16 Upper Woburn Place, London, WC1H 0BS
- Specialism: Legal
- Sector: Central Government
- Roles: Locum and permanent
- Location: South East and London
Type a day in the life of sellick from Lauren Stott
City of London, London | Locum
£26 - £35 per hour + Flexible Working Arrangements
Employment Lawyer Locum Contract - Full time £26 - £35 per Hour London, Hybrid-Working An Employment Lawyer is required to join the Central Government team to provide high quality and cost effective Employment Law services. My client is looking for an enthusiastic individual who is an experienced Employment Lawyer to join their Government team on an initial 12 month contract with the likelihood of extension. As an Employment Lawyer, you will use your Employment Law Background and experience in Litigation to your advantage. You will apply this knowledge to Employment proceedings and Tribunals, as well as assisting with quality cases and workloads. Key Responsibilities of the Employment Lawyer Oversee Employment based proceedings in courts, appeals, tribunals Have solid knowledge and experience of Employment law and related concepts Have experience of having conduct of a busy litigation caseload, with considerable autonomy Interview witnesses and recording witness statements Follow the whole lifecycle of employment tribunals from start to finish Required Skills and experience of the Employment Lawyer Fully qualified Solicitor, Barrister or equivalent Have a minimum of 2 years PQE Employment Tribunal experience is desirable Litigation experience is desirable What is on offer for the Employment Lawyer? £50,000 - £55,000 Annual Equivalent Flexible working arrangements Central London Location Access to Unique Government Work Long term contract lengths This is a fantastic opportunity to join a well-established Central Government team that prides itself in the first-class service it offers to clients. Our client also offers the potential extension of your 12 month contract as an Employment Lawyer. If you believe you have the necessary skills and experience for the Employment Lawyer role, please apply now, or contact Lauren Stott at Sellick Partnership. Sellick Partnership is a market-leading professional services recruitment specialist operating across the UK. We are proud to be an equal opportunities employer and encourage applications from candidates of all backgrounds and circumstances, including minorities and those with disabilities. Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. If you do not hear from us within 48 hours please assume that your application has been unsuccessful on this occasion. For information on how your personal details may be used by Sellick Partnership, please review our data processing notice which can be found in the footer on our website.
City of London, London | Locum
£26 - £35 per hour + Flexible Working Arrangements
Commercial Lawyer - Central Government Locum Contract - Full time £26-35 per Hour London, Hybrid-Working A Commercial Lawyer is required to join the Central Government team to provide high quality and cost effective Commercial Law services. My client is looking for an enthusiastic individual who is an experienced Commercial Lawyer to join their Government team on an initial 6 month contract which is likely to be extended. As a Commercial Lawyer, you will be complying with broad range of varied case work activities, particularly in relation to commercial, contracts and procurement matters, complying with policies, standards, procedures and service level agreements. You will be expected to work on both contentious and non-contentious matters. Key Responsibilities of the Commercial Lawyer Deal with complex and non-routine cases exercising appropriate levels of delegation and risk management. Provide a legal service that addresses client needs from outset of each case through to case completion. Build and maintain relationships with clients demonstrating an understanding of commercial, political and policy context including effective use of the relevant client care system. Working in procurement law, for example framework agreements and contracts. Working with litigators as part of a team on high value contract disputes. Required Skills and experience of the Commercial Lawyer Qualified legal professional (Solicitor, Barrister or equivalent) A minimum of 2 years PQE. Sound understanding of public, procurement and commercial law Proactively manage risks and identify solutions Commercial and procurement experience An understanding of the role of lawyers in Government What is on offer for the Commercial Lawyer? £50,000 - £55,000 Annual Equivalent Flexible working arrangements Central London Location Access to Unique Government Work Long term contract lengths This is a fantastic opportunity to join a well-established Central Government team that prides itself in the first-class service it offers to clients. Our client also offers the potential extension of your 6 month contract as a Commercial Lawyer. If you believe you have the necessary skills and experience for the Commercial Lawyer role, please apply now, or contact Zanub Najmi at Sellick Partnership. Sellick Partnership is a market-leading professional services recruitment specialist operating across the UK. We are proud to be an equal opportunities employer and encourage applications from candidates of all backgrounds and circumstances, including underrepresented and disadvantaged groups and those with disabilities. Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. If you do not hear from us within 48 hours please assume that your application has been unsuccessful on this occasion. For information on how your personal details may be used by Sellick Partnership, please review our data processing notice which can be found in the footer on our website.
