Click here for Fixed Partner Opportunities

• Many of these fixed share roles carry reduced (or no) voting rights, although in all other respects they are treated as full equity partners and require attendance at partners’ meetings.
• This is the most popular entry point for lateral hire. Often not requiring a full partnership vote, the process can be reasonably quick.
• The parameters within this group are wide – commanding financial packages from £70,000 at the junior end to c. £280,000 at the senior end. We are familiar with the various ways of structuring compensation packages, and can advise on your market value as well as manage your expectations.
• Your goals will be different depending on which end of the spectrum you are at – but regardless of whether you are junior or senior, you will need to show client development skills.
• Today’s ‘all singing, all dancing’ partner is an entrepreneurial rain-maker, a technical whiz with leadership skills and team mentality. Very few people tick all those boxes but you might be surprised by how much you do cover. We help you find proof of your talent.

• We can draw on our extensive database of Business Plans to assist you in shaping yours. Your success will largely depend on this document. Much of our time is spent helping partners analyze potential clients and formulating joint business plans with the interested firm.
• We expect you to provide an overview of your sector/practice area. We then give you a template with the appropriate headings, designed to make you focus on the information we know firms expect to see, from financial schedules to 3-year strategies.
  

• Whether recruiting opportunistically or strategically, law firms will always prefer some sort of portable following. However, some practice areas (such as Tax and Litigation) do not expect much following, and focus more on client development skills, strength of contacts and market profile.
• We advise how best to tackle the issue of following. Few firms demand a guaranteed following, yet many partners act as though this were the case. US firms in particular often complain about the ‘apologetic British partner’ who talks himself out of having any following at all.
• We work with our partner candidates to follow a path between confident optimism and realistic pessimism. It is not good to ‘oversell’ a following, but to undersell it can cut off an opportunity altogether.
• We ensure restrictive covenants and notice periods are duly assessed to avoid disappointment for both clients and partner candidates.