What’s the most common mistake you see talented lawyers make when considering a career move?
It’s often about timing. Some look to move in-house early in a career, expecting to be able to return to private practice with ease later. Others wait too long to make a move to another private practice and experience difficulties finding senior roles with more complex requirements.
What’s one thing law firms look for in candidates that they don’t always say outright?
Commitment. Firms invest in people for the long term and want to know you’re interviewing with them as part of a considered, strategic goal. Not just because a head-hunter called you!
How has the legal recruitment landscape changed since you started, and where do you see it heading?
I would say that there are more options available for career progression now, and that ‘Partnership’ at a law firm is increasingly not seen as the end goal.
I believe that this is happening because a lot of talented lawyers are choosing to move in-house and see career development and salaries on offer within businesses that are becoming more sophisticated, growing legal teams, and retaining more work in-house. Partnership at a law firm is still a great route, but it is hard. And there seem to be more opportunities that cater for differing skillsets now.
Law firms themselves are adapting and providing non-fee-earning positions, or senior positions that are fee earning, but without the immediate BD requirements. I think we’ll see more of this in the future.
What’s one thing candidates should never say in an interview?
For me, it’s less about what they shouldn’t say, and more about what they should say. Your application to another firm or company should be strategic. There should be a reason for leaving or a limiting factor where you are currently, and there should be a pull factor at the company or practice who are hiring that is specific to that organisation. Importantly, it should always be honest. Saying what you think they want to hear is not the right way to play it in an interview. They need to understand that you have thought hard about why this move makes sense for you, and that what you are looking for can be delivered by the hiring party.
What’s the difference between a good job match and a great career move?
A good match is simply based on the skillset. The candidate has the right experience and can do the job. A great career move is one where values align. Is the candidate currently being held back from BD opportunities and the new employer wants someone active in the market? Is the candidate looking for career development, and the new employer is looking to build future Partners? Is the candidate looking to get more commercial exposure and the company sits the legal team in the centre of their commercial team working with a variety on internal and external stakeholders?
It’s often the case that ‘in-house’ doesn’t necessarily mean more commercial, or even better work life balance. Or another practice may not be looking for future Partners, just executors/ doers. It’s important to understand the plan/ambitions both for the candidate and the hiring company.
What’s one thing you’ve learned from a candidate or client that changed how you work?
I think the responsibility of getting it ‘right’ has changed for me, especially having moved to Singapore in a tighter market where I can honestly say that some candidates and clients have become genuine long-term friends.
We work with elite lawyers that put an awful lot of themselves into their jobs. The responsibility of that is not lost on me and I think I have a more genuine appreciation now of how important these career moves are for people having gotten to know people better outside of work as well as within.
How would you describe the people/ culture at Wadkins Associates?
It’s a culture that values supporting each other and collaboration. A lot of recruitment businesses are ego driven and focused on individual success. Ours is one in which we share in the successes of each other and celebrate each other continuously. We work exceptionally hard on our own recruitment process to find people that share our values. We look for intelligence, integrity, a lack of ego and a good sense of humour. In that regard we’ve been incredibly successful, and I can honestly say that it’s a pleasure working with every single member of our team both professionally and personally.
What do you do to unwind after a busy week?
I have a 14-month-old, so the answer to this question has changed considerably…I still get out on the padel court every once in a while, but it’s mainly finding new soft plays or toddler friendly experiences over the weekend now.
What are the best TV shows you’ve seen recently, and that you would recommend?
I think ‘The Pitt’ was brilliant this year. I’m looking forward to season two!
What’s a hidden talent or hobby people might be surprised to learn about you?
I was a pretty accomplished trumpet player. Although it didn’t make the journey out to Singapore with me, so I dread to think how wasted that talent is now. My dad realised his dream of having two kids making up a half decent jazz trio with him on keys and my bother on drums!
