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Hannah Sayers

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Hannah Sayers

Associate Consultant - Legal

My main area of focus is placing legal professionals across all commercial practice areas into private practice. I place importance on building long-term relationships with my clients and candidates based on trust, excellence and consistent delivery. I come from an international sports background, and I am now channelling my passion into my professional career.

 

Outside of work, I enjoy competitive sports in particular; Netball and Gymnastics. I love the competitive nature and working within a team to victory (usually). I also enjoy socialising with friends and exploring new countries. 

 

My all-time favourite movie has to be The Lion King – you can’t beat a Disney classic!

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How to get the most out of recruiters

Posted by Hannah Sayers

Bluntly, recruiters can often be seen as a nuisance, and the positives of building a long-term relationship with them are frequently missed. On the flip side of this, I am not suggesting you go and make relationships with all the recruiters in the market, as this will certainly dilute the many advantages of a good working relationship with your recruiter. Firstly, it is important to know how to communicate with recruiters. To do that you need to be open and honest about your current situation and your career goals - the more information you tell us the more we can help. As recruiters, we have key connections within the market and often work on projects exclusively, meaning we are protective over who we put in front of our valued clients. Building a long-term relationship with a recruiter can offer considerable value; · Exclusive job opportunities – many of the top law firms and teams opt for retained searches with leading recruiters in the market, meaning you will not hear about them elsewhere. · A key insight into the market – good recruiters have a great overview of the market and are often amongst the first to know about any movement. We also hold great knowledge in market trends and the skills that are in high demand and short supply. · Negotiate higher remuneration packages – People easily forget we have just as much invested interest as them to get the highest package possible. We know what the limits are and how hard to push negotiations, without pushing too far and posing a risk to the offer. · Provide specific advice on applications – We know our client and what they look for. We know the reasons why other candidates were unsuccessful and what experience to highlight to give you the advantage. We also know culturally what a good fit is, and what is not. Ultimately, a good legal recruiter will always look to build long-term relationships with you and will understand that the way to do this is to offer helpful and genuine advice. If you have the sense that your recruiter is not motivated to provide advice that is in your best interests, then I suggest you look to find one that is. For more information on this article or for your Legal recruiting needs, contact Hannah on 020 7269 6316 or hannah.sayers@pro-legal.co.uk.

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