Michi Nishikawa’s Post

Kickstarting the week with a cringeworthy look into what I get up to at QED Legal LLP. 8:00 AM ☕ – I kick off my day with a strong cup of coffee from the magic kitchen tap and a quick glance at the latest legal news. Staying updated is key to understanding market trends and client needs. 8:15 AM 📞 – Candidate Calls Begin: From 8:15 to 10:15, I’m on the phone connecting with our internal network and external candidates in the Southwest region. As head-hunters and area specialists, we focus on building relationships and understanding the career aspirations of the legal professionals we work with. 10:15 AM 🔍 – Market Research and Analysis: I dive into market research until noon, updating my market knowledge and identifying opportunities for my clients and candidates. This helps me stay ahead in the dynamic legal recruitment landscape. 12:00 PM - Lunch: Homemade usually, or a Nando's if I'm in the mood for one (which is always). 1:00 PM 📱 – Client Calls and Consultations: After lunch, I spend a couple of hours talking to clients, discussing their hiring needs and updating them on potential candidates. These conversations are crucial for matching the right talent with the right opportunity. 3:00 PM 🕵️♀️– Sourcing for Top Talent: I scour our internal network database as well as LinkedIn to find the best legal professionals. This is where the magic happens - identifying the perfect fit for each role. 5:00 PM 🖥️ – Admin and Final Candidate Calls: I wrap up the day by catching up on admin tasks and making final candidate calls. It’s all about ensuring everything is in order and setting up for a productive tomorrow. If you've got the Monday blues, or come to the realisation over the weekend you're in need of a change, reach out to myself or one of the team at QED Legal LLP for current and future opportunities! mohamed.hamza@qedlegal.com 07300 236070

The hardest part of my job? Matching the right legal talent to the right business. It's both an art and a science, and is THE key to a successful Fractional counsel engagement. Here’s the process I’ve followed 250+ times: 1. I help identify the problem and its impact on the business. What pain is your business suffering and what are the associated implications? Is your executive team spending too much time reviewing B2B commercial contracts? Is your existing firm handing your sales reps unworkable redlines? These challenges can slow growth, impact revenues and lead to suboptimal deals. 2. I help recognize the opportunity. This is about identifying the best solution to the problem. For example, embedding a fractional lawyer could relieve your executive team from the contracting process so they can focus on higher-impact business activities. Where would you redeploy your leadership resources if you didn’t need them on legal matters? 3. I curate a talent shortlist. Armed with an understanding of 1 and 2 above, I research our talent network for the best lawyers for your business. Relevant technical expertise is table stakes — commercial, privacy, IP, employment and regulatory compliance. Therefore I’m particularly focused on talent with relevant industry and operating experience.   Because a lawyer who has worked in your industry has negotiated with your customers,  vendors and suppliers. They know your competitors, talk to your regulators and are used to the demands of your operating environment. With the support of Goodlawyer’s account management team, the right lawyer with the right work experience can practically onboard themselves. 4. Interviews to vet and nail the talent match. I organize and oversee interviews between the top candidates and the business, where they work through real or hypothetical legal scenarios to confirm their suitability. The business then selects its top lawyer and they begin working together. My years of experience have shown me that our discovery-matching method typically leads to great matches for our fractional lawyers and customers. What elements do you think are most important for an optimal fit between a lawyer and a business? #legal #fractional #lawyer #hiring