If you are seeking a public sector legal role, you should ask the right questions about the organisation’s flexibility and wellbeing policies to make sure that any prospective employer is able to meet your expectations and align with your work-life priorities. When applying for a legal role in the public sector, most candidates will be focused on showcasing their skills, credentials and competencies to prospective employers. However, it is just as important for employers to demonstrate that they understand the needs and expectations of the candidates. Today’s legal jobs market is highly competitive and candidate-led, with employers having to compete for a limited number of available applicants. At the same time, candidate expectations are evolving rapidly, with the pandemic encouraging many professionals to reconsider their career pathways and seek out roles that prioritise flexibility and wellbeing. As such, when you are interviewing for a public sector legal role, it is important to ask the right questions to ensure that any prospective employers are going to be able to deliver working conditions that align with your goals. Recently, we conducted a #legal survey to find out exactly what public sector legal professionals are looking for in a new #job. Over the next few weeks we will be sharing our findings, but in the meantime you can access the full report here: https://t.co/ryHdgdce6v pic.twitter.com/QUZjfWAVzz — Sellick Partnership (@SellickGroup) May 16, 2022 What do today’s candidates want out of a public sector legal role? Today’s public sector legal candidates are looking for a flexible, supportive working environment that prioritises career development and personal wellbeing. This emerging trend has been demonstrated by a recent survey carried out by Sellick Partnership, which polled 172 public sector legal professionals on exactly what they are looking for when considering a new job. The survey demonstrated the following: 70% of those polled said the prospect of better progression options would motivate them to move jobs, as 45% do not feel they have a meaningful opportunity to progress their career in their current role. 47% said they would be unlikely or very unlikely to move jobs for a role at the same level. Only 5% would be willing to apply for a role that involves working in the office for five days a week, with 28% looking for at least three days working from home, 19% wanting four days at home, and 20% wanting to work entirely remotely. 76% cited enhanced flexi-time as a perk that they will be looking for in their next role. 52% said they want more annual leave, 39% are seeking additional training and 35% want their employer to subsidise opportunities to gain new qualifications. 76% said they would be put off applying for a role if the salary banding was not included in the job ad, while 37% are put off roles that require too much specialist knowledge and 35% are put off by overly generic job descriptions These findings highlight the fact that legal professionals are now expecting their future employers to be responsive to their needs, and deliver working arrangements that reflect their priorities. What questions should you ask during your interview? When considering a public sector legal role, it is vital to make sure you are asking the right questions at the interview stage. After all, the purpose of an interview is not only for employers to evaluate candidates — it is for job applicants to assess whether the employer is able to deliver a job offering that they will be satisfied with, and whether this is somewhere they truly want to work. The opportunity to ask any questions will usually come towards the end of the interview and it would be considered very unconventional for a candidate not to be given the chance to do so. Employers should also expect questions to arise earlier on in the process than what would have been the norm some years ago. Below are some examples of the topics you can bring up to ensure that your prospective employer will be able to meet your needs: Working conditions and flexibility: What kind of flexible working arrangements are available? How often will my flexi-time be usable? What level of control will I have over my own hours? Will my flexible working allowances be written into my contract, or will these be decided on an informal or discretionary basis? What will home working look like? What kind of support and equipment will be provided? What arrangements will be available for staying in touch with the rest of the team - for example, regular team video calls or social events organised for the whole team? What is the average daily workload for this position? How often are staff members expected to deliver more than their contracted hours? Will I be able to regularly take the breaks to which I am entitled? Wellbeing and company culture: Why has this position become available? What is the average length of time that people remain with the company, and how long has the current team been working here? What is the team culture and workplace environment like? Do you regularly organise team-building events and social gatherings outside of work? Are team members expected to attend regular meetings, or do staff largely work autonomously? How does this differ if I am regularly working outside the office? What kind of support