Deacon

Every engagement you have in a recruitment process is part of the interview - where feedback will be collated and shared. Even if it is an informal coffee with a junior member of the team – you may not be bombarded with technical questions, but it is still an assessment. Remember, an outstanding offer can easily be rescinded, so a meet-the-team event is still an interview. It’s important not to let your guard down at any stage of the process, and irrespective if it is an initial exploratory chat or a formal interview for your dream role. Make sure you leave the interviewer with the best impression of you. For more career guidance, please visit our website: https://lnkd.in/epa4Pdc2 Or contact one of our associate team: London: Gideon Krotosky, Hugo Tang, Harry Austin, Angus Brocklesby Australia: Peter Vrljic #interviews #careerhub #careerguidance #legalrecruitment #deacon

Personal profile – are you getting the recognition you deserve? You may be a partner with a fantastic practice and doing amazing work – but are you getting the recognition you deserve for it? Or are those shouting louder than you getting all the attention? There are some law firm partners that are very proactive in raising their profiles – others feel that they should be getting more recognition but are not sure how to go about it. It takes time to change perceptions, but it is possible. Here’s our thoughts: • 𝗔𝗿𝗲 𝘆𝗼𝘂 𝘂𝘀𝗶𝗻𝗴 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝘁𝗼 𝗽𝗿𝗼𝗺𝗼𝘁𝗲 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 𝘆𝗼𝘂 𝗱𝗼? There are many great partners who have generated a higher profile by sharing their valuable insights on various topics.    • 𝗔𝗿𝗲 𝘆𝗼𝘂 𝘂𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗮𝘃𝗮𝗶𝗹𝗮𝗯𝗹𝗲 𝗿𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗳𝗶𝗿𝗺? Most law firms have talented people in their marketing and communications teams who partners could collaborate with to boost profiles and visibility.    • 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗶𝗻𝘃𝗼𝗹𝘃𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺? Many junior lawyers would love to be involved in marketing and PR and promoting their team that they are proud of and supporting the partners they work with and are in touch with what the younger generations of lawyers and potential clients want to see and read.    • 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗮𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗰𝗼-𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗹𝗲𝗴𝗮𝗹 𝗱𝗶𝗿𝗲𝗰𝘁𝗼𝗿𝗶𝗲𝘀? They are still an effective way of profile raising and shouldn't be overlooked. Profile raising and marketing is an everyday part of being a modern-day law firm partner and should be embraced. Most partners are proud of the good job they do for their clients – they just need to be more willing to talk about it. Having a good profile can be an important part of a lateral move. If you would like to talk to us about yours, here are the Deacon people to reach out to: Paul Deacon, Dan Wilkins, Scott Lesner, Gita Odedra, Chris Payne, Elliot Jackson, Agi Pines, Gemma Posner, Jonathan Bower. #partners #careerdevelopment #lateralmoves #lawfirms #legalrecruitment #deacon

A fascinating read in The Lawyer about the dynamics between the London and regional legal markets. Over the years, my colleagues and I at Deacon have assisted a number of individuals when it comes to relocating to London from the regions, most notably in areas such as corporate, finance, tax and real estate. I have outlined below some of the reasons why relocating to London may be able to push your career into an upwards trajectory. • London arguably offers unparalleled international exposure, therefore giving you the chance to work on more cross-border mandates. • A complex legal market across multiple and more specialised practice areas. • Many firms (and indeed clients) are headquartered in London, allowing you to have a higher level of exposure. • Time working for a team based in the City can offer you the perfect spring board for a future move, whether this be relocating overseas or moving into an in-house role. • The remuneration package on offer with many firms is now (as the legal press often highlights) very lucrative! If you are a lawyer based in the regions, and would be interested in learning more about the London market, do get in touch with either myself, or my colleagues Gideon Krotosky, Hugo Tang or Angus Brocklesby. #legalcareers #legalrecruitment E: harry@deaconassociates.com T: 0207 332 2694 / 07503 638 307

