Charlotte Butterfield

At You Legal we have a fabulous team, (pictured below Daniela Cecere-Palazzo, Tiffany Boin, Pauline Wheatley, Emily Conroy, Paige Bowers and Victoria Scardigno), and I believe a great team makes for a great workplace culture. It is hard to imagine what You Legal would be like now without our team and it truly makes for an amazing work environment. But unfortunately, it hasn’t always been that way and it isn't easy to cultivate it as a leader. Keeping your team members engaged can be challenging. When key people leave it can cause disruption and unforeseen expenses. You Legal has created a Guide to Reducing Team Turnover in Your Clinic, with strategies to engage, motivate, and retain your staff. Some strategies include: 💰 Financial Incentive Programs 💰  Bonus Payments: 💸 Simple, but can sometimes motivate self-interest over team goals.  Profit Sharing: 📊 Tracks business success and shares profits with key employees.  Employee Share Scheme: 📈 Aligns employees' interests with the clinic’s success, fostering long-term commitment.  Ownership/Partnership: 🤝 Consider offering equity to long-term, indispensable team members as a powerful retention tool. 🌟 Intrinsic Incentive Programs 🌟  Culture: 🌼 A positive workplace culture often outweighs financial incentives. Clear clinic vision, values, and celebrating team successes can foster engagement and loyalty.  Education and Training: 🎓 Offering professional development opportunities shows commitment to employees' growth, enhancing job satisfaction and retention. What’s Next?  A multi-dimensional strategy, recognising diverse career aspirations and integrating professional development, is key to reducing turnover. Cultivate a supportive culture and commit to the long-term development of your team to enhance engagement and loyalty.  I have written a blog on this topic, I have dropped the link in the comments for you. 🌱  For specific legal advice tailored to your business, feel free to contact us at You Legal. We can help document and implement effective incentives for your team members. I am interested to hear, what causes you to feel valued at work? #MedicalPractice #EmployeeEngagement #StaffRetention #ProfessionalDevelopment #WorkplaceCulture #YouLegal Shout out to the incredibly talented Henry Trumble for this recent team pic. 

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Celebrating 30 years of excellence 🎉, Lawson Clark has become the cornerstone of legal support staff recruitment in London. Here's why your law firm should partner with us: 🔍 Expertise That Speaks Volumes With three decades of dedicated service, we've honed our craft to perfection. Our intricate understanding of the legal sector's nuances ensures we match your firm with candidates who not only excel in their roles but also align with your firm's ethos and culture. 🌐 A Network Like No Other Our extensive network is a rich tapestry of experienced professionals, each vetted for their expertise and commitment. This means we provide not just any candidate, but the right candidate, tailored to meet the unique needs of your law firm. 🤝 A Partnership Approach At Lawson Clark, we believe in building relationships, not just filling positions. We take the time to understand your firm's goals and challenges, ensuring our recruitment solutions are strategic and long-term. 💼 Comprehensive Support Staff Solutions From legal secretaries to paralegals, office managers to IT support, we've got every aspect of your business support staff needs covered. Our candidates are the backbone that will keep your firm running smoothly and efficiently. Choose Lawson Clark as your trusted recruitment partner and elevate your firm's potential with the best support staff in the business. #LawsonClark #LegalRecruitment #LondonLawFirms

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Reflecting on the evolving work patterns in the legal sector, it's clear that the push towards hybrid models is more than a trend; it's a response to the intrinsic needs of law practice. While remote work has its perks, the pull towards the office underscores the value of in-person dynamics that are central to the profession. From my perspective as a recruiter, I see this as a pivotal moment for law firms. The challenge lies in marrying the desire for flexibility with the imperative of preserving a collaborative culture—something that holds real weight in the legal field. Check out my recent article on this topic. #LegalSector #WorkplaceCulture #HybridWork

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Are you considering a move to #London? 🌍 The London Legal market has seen a significant uptick in recent weeks, providing a wealth of opportunities for candidates across the regions. 📈 At Rampling Legal, we boast unique insights and solid relationships with some of London's top Law firms and practices. If you would like to explore your career prospects and potential opportunities, feel free to reach out for a confidential discussion. 🤝 #LegalMarket #CareerOpportunities #RamplingLegal

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Daniel Barnett, one of the UK's most experienced employment lawyers held an hour long webinar on 'What will Labour do?' should they gain power independently or as the controlling part of a coalition government. Their pledge within the first 100 days is to implement massive reforms to existing employment law and have set out their stall in their green paper (https://lnkd.in/eK3X_p34). While we understand there will be a number of revisions before these topics become law, the general consensus is that Labour will create a single status of worker, afforded full employment rights and greater statutory benefits across the board. We intend to work with Daniel on all of the above to ensure every employment business has an alternative solution to remain virtually risk free! 90% is ready to action. THIS IS A HUGE ISSUE! Directors to be personally responsible for ET awards. To find out more email: hello@peoplegroupservices.com #agencyowner #recruitmentleaders #recruitmentnews #recruitmentconsultant M. Suhail Mirza, John Graham, Katy Rees, Eddie Austin

