anywhere from £110,000 to £200,000. If you compare that with one of the Big 4's regional offices, Tax Directors can command anywhere between £95,000 and £140,000. We recommend that you speak with a regional recruiter, whether it be Finance, Tax Legal or HR, you never know, there could be something a lot closer to home! Timing According to the government's transport statistics report, people working in London have the longest average commute. With the average rail commute taking 59 minutes compared with the average driving commute taking 30 minutes in the UK, how much of your time is lost getting to and from work? As the saying goes “Time is Money” and while there are many compelling arguments in favour of counting time spent commuting as work time, this has yet to come to fruition. Working locally gives you the flexibility to drive to work and cut down on the time spent in transit. That means more free time to spend with the family, exercising or even finishing off your CV. Again there are a few things that you need to consider about commuting via car. Firstly, do the local roads become carnage at 8 am and 6 pm? Also, will finding that elusive parking space add to your morning stress? Ref: Department of Transport. Transport Statistics Great Britain 2017 The commute to London isn’t straightforward either. House prices in commuter towns are still pretty high, even more so when they’re in walking distance of a rail station. If you’re not fortunate enough to live close to a station how will that impact your commute? Will you need to drive, get a lift or even take a bus? These all add time and money to your commute and a missed connection is the worst way to start a working day. When you do finally arrive in Central London, how far from the office are you? If you’re lucky you can walk or make use of one of the many cycle hire schemes the capital has. Otherwise is it another packed bus or tube ride? One upside of a long commute is the opportunity for a bit of personal time, you can make the most of your transit time in however you see best. According to a study conducted by Dr David Bissell of Australian National University participants said commuting time was the only time they got to themselves during the week, and so used it to dream, relax and meditate. Conclusion With everyone’s situation being different, there's no clear answer as to the best solution. Different routines work for different people, however, you can always make an informed decision if you know the facts. Essentially, it is a toss-up between time vs money. Does the money you earn at work justify the time you spend commuting? Gain an understanding of salary differences for jobs in London compared to where you live and then look at the financial impact that both options have on your life. Take into account commute options and you can start to build a picture of which option works best for you. Don’t forget to take into consideration flexible working options that may be available to you which could ease your commuting situation. There are clearly a few options here and depending on influences such as salary and expense, the following could work for you: Live regionally but work in London - rent is a lot cheaper and your salary will still be at a premium, although travel costs may be significant Live and work in London - save money on travel but use a lot of that top end salary on higher rent prices Live and work regionally - generally earn considerably less but benefit from cheaper housing prices. The problem is that with less public transport, comes the need to potentially own a car, another sizeable cost. Pro-Recruitment is a recruitment agency in London and our consultants specialise in Tax jobs, Finance jobs, Legal jobs and HR jobs. Our recruiters are able to offer expert advice on jobs in London and nationwide as well as CV advice. Contact us today on 02072696333 for a discussion on your next career move.