Here’s three reasons why it feels good to be a bigger fish in a smaller pond: 1. You’re not just another partner. You are the firm’s marquee hire. 2. Less pressure. You go from being an average or below average performer to above average and you gain respect, and it makes you happy. 3. You become the go-to partner for client pitches, marketing events and peer-to-peer ideas and the partner junior lawyers want as a mentor. You feel valued.     If you are a partner and would like to discuss options to make a lateral move, or you would like to talk to us about partner hiring, here are the people to reach out to at Deacon: Paul Deacon, Dan Wilkins, Scott Lesner, Chris Payne, Elliot Jackson, Gita Odedra, Gemma Posner, Agi Pines and Jonathan Bower. #partners #lateralhires #lawfirms #legalrecruitment #deacon

At Deacon we work with lawyers at all levels to help them progress their careers. As part of this, our experienced consultants provide tailored career guidance about how best you can position and present yourself. We’re here to help you at every stage of the recruitment process. We’ve been assisting lawyers in their career journey for many years and can help you apply, prepare, interview and be successful in securing the role of your choice and their career repositioning or uplift you seek. For more career tips, follow us at Deacon or get in touch with any of our consultants: 𝗟𝗼𝗻𝗱𝗼𝗻 𝗣𝗮𝗿𝘁𝗻𝗲𝗿 𝗧𝗲𝗮𝗺: Paul Deacon, Dan Wilkins, Scott Lesner, Gita Odedra, Chris Payne, Elliot Jackson, Gemma Posner, Agi Pines, and Jonathan Bower. 𝗔𝘀𝘀𝗼𝗰𝗶𝗮𝘁𝗲 𝗧𝗲𝗮𝗺: Gideon Krotosky, Hugo Tang, Harry Austin and Angus Brocklesby. 𝗔𝘂𝘀𝘁𝗿𝗮𝗹𝗶𝗮 Peter Vrljic #careers #lawfirms #legalrecruitment #deacon

𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝘁𝗶𝗽 💡 If you are interviewing for a role that requires you to relocate, it is imperative to do your research and 𝘤𝘰𝘯𝘷𝘪𝘯𝘤𝘦 𝘵𝘩𝘦 𝘪𝘯𝘵𝘦𝘳𝘷𝘪𝘦𝘸𝘦𝘳 𝘸𝘩𝘺 𝘺𝘰𝘶 𝘢𝘳𝘦 𝘴𝘱𝘦𝘤𝘪𝘧𝘪𝘤𝘢𝘭𝘭𝘺 𝘪𝘯𝘵𝘦𝘳𝘦𝘴𝘵𝘦𝘥 𝘪𝘯 𝘵𝘩𝘢𝘵 𝘧𝘪𝘳𝘮/𝘰𝘱𝘱𝘰𝘳𝘵𝘶𝘯𝘪𝘵𝘺 𝘢𝘴𝘪𝘥𝘦 𝘧𝘳𝘰𝘮 𝘵𝘩𝘦 𝘧𝘢𝘤𝘵 𝘵𝘩𝘢𝘵 𝘪𝘵 𝘪𝘴 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘥𝘦𝘴𝘪𝘳𝘦𝘥 𝘭𝘰𝘤𝘢𝘵𝘪𝘰𝘯. Many fall into the trap during interviews and focus too much on wanting to eg: be in London, rather than tailoring their answers specifically to the hiring firm. The narrative is similar at NQ level; do your research and convince an interviewer you want to join their firm because it’s them, rather than because it is an “NQ role”. The difference is subtle but key to success in interviews.  Follow/connect with me for further market intelligence, career advice and London roles or be in touch with one of my Deacon colleagues Hugo Tang, Harry Austin, Peter Vrljic (Sydney) or Angus Brocklesby .

