Queens Court, 24 Queen Street, Manchester, M2 5HX
- Specialism: Legal
- Sector: Public Sector
- Roles: Locum and fixed-term
- Location: East Midlands including Lincolnshire, Nottinghamshire and Leicestershire
Type a day in the life of sellick from Sara Robinson
West Yorkshire, England | Contract/Interim
£35000 - £60000 per annum + + pension, car allowance, bonus
Sellick Partnership are currently working with a highly established In House organisation, looking for a Senior Legal Manager on a permanent basis, to join their Commercial Disputes and Litigation team. This will be a unique opportunity to be able to gain inhouse experience working with in a competitive industry dealing with the commercial, trading and disputes. The duties of the successful Senior Legal Manager may include but are not limited too; Supporting litigation strategies with in the buisness Dispute resolutions Regulatory matters, Dealing with international agreements Providing legal advice where required Liaising with stakeholders Adding to the Legal and Compliance function Internally manage a small team My client is looking for candidates who are a qualified solicitor with hands-on experience of litigation and dispute resolution, with additional experience in one or more of the following areas being beneficial: Commercial; Contracts; Regulatory; Intellectual Property; Competition. Benefits of the role include: Competitive salary Car allowances Company Pension schemes Additional bonuses. Hybrid working flexibility Discounts We encourage interested applicants to apply immediately to be considered for short listing. Alternatively should you require further information or wish to discuss your suitability before applying for the Legal Manager position please contact Sara Robinson in our Manchester office on 0161 834 1642 for a confidential discussion. 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. 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.
East Midlands, England | Locum
£35 - £45 per hour
Sellick Partnership is currently working with a well-respected Local Authority who is seeking a Property Lawyer. This assignment will be conducted remotely and will begin on a 6 month contract with a view to extend long-term on a rolling basis. As a Property Lawyer, you will apply your knowledge and experience to pick up a busy caseload mainly covering commercial matters. While public sector experience is preferable, they are also willing to consider applicants from private practice. The successful candidate will be able to hit the ground running with the workload, which may include; Drafting commercial leases Landlord and tenant matters Acquisitions of land and buildings Disposals of commercial and residential property Leaseholds Public open spaces This is an unmissable opportunity to take on engaging work and continue your professional development within a welcoming and dynamic team. My Client is open to look at full-time and part-time candidates and will also consider non-qualified Lawyers. The ideal candidate will be enthusiastic, focussed and can handle a caseload with minimal supervision. Should you require further information or wish to discuss your suitability before applying please contact Sara Robinson in our Manchester office for a confidential discussion on either firstname.lastname@example.org or 0161 834 1642. 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. 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
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.
When she finished her anthropology degree back in 2010, Laura Hayward had never had what she calls a ‘proper job’. After graduating, she gained some sales experience in a call centre before taking time out of work to go travelling, with no intention of moving into recruitment when she returned. Landing back in the UK, Laura headed for Manchester and posted her CV on a job board. That’s when she was contacted by Sellick Partnership and decided to explore the opportunities on offer. She explained: “I was looking for something different to the rules I’d had before. My career with Sellick Partnership came out of the blue, but I’m so glad that it did.” Laura started as a Resourcing Consultant in 2011 and remembers her first impressions: “The office was buzzing,” she said, adding: “It was definitely a change of pace and environment from what I was used to, but I settled into my new role quickly and felt very excited to take on this new challenge… even if it was a bit overwhelming at first.” Laura was offered exceptional support and daily training on the desk which boosted her confidence, helped her to become more in tune with the role and taught her ‘not to sweat the small stuff’ too much. After 15 months at Sellick Partnership, Laura was promoted to a Recruitment Consultant and then to Senior Consultant, followed by Principal Consultant. Then, in February 2018, she moved up again and took on a position as Manager of the Legal Public Sector. During this time, she started to take on more responsibility and had a team that she managed on a daily basis. Taking her career one step at a time, Laura – who admits she has never been a ‘long-term planner’ – said: “It goes without saying that my number one priority is to maintain our reputation as a market leader of expert legal recruitment service within the public sector. “However, I am particularly keen to look at how we can continue to expand our offering into other areas. For example, we have gone from strength to strength over the last few years, building strong relationships with universities and higher education establishments. “There’s a lot of competition between universities, so it’s important to ensure that we provide them with the right resources to promote growth.” Over the years, I have learned to trust my instincts and be confident in my abilities. Since the early days at Sellick Partnership, I have always looked forward to the future and have been excited to see where the experience and knowledge I gain would take me. With over 10 years’ experience in legal recruitment behind me, I can proudly look back on how I have helped grow our reputation as a leading provider of expert recruitment services whilst also confidently looking forward to what the future brings. Nine months after becoming a Manager, Laura was promoted again to Senior Manager and then became an Associate Director. Two years later, Laura was then offered the opportunity to step up to the Board of Directors – alongside Managing Director, Jo Sellick, and Group Directors: Hannah Cottam, Ray Wareing, Nikki Kinsey and Finance Director Mike Hoyle. She will now work closely with the rest of the team to make strategic decisions about the company’s future and said: “I really enjoy managing and my role as a Recruitment Consultant, but I’m very much looking forward to contributing to the commercial decisions that make Sellick Partnership so successful. “I’m really hoping that I can bring a different dynamic and perspective at Board level, and really push the boundaries of what I am capable of. “I love that my new role will allow me to continue to support the legal teams, but also allow me to work with the wider company as a whole. I think the skills I have gained during my 10 years with Sellick Partnership will be very valuable to others." Flexible working, a fantastic commission and bonus structure and all expenses-paid companywide events are just three reasons to come and work for Sellick Partnership. Find out more about our benefits and our current vacancies here: https://t.co/zIvRi51GH4 pic.twitter.com/jrCsDHij4j — Sellick Partnership (@SellickGroup) March 3, 2022 Offering advice to those looking to progress in their career, Laura explained: “Ultimately, you don’t have to always rely on your employer to tell you how to progress. If you feel ready for the next challenge, or that you might be soon, start mapping out your ideal progression plan and discussing your options with them. “With your progression plan behind you, think about ways that you can make yourself the very best candidate for your dream position, identifying what you can do to set yourself apart from your peers. “Finally, trust the process – these things don’t happen overnight. You will go through the motions, and you may even find yourself at a crossroads at times. But understanding the difference between your current role and the next step will be crucial in tackling the challenge head-on and seeing yourself to success.” If you want to hear more about the internal vacancies that we have available within Sellick Partnership, get in touch today.