can I expect to receive from my line manager? How responsive are they to questions, and how easy are they to contact? If I am primarily or exclusively working outside the office, will this change the level of support I receive? What makes this organisation different? What are your cultural values, and what aspects of your corporate environment are you most proud of? Career development opportunities: How does the career progression structure work here? Is there a formalised pathway for advancement, or is every individual career trajectory different? How long on average does it take to get promoted? Would someone else have to leave in order for this to happen? Ask the interviewer about their own career progression: how long have you been here? What pathway have you taken to reach your current level? What support have you received from the organisation to achieve your goals? What kind of training opportunities are available? What additional qualifications and capabilities can I achieve, and what level of support will the firm provide to help me do so? The takeaway for employers Because candidates are becoming increasingly aware of their own needs in the employment market and more willing to ask for a generous package that meets these needs, employers themselves should be more proactive about adjusting their offerings to reflect their applicants’ priorities. This means focusing on things beyond the salary that they are willing to offer a candidate, especially following on from COVID-19 where importance lies with other benefits such as flexibility, establishing and maintaining a healthy work-life balance and having a clear pathway to progression. Being aware of the questions they are likely to be asked during the interview stage will facilitate this, and equips employers with the tools they need to show a willingness to go the extra mile in order to provide generous terms for the best talent. Find out more To find out more insights into what public sector legal candidates are looking for when searching for a new role, take a look at the full findings of our recent survey of solicitors, lawyers and legal executives. If you want to learn more about how Sellick Partnership can help match candidates with ideal legal sector roles that meet all of their expectations, please visit our legal recruitment hub, where you can browse our latest legal job listings and find out about the services we offer. You can also contact us directly by calling us on 0161 834 1642.
Public sector legal recruitment has changed considerably in the last few years, as evolving market conditions and professional norms have led to a major shift in what candidates are looking for in a role. As such, employers in the public sector are keen to gain insights into what is most important to candidates, in order to better tailor their employment offering. To explore these trends, Sellick Partnership has carried out a survey of 172 solicitors, lawyers and legal executives working in the public sector, in order to find out exactly what today’s legal professionals are looking for when weighing up their career options. Take a look at the analysis and download the results here. Here are some of our key findings: Nearly half of those polled - 45% - feel unable to progress their career in their current position. 47% said they would be unlikely or very unlikely to move jobs for a role at the same level. Only 5% would want to look for a role that involves working in the office five days a week, with 20% seeking to work remotely full time. When asked about perks and benefits that would appeal when looking for a new role, 76% chose enhanced flexi-time that would allow them to control their own working hours, making this the single most popular option. When asked about factors that put them off applying for a role, 76% cited salary banding not being included in the job ad. What motivates public sector legal candidates? The findings from our survey demonstrate a number of key insights, highlighting the factors that are motivating today’s public sector legal professionals to change careers. It also serves as an indicator of what employers need to focus on when creating a compelling offer for top talent. Here are some of the results: Flexible and remote working are top priorities for candidates Better career progression options can persuade staff to change roles Employers need to offer more perks and benefits beyond salary… …but candidates still want clarity and transparency on what they will be paid Effective targeting of job adverts is essential A good working environment can make the difference A salary guide has been provided in this report A salary banding table has been provided to accompany this report which is intended only as a representation of the market, according to the research and data acquired from our network. Any information presented in this document is made in the opinion of Sellick Partnership. The full report is available to download here. Contact and further information If you wish to utilise any part of this data for editorial purposes, please credit Sellick Partnership at www.sellickpartnership.co.uk. To find out more about our insights into how public sector legal employers can improve their offering for candidates, please visit our legal recruitment hub, or contact us by calling 0161 834 1642.
