It employs around 350,000 people in the UK, a figure which is expected to grow significantly during the next few years.
Here at Dobson Welch, we aim to provide a reliable stream of talent to your company that fit your company culture and can become part of the fabric of your firm as you grow, whether you’re looking for solicitors, barristers or legal executives or to expand your marketing, HR or admin teams.
Our specialism in legal recruitment extends to all your hiring needs including executive search.
We recruit lawyers at all levels including Partners, Legal Directors, Associates, Solicitors, Legal Executives and Paralegals across numerous practice areas including Corporate, Commercial, IP, Litigation, Real Estate, Employment, Family and Private Client.
In this candidate-short market, we’re always on the lookout for the right lawyer to join your team. As it’s tough securing the top legal talent, it’s our job to sell your company as a competitive option for top calibre law candidates. We do this through seeking to understand your requirements and their goals to secure a perfect match.
No two solicitors are the same. With their various specialisms, we avoid the approach of sending out blanket CVs. We seek to understand the right person with the right skills who is looking to establish a long-term relationship with your company. We also source solicitors from all areas of law.
All businesses need these essential roles to keep their organisation running smoothly, albeit with the nuanced knowledge that comes from working in a legal background. We can source these functional roles in consultation with you and our other recruitment specialists to ensure the candidates we shortlist for you are well-versed in law as well as their own field of expertise.
Writing an advert can feel like you’re wading in the dark, but our recruitment team know how to pen the job description in such a way it compels the top candidates to apply. We can suggest power words and perks to attract quality applications and deter unsuitable matches.
Once we receive responses to your advert, we get to work sifting out those who do not measure up – as well as those who fall a little short of your exacting standards. We will only recommend applicants who tick all the boxes and appear to be a good fit for your firm.
Holding interviews can be daunting when you’re not used to doing them often. We will advise on the best questions to ask to elicit an honest, authentic reaction and show you what to look out for as red flags – or green lights – so you can trust your own judgement when making an offer.
The best candidates are not actively looking – they’re already in a job getting a great salary and not thinking about moving on. That’s where we come into our own. We source the candidates that are comfortable in roles and entice them with a better offer – yours.
To attract the most competitive candidates – especially those already in jobs – your remuneration package and benefits should reflect what they are worth to you and the market as a whole. We keep you in the know about what your competitors are paying so you can feel confident your offer stands up.
Recruitment is not a 9-5 business – many candidates search for their jobs and make enquiries outside office hours, so we’ll make all the necessary introductions at a time that works for them so you don’t lose any potential interest.
We have worked with Ange for many years now and she has filled numerous vacancies for us across many areas of our firm. She has a very good understanding of our business and knows that it’s not just about experience and qualifications when it comes to introducing the right candidates, it’s also about finding the types of personality that fit with our culture.
Client
I was 2 years PQE working in EL/PL but really wanted to move out of this area of law. I had undertaken a Regulatory seat during my training contract at a different firm and really enjoyed this area of law but had struggled to find a suitable position when I qualified. I was approaching two years in the role with no real opportunity to move into a different team, so I decided to look for a position elsewhere to start over again and essentially retrain into a new area of law. I had a lengthy chat with Ange about a Regulatory role she was recruiting for and she told me that despite me not having exactly the experience they were looking for, she thought I had what it took to do the job and that I was the type of candidate that this particular firm looks for. She called the hiring manager to explain why she thought I could work with the team and urged them to at least have a chat with me. Her instincts were right, the Head of Department said that she agreed; 4 years later I am still with the firm and managing my own caseload.
Candidate
