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Tamara Salem

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Tamara Salem

Senior Consultant - Legal

I focus on the recruitment of qualified solicitors across all commercial practice areas into permanent positions within Private Practice. I place an importance on building long-term relationships with my clients and candidates based on trust, excellence and consistent delivery. 

My clients range from leading US and UK international firms through to a number of West-end and boutique practices.

I have obtained experience within a boutique legal agency and with an international recruitment company, focusing on permanent positions into leading firms in the London market. I have worked with a range of White Shoe US firms and leading International firms in the London market.

I endeavour to provide a full consultative service with a focus on strictly adhering to both the candidate and the client's requirements and having a full understanding of the legal market. Through this approach, I am able to offer advice and expertise for a candidate's future progression as well as working for those actively seeking a new role. 

Outside of work, you can find me exploring London and trying to squeeze in weekend trips around Europe.

If I wasn’t in recruitment, I would love to be a travel photographer – or a luxury resort reviewer! 

tamara's latest roles

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What people say about Tamara

Tamara is an excellent recruiter - I have used her for both of my moves in London, and would not go to anyone else. She provides phenomenal support at every stage - proof checking CVs, mock interviews, information on interviewees, etc etc. I felt very well supported, and trust her advice. She's veryresponsive , and never tries to push roles that are not the right fit. I cannot recommend her highly enough! 

Tamara is a sharp and bright individual who helped me find a new role. She is extremely knowledgeable, well-connected and was able to identify potential employers within the London City market. She was also always available and ready to answer my questions. Also, an excellent coach in terms of interview preparation. I can highly recommend Tamara for her professionalism.

Tamara is incredibly professional and market-savvy and goes the extra length for her candidates. I came from Australia thinking I would have a really tough time finding work, and thanks to Tamara I was in a fabulous associate role within 3 weeks. Thank you so much for all your assistance, in particular the thorough mock interview and prepping throughout the process! 

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Companies Tamara has worked with

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This White Shoe US law firm offers market-leading legal salaries and has a strong reputation within the Private Equity space. 

This Magic Circle firm has a leading reputation in the London market, offering excellent work,  institutionalised  clients and excellent levels of training for legal professionals.

This West-Coast based US law firm has been growing considerably in London over recent years and offers a balance of quality work and an enjoyable working culture for legal professionals.

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tamara's articles

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5 Signs That One of your Team is Considering a Move

Posted by Tamara Salem

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 nick.allen@pro-legal.co.uk

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