🔑 𝗛𝗼𝘄 𝗟𝗲𝗴𝗮𝗹 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝘄𝗶𝘁𝗵 𝗔𝘁𝘁𝗼𝗿𝗻𝗲𝘆𝘀, 𝗘𝘃𝗲𝗻 𝗔𝗺𝗶𝗱 𝗧𝗵𝗲𝗶𝗿 𝗕𝘂𝘀𝘆 𝗦𝗰𝗵𝗲𝗱𝘂𝗹𝗲𝘀 ⚖️📞 Ever wonder how legal recruiters manage to connect with attorneys despite their jam-packed schedules? 🕒 We’ve cracked the code, and here’s how we make it happen: 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝗱 𝗢𝘂𝘁𝗿𝗲𝗮𝗰𝗵 𝗧𝗵𝗮𝘁 𝗚𝗲𝘁𝘀 𝗡𝗼𝘁𝗶𝗰𝗲𝗱 📬 We ditch the cookie-cutter approach. Every outreach is tailored to reflect the attorney’s unique experience and career aspirations. When someone sees their story in your message, they’re far more likely to engage. 𝗚𝗲𝘁 𝘁𝗼 𝘁𝗵𝗲 𝗣𝗼𝗶𝗻𝘁, 𝗤𝘂𝗶𝗰𝗸𝗹𝘆 🚀 We know attorneys don’t have time to sift through long emails. That’s why we keep our communication short, sharp, and focused on how we can offer them REAL career-enhancing opportunities. 𝗜𝘁'𝘀 𝗡𝗼𝘁 𝗔𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗝𝗼𝗯—𝗜𝘁'𝘀 𝗔𝗯𝗼𝘂𝘁 𝗧𝗵𝗲𝗶𝗿 𝗙𝘂𝘁𝘂𝗿𝗲 🌟 Attorneys are already successful, so we shift the conversation from just another job to a strategic career move. Whether it’s growth potential or better work-life balance, we position opportunities that align with what really matters to them. 𝗪𝗲 𝗦𝗽𝗲𝗮𝗸 𝗧𝗵𝗲𝗶𝗿 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲💼 By understanding their communication preferences, whether it’s a quick LinkedIn message, a focused email, or a call, we reach out on their terms—respecting their busy day while making it easy to connect. 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗟𝗼𝗻𝗴 𝗛𝗮𝘂𝗹🤝 We don’t just focus on the immediate placement; we’re committed to being long-term career partners. Attorneys know they can trust us to keep their best interests at heart, whenever they’re ready to explore new horizons. Want to know more about how we consistently connect with top legal talent? If you’re an attorney considering a change or just curious about what’s out there, let’s chat. 🔗 SUSHIL PANDEY Elon Harvey Angelina Grande Barbara Angelo #LegalRecruiting #AttorneyCareers #LegalTalent #CareerGrowth #BusyProfessionals

Here's a straightforward guide to keep you on track: ✅ **Understand the Firm's Values**: Every firm has its own culture and values. Aligning yourself with these can demonstrate that you're not just a fit for the job, but for the firm's long-term vision. ✅ **Build Your Personal Brand**: Establish yourself as an expert in your field. Whether it's through publishing articles, speaking at events, or being active on professional networks, make sure you're visible and your contributions are recognised. ✅ **Nurture Client Relationships**: Strong client relationships can be your biggest asset. Be proactive in understanding client needs and delivering solutions that go beyond their expectations. ✅ **Demonstrate Financial Acumen**: Understand the business side of law. Show that you can contribute to the firm's growth by bringing in new business and managing resources effectively. ✅ **Seek Feedback and Mentorship**: Regular feedback can guide your progress. Seek out mentors within the firm who can provide insights and advocate for you when the time comes. Remember, it's about showing that you're indispensable, both as a lawyer and as a future partner. Let's discuss how you're shaping your path to partnership. Or, if you're ready to explore new opportunities, visit www.thorntonlegal.co.uk to see how we can support your journey. You can also contact me directly on 07903222898 🤳 #Legal #CareerProgression #PartnershipTrack

As recruiters we often see job seekers who want a change but just aren't sure how to take that step. Whether you are looking to learn a new skill set or need better work-life balance, consulting is a great way to take back control of your career. For one experienced attorney, signing up on MLA's Hire an Esquire platform was that essential step to exploring remote contract legal roles that met her personal and professional needs. Learn how she found success: https://bit.ly/47BkNjq #mlaglobal #legalindustry #contractattorney