It’s great to see some real movement in the Real Estate market again as we head into autumn, after what’s been a quieter 18 months. We're currently working on two new roles in Commercial Real Estate and one in Non-Contentious Construction, see below: 𝙎𝙞𝙡𝙫𝙚𝙧 𝘾𝙞𝙧𝙘𝙡𝙚 𝙁𝙞𝙧𝙢 (𝟭-𝟯𝙋𝙌𝙀) • Looking to speak with E&W Qualified Lawyers, at 1-3PQE, ideally those who are trained and retained at reputable city firms and above. 𝙄𝙣𝙩𝙚𝙧𝙣𝙖𝙩𝙞𝙤𝙣𝙖𝙡 𝙁𝙞𝙧𝙢 (𝟰-𝟳𝙋𝙌𝙀) • Looking to speak with Commercial Real Estate Associates/Senior Associates between 4-7PQE, who are E&W Qualified. 𝙐𝙎 𝙃𝙚𝙖𝙙𝙦𝙪𝙖𝙧𝙩𝙚𝙧𝙚𝙙 𝙁𝙞𝙧𝙢 (𝟭-𝟰 𝙋𝙌𝙀 𝘾𝙤𝙣𝙨𝙩𝙧𝙪𝙘𝙩𝙞𝙤𝙣 𝙍𝙤𝙡𝙚) • This firm again is looking to engage with E&W Qualified Associates with a strong grounding in Non-Contentious Construction. Please do feel free to reach out via email angus@deaconassociates.com, send me a DM or get in touch with Gideon Krotosky , Harry Austin or Hugo Tang for a discreet conversation. #realestate #legaljobs #law

There is high demand for partners who can bring key client relationships and portable practices – although it is dependent on geography, practice area and economic climate. Just because a firm hasn't engaged a recruiter on a formal search doesn't mean that they are not interested in partners with good books of business and/or in key strategically important areas for the firm. Our partner team is constantly in contact with firms about what is on their wish list. Management often share with us (on a confidential basis) their ideas on growth, succession and skills gaps so we can introduce them to any suitable partners who are on our radar. Making these kind of connections is what we are good at, and most of the partners we work with are placed this way rather than via a formal search process. Generally speaking, the bigger a partner's book, the more opportunities will rain down. If you are a partner that would like a confidential discussion about opportunities, please contact one of our partner team: Paul Deacon, Dan Wilkins, Scott Lesner, Chris Payne, Elliot Jackson, Gita Odedra, Gemma Posner, Agi Pines, Jonathan Bower. #partners #lateralhires #lawfirms #legalrecruitment #deacon

At Deacon we have noticed recently that interviews are becoming more technical. Interviews at Global Elite/Magic Circle firms in London have always been challenging (even in boom markets) but difficulty levels have increased across the board as the bar to entry has been raised. If you are lucky enough to get an interview, whether at home or abroad, preparation is key. Do not waste an opportunity walking into that interview room unprepared to show what you know and what you are capable of. You must be able to confidently demonstrate your technical knowledge as well as your drafting skills. Part of your preparation should be to have two showcase matters or transactions that you know inside out. Know what the legal and commercial issues were and how you dealt with them and how you interacted with clients and advised them. Demonstrate you know the law and how to apply it commercially in the way you talk about the matter. Know what the market or deal standards are for this type of deal and know what the trends are in the market. Your showcase transactions should be your go-to for demonstrating what you know. Talking about the specific role you played in the matter is key. Junior lawyers are not expected to be running multimillion dollar deals. Senior lawyers need to talk about strategy, running a team and mentoring juniors as well as direct client management skills. For more legal market insights and career guidance please contact one of our Associate team: Gideon Krotosky, Hugo Tang, Harry Austin, Angus Brocklesby and Peter Vrljic (Sydney). #interviews #interviewtechnique #lawyers #legalrecruitment #legalrecruiting #deacon

When interviewing for a new role, the issue of salary negotiation is one that makes most of us feel uncomfortable. It’s important to make any discussions part of the whole process, rather than leaving it to the end. Decide up front if you prefer to negotiate yourself or ask your recruiter to do it on your behalf. Who is your best advocate? You need to understand your own personality type first - be aware of your own negotiating style and limits and how you may over or under compensate for personality traits. Here are our top three tips: Our Deacon Associate team is here to here to help you at every stage of the recruitment process and our consultants act as trusted career counsellors to help you on your journey to partnership and beyond. Speak to Gideon Krotosky, Hugo Tang, Harry Austin, Angus Brocklesby and Peter Vrljic (Sydney). #salarynegotiation #legalrecruitment #lawfirms #deacon