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The new Acas statutory Code of Practice on requests for #FlexibleWorking is now in force. It sets out the minimum standards of fairness expected of all employers. Find out more: https://lnkd.in/dseBZfP3 #flexibleworking #HR #EmploymentLaw

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𝗧𝗵𝗲 𝗹𝗮𝘄 𝗳𝗶𝗿𝗺 𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗿𝗲𝗻𝗮𝗶𝘀𝘀𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗳𝗼𝗿 𝗰𝗵𝗮𝗻𝗴𝗲. Graham Seldon attended an interesting session in London last week organised by Totum Partners with a presentation by PwC to over 20 BDMC Leaders from global law firms. I am re-posting his take-aways as I they will be of interest to our network in this part of the world.   The presentation focused on a recent survey PWC have published which explored the development of law firm sales and marketing functions, the transformative impact technology is having, and the cultural and behavioural shift required to maximise efficiency and enable more transparent ROI.    Graham reflected that there are more questions than answers - and usually more than one answer - but his key takeaways were:   ✽ investment in technology and marketing is seen as essential by most law firm leaders.   ✽ 40% of law firm leadership thinks their BDMC function will increase in size.   ✽ There is an appetite to increase revenue from existing clients which leads to a need for robust, technology enabled account-based marketing and client relationship management.    ✽ Data capture is very poor and many law firms need to fix this before they can see any benefit from AI and analytics.   ✽ There will be a marketing renaissance. The need to find more and more information to share with clients and create multiple touch points will require more content and innovative client experiences.    ✽ Marketing functions should own the end-to-end client relationships - from attraction through to delivery, which in turn will lead to positive impact on revenue and brand.   It was pleasing to hear of a marketing renaissance and we wonder if we will start to see firms becoming bolder and more creative in their marketing - and how we can foster and train the next generation of marketers.    𝙄𝙩’𝙨 𝙖 𝙛𝙖𝙨𝙘𝙞𝙣𝙖𝙩𝙞𝙣𝙜 𝙩𝙞𝙢𝙚 𝙩𝙤 𝙗𝙚 𝙧𝙚𝙘𝙧𝙪𝙞𝙩𝙞𝙣𝙜 𝙞𝙣 𝙩𝙝𝙞𝙨 𝙨𝙥𝙖𝙘𝙚 𝙖𝙣𝙙 𝙝𝙚𝙡𝙥𝙞𝙣𝙜 𝙘𝙡𝙞𝙚𝙣𝙩𝙨 𝙙𝙚𝙨𝙞𝙜𝙣 𝙖𝙣𝙙 𝙘𝙧𝙚𝙖𝙩𝙚 𝙣𝙚𝙬 𝙧𝙤𝙡𝙚𝙨 𝙩𝙝𝙖𝙩 𝙘𝙖𝙣 𝙘𝙖𝙥𝙞𝙩𝙖𝙡𝙞𝙨𝙚 𝙤𝙣 𝙖𝙡𝙡 𝙩𝙝𝙚 𝙢𝙖𝙣𝙮 𝙤𝙥𝙥𝙤𝙧𝙩𝙪𝙣𝙞𝙩𝙞𝙚𝙨 𝙡𝙖𝙬 𝙛𝙞𝙧𝙢𝙨 𝙝𝙖𝙫𝙚 𝙞𝙣 𝙛𝙧𝙤𝙣𝙩 𝙤𝙛 𝙩𝙝𝙚𝙢. #seldonrosser #totumpartners #lawfirmmarketing #legalmarketing #businessdevelopment #leadership

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I recently shared my thoughts on 'candidate representation' via a content piece not so long ago, and it feels relevant to something that happened only this week. A new candidate got in touch via one of my adverts, so I arranged a time to speak with her, find out what she may be looking for and her personal circumstances. The candidate in question welcomed this approach and we made time to go through her CV and match her skills and experience to relevant opportunities with firms. From a recruitment agency perspective, this might sound like an obvious thing for a consultant to do to, right? It then transpired, through no fault of the candidate herself, that her CV had already been sent to numerous firms via another agent who hadn't even been bothered to pick up the phone and register her properly. Perhaps I am old fashioned. I was trained many years ago to always register a candidate, interview them, find out their motivations, needs and wants. An imperative conversation between two parties before engaging in a job search. However, there are some agencies that, it would appear, just want to claim 'ownership' of a candidate's CV by sending their details to a seemingly random selection of 'clients'. A business model akin to the fastest click of send on an email. I don't get it right all the time, and I freely admit that. We're all human. But I will uphold standards that have fallen by the wayside in some quarters of the recruitment sector. As a candidate, you have the right to choose who represents you in your job search. If you're not concerned where your CV goes to, then that's entirely your prerogative of course.