Here's a straightforward guide to keep you on track: ✅ **Understand the Firm's Values**: Every firm has its own culture and values. Aligning yourself with these can demonstrate that you're not just a fit for the job, but for the firm's long-term vision. ✅ **Build Your Personal Brand**: Establish yourself as an expert in your field. Whether it's through publishing articles, speaking at events, or being active on professional networks, make sure you're visible and your contributions are recognised. ✅ **Nurture Client Relationships**: Strong client relationships can be your biggest asset. Be proactive in understanding client needs and delivering solutions that go beyond their expectations. ✅ **Demonstrate Financial Acumen**: Understand the business side of law. Show that you can contribute to the firm's growth by bringing in new business and managing resources effectively. ✅ **Seek Feedback and Mentorship**: Regular feedback can guide your progress. Seek out mentors within the firm who can provide insights and advocate for you when the time comes. Remember, it's about showing that you're indispensable, both as a lawyer and as a future partner. Let's discuss how you're shaping your path to partnership. Or, if you're ready to explore new opportunities, visit www.thorntonlegal.co.uk to see how we can support your journey. You can also contact me directly on 07903222898 🤳 #Legal #CareerProgression #PartnershipTrack

This is SO important. When you hit Senior Associate level and are considering what's next, it's time to pick an agent, a consultant, an ACTUAL advocate, NOT just a random recruiter. You've fee earned for years. Your skillset is reaching it's peak. And you add ENORMOUS value to any firm you will join. So you need an agent that will advocate for you. That lays out in detail, prior to you ever meeting the firm, why YOU are the person for THEM. Not one that just spams your CV to a random inbox. We ABHOR that approach at QED Legal LLP And we INSIST that you pick your agent wisely. But we can't do that for you. But what we can do is offer some suggestions on how: 1. Ask questions. If they can't answer them, maybe they aren't for you. 2. Stay in control. Yes, hear out what your recruiter has to stay, but if they're insistent on pushing you in a direction you DON'T want to go, hold firm. 3. Ask around. Do your due diligence. #legalrecruitment #lawjobs #legalcareers #legaljobs

Here are 4 things I have implemented at many law firms, that have resulted in saving money, attracting interest, and growing departments . . . 🚪 Add a Speculative Application Careers Page - this can cover all types of applications and departments. 🌐 Add Role & Location Specific Speculative Application Pages - These pages can rank on Google and work for you 24/7, attracting potential hires even when you’re not actively looking. Imagine someone searching for "[practice area] solicitor/lawyer jobs in [location]"—they find your firm. You’re attracting talent to your business without even trying. 📈 Create a Dedicated Page for Mergers & Acquisitions and Team Moves - this can be a discreet entry point for confidential discussions, letting potential partners or firms know that your door is always open. Why not make it easier for the right people to find you? 💼 Set Up a Consultant Application Page - in an increasingly flexible legal landscape, more lawyers are looking for consulting roles. A specific page dedicated to consultant applications can help you attract top talent looking for a different way to practice law. Revamping your careers section is a quick and easy way to attract more talent to your firm. It’s likely one of the most visited areas of your website. Of course, you’ll need to consider any internal HR issues around role /location-specific pages and anything that's happening internally. Don’t underestimate the power of these simple additions, it's amazing what interest can be generated by putting the right content on your website. #lawfirms #solicitors #lawyers #websites

👨⚖️ We have been instructed on the below fantastic Partner roles and are currently sourcing applicants. Please email David Krist on davidk@ejgroup.co.uk if you are interested in hearing more! If these aren't quite for you, but you'd like to see what else we have available you can do so via this link: https://lnkd.in/gh-iS4Ek #ejlegal #partnerroles #legalrecruitment #newpartnerroles #uklawfirm

Six lessons on legal hiring (particularly for flexible engagements) that I’ve learned the hard way in the last six years: Take ownership and be transparent -- especially when it’s hard -- or lose the relationship with your client/candidate. Friction early usually = friction throughout. Bringing (and keeping) two parties together shouldn’t feel like moving mountains. It’s not always the candidate’s fault. More experience doesn’t always mean more money or a poor hierarchical fit. Credentials matter to most hiring managers, but experience matters more. It may be a client-driven business, but you won’t have any clients if you don’t take care of the talent you work with. Anything you'd add?