The Brief
The work that we did with this law firm was centred around making some very key strategic hires.
They knew they would need a recruitment partner’s support with those hires before then looking to bring recruitment in-house and become more self-sufficient.
Our Approach
We initially took on a project with a four-month scope, but it actually ran for 13 months.
What we realised during that time was that they needed to refine the values they were hiring on. We took the lead in helping them distil those values and the core competencies they want in all their employees.
Off the back of that, we built a stronger assessment process to test whether people coming into the business were aligned with them.
And, of course, we focused on delivering the key hires they needed.
The Outcome
We were successful in hiring heads of three service lines, employment, which they didn’t previously have a head of, as well as commercial property and corporate.
Those hires freed up an equity partner to step into a more operational role, which in turn gave the business a more stable platform to start thinking about non-fee-earning, strategic hires, such as a Head of People & Culture, who can take ownership of their internal recruitment strategy.
Over the course of the 13 months, in addition to those three heads of service lines, we made seven other hires to work under those new appointments.
The Impact
The firm is now in a position where they’re set up to move forward and won’t need to spend on recruitment fees as reactively as they had been previously.
Thinking about your next phase of growth?
If your firm is planning for growth but still relying on reactive hiring, or you know you need to make key strategic hires before building a more self-sufficient model, Realm can help.
We work with law firms to define their positioning, strengthen their leadership teams, and build recruitment strategies that support long-term success, not just short-term hires.