Working for a boutique firm can offer a number of advantages: the roles combine prestigious work with a good work-life balance, and are worth serious consideration. Setting goals is an important part of building a long and successful legal career. For many, the ultimate goal as a lawyer is to secure a position with one of the biggest legal firms in the City, working on high-profile clients and gaining seniority in a competitive field. However, increasingly many legal professionals are seeking a good work-life balance as one of their key goals, and may be looking for more control. Joining a boutique firm can offer these benefits, as well as many of the same advantages as working for a City firm, and can be considered as a viable alternative. The rise of boutique law firms The UK’s leading boutique law firms are largely centred in and around London, and most are founded by former partners of top City firms who left their roles to start niche practices with their own vision. Boutique firms tend to be smaller, occupying single offices and, instead of maximising their caseloads with strict billable targets, they offer more tailored and fluid services, focused on client care and case completions. Additionally, boutique firms usually allow fee earners to manage their own time more flexibly and deliver more personalised services, rather than keeping a strict schedule. Many clients prefer to work like this, and it lets solicitors enjoy a more relaxed pace of work. The best boutique firms combine this client-focused approach with a high-value client base. With many of the founders being former City partners, they are able to bring existing clients and contacts with them, ensuring they are still able to work with high-profile accounts and cases. Why work for a boutique law firm? Working with a boutique law firm can be an appealing alternative to roles in the City for a number of reasons: A better work-life balance City law firms are seen as offering the most prestigious and desirable roles, with impressive salaries and the opportunity to work with blue-chip clients. These roles can be a great benefit to any CV — but at the cost of a very high workload. By contrast, boutique law firms offer a much less taxing schedule and a better work-life balance, while still allowing lawyers to work on high-profile accounts. In my experience, boutiques are more flexible with working hours and days to fit around your lifestyle. Although salary levels for boutique firms are typically slightly lower than in the City, these roles are still well paid, and the reduced stress and improved work-life balance can be worth the trade-off for many. Greater autonomy and flexibility Boutique firms give staff much greater personal control over their schedules, allowing them to take a creative and personal touch to their client dealings. Indeed, customers working with boutique law firms will usually expect this, as they seek a client-centric service that focuses on a strong and satisfying relationship, rather than data-driven performance metrics. This greater flexibility also extends to working hours and setups. Boutiques are much more likely to offer remote working and flexible hours — key priorities for many professionals since the coronavirus pandemic. More opportunities for progression Working for a City law firm provides access to high-value career progression opportunities, but they are also very challenging to obtain. Due to their rigid progression structures, staff will need to work patiently through each level for years to earn a chance at a senior role, and it could take up to a decade to become a partner. When it comes to boutique firms, routes of progression are much less rigid, and with fewer candidates competing for the top roles, it’s possible to achieve a senior position much faster. More opportunities to get hired Boutique firms are much more likely to consider applicants from a wide range of career backgrounds. Applicants with relevant experience from a Legal 500 background can get a role with a boutique firm and earn the chance to work on high net worth accounts without a City level CV. In these roles, they will work alongside people with City backgrounds and deal with cases contested by City firms. Additionally, the hiring process for boutique firms is also much more accessible. Rather than needing a months-long process of multiple interviews and vetting stages, boutique firms will often offer a much quicker interview process, overseen personally by the senior partner, allowing much quicker hiring decisions to be made. Who’s best suited for a role at a boutique law firm? Many professionals may not realise these boutique roles are available, even though they would be well-suited to the advantages they can provide. This is why it’s important to review all of the opportunities out there before deciding your future career path. The following groups could particularly benefit from considering boutique law firms as an option: City lawyers who are looking for greater autonomy at work, or a better work-life balance Professionals who want greater flexibility in their working hours, such as mothers returning from maternity leave Young professionals who are two to five years PQE (post-qualified experience) and don’t currently have a CV that is suitable for a City firm, but want an alternative pathway to high-value client work For more advice on finding the right legal job opportunities, get in touch with Sellick Partnership. Visit our legal recruitment services page to browse our latest legal roles with boutique and City firms, or explore our online resources to find out more about the best ways to take your career forward.