How Do You Choose the Right Legal Recruiter?
Choosing a legal recruiter sounds straightforward, but for many financial services organisations it’s far from simple. Every company approaches it differently. Sometimes it’s led by a General Counsel already who knows us or has at least heard our name in the market, sometimes it’s led by HR who may have just found us online or been given our name. It can vary from a quick phone call or recommendation to a long and detailed supplier process. And often we’re brought in with no real insight into the deciding factors and who is making them.
Because these approaches vary so much, it can be difficult for us as recruiters to understand what each company is truly looking for in a recruitment partner. What one organisation sees as essential, another may barely consider. And even though we are a boutique, specialist in-house legal recruitment firm and we know our stuff, the selection process can still be quite unpredictable. This means our clients might not be getting maximum value out of the exercise and can often choose the wrong recruiter for their needs, coming back to us later when they’ve struggled to hire.
The Reality of Specialist Legal Recruitment
At Fry & Brown, we focus only on placing lawyers into the financial services sector, supporting in-house legal teams and HR departments across the industry. We do not work with law firms or industries outside of banking, insurance, asset management, private equity, venture capital, hedge funds and regulatory bodies. Our network is built around UK and common law qualified lawyers across all levels, from newly qualified through to General Counsel. Because of this focus, our strength lies in depth, not a one size fits all approach.
Whilst many of our clients value our strong network and prioritise specialist knowledge, when pitching for new business this can sometimes work against us. Some organisations want a single supplier who can cover every type of role across the business and are looking for bulk recruitment. For others it is just who is the cheapest. Of course, there is always a balance to be had but it can become difficult for recruiters to tailor their approach. Often there is a conflict between which recruiter is good for the legal team and what suits the rest of the organisation. And even with existing relationships and years of experience, we don’t always know whether the selection will come down to expertise, scale, cost, culture or something else entirely.
Why clarity is good for you
Recruitment works best when both sides understand what success looks like. When the expectations are clear, we can show exactly how our specialist knowledge, networks and market insight add value. When they aren’t, our clients risk putting significant time and effort into a process that was never the right fit from the start. It’s about prioritising transparency so we can give clients what they need, or step aside early if their priorities lie elsewhere. Clear criteria helps everyone make better decisions and avoid wasting time.
So what should matter most to you?
When choosing a legal recruiter, every organisation has its own priorities. For some, it’s all about track record. For others, it’s personality and communication style. Some value deep sector expertise. Others want broad role coverage. The real question to consider is, which factors will genuinely lead to better hires for your legal team?
Things you may consider include:
- Past performance
- Specialist financial services knowledge
- Recommendations
- Ability to fill multiple role types
- Network strength
- Experience with competitors
- Compliance, values and policies
- Technology and AI capabilities
- Gut feeling and cultural fit
- Pleasantness and responsiveness
- Fees
A Final Thought
Selecting a recruitment partner is an important decision, especially in a market as specific and regulated as financial services. Being clear from the start about what matters to you will ensure you choose the recruiter who will deliver the best results for your legal team.
Jan 2026