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🔹More UK law firms have continued the trend for strong 2023-24 results 🔹 Generally speaking the UK legal market is seeing strong revenue growth in 2024. In simple terms businesses are recovering from the pandemic, creating more deals and legal work. Companies are also seeking help with new Brexit rules, increasing the need for legal services. Law firms are using better technology to work faster, and they're expanding globally to find more clients. Growing industries like finance and technology are demanding more legal help, and there appears to be an increase in lawsuits and disputes requiring attention. Clyde & Co, Brodies, Watson Farley & Williams, and Shoosmiths are the latest firms to have reported significant revenue increases. Details below. #puresearch https://lnkd.in/eQcVyAf4

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A brilliant breakout session at the Juro Scaleup GC conference with Amy Wallace, Xavier Langlois, Caroline O'Connor and our very own Georgia Morgan-Wynne on Managing your career as a General Counsel! A really interesting discussion around how you can manage your career and the different routes you can take whether that be a squiggly career route or a more linear route, there are so many options open to in-house lawyers in a business, but ultimately you have to seize opportunities and create opportunities yourself! Key takeaways: ❇️You have to be an advocate for yourself no one else is going to do this for you! ❇️Have a growth mindset it will open up doors Be adaptable, flexible and seize opportunities, you create your own luck. ❇️It is all about your network - the power of network and brand are really important. ❇️You have a personal brand whether you like it or not - LinkedIn is now your CV - own your own personal brand and who you are - be authentic! ❇️Consider expanding your experience in a trustee or NED role to expand your exposure to being a board member! Helps your CV, skills and you are giving back! ❇️Learn from your mistakes - feedback is a gift in your career. Tip - read the book radical candor! If you would like to discuss your career in further detail in-house or if you are interested in joining Taylor Root’s trustee network please do feel free to reach out to myself, Georgia Morgan-Wynne and Sarah Ingwersen #generalcounsel #careerprogression #trustee #ned #network

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“Exploring the Value of Executive Recruiters in Attracting Top Talent, Part 3” In my previous blogs, we laid the groundwork for understanding why executive search firms justify their fees, initially focusing on the critical, often overlooked factors of Expertise and Casting a wider net. In today's blog, I will delve into another crucial reason why executive search consultants are worth what they charge: cost. Employers persist in misinterpreting the actual cost of recruiting for high-value leadership positions. This can be divided into two key categories: direct recruitment costs and, more significantly, the cost of making a poor or incorrect choice or mishiring. From a tactical standpoint, recruiting costs extend beyond simply posting a job on platforms like LinkedIn and Indeed. It encompasses the salaries and benefits of the recruiting and employment staff and the line managers involved in the hiring process (who are not as productive in their regular roles while engaged in recruiting activities). Additional hidden or often overlooked costs include travel and entertainment expenses for in-house recruiting staff, external research, and source development costs, ATS/CRM databases and maintenance expenses, reference checking and degree verification, and clerical costs associated with managing responses from numerous unqualified candidates. They add up quickly and should be considered when estimating the true cost of recruitment. The cost of mis-hiring is not to be taken lightly: Misplacements lead to displacements that necessitate replacements. According to the Conference Board, 50% of senior-level hires leave within 18 months. That is a staggering statistic. It's a common misconception that the replacement cost is solely measured in the hard costs listed above. However, these only represent one-third of the true cost of a mis-hire. The remaining two-thirds encompass mistakes, missed opportunities, lost business, disruptions, lawsuits, etc. Depending on the source, the true cost of a mis-hire can range from five to twenty-five times an executive's base compensation. For instance, for an executive with a $250,000 base salary, a mis-hire could cost between $1.5 million and $6 million. Engaging a reputable Executive Search firm is not just a cost but an investment in risk mitigation and enhancing your business value. #retainedexecutivesearch #leadership #careers #talentacquisition #management

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It feels like I’ve gone back in time. I've seen a General Counsel job advert where the first key requirement for the candidate was a 2.1 degree from a Russell Group University. Really? Is that what defines the best candidate for the position? As recruiters surely, we should be challenging clients on outdated principles and ensure our own job adverts use more inclusive language. There are so many other ways to assess the person that can add the most value to your business as a General Counsel. Seeing an in-house GC position emphasizing a Russell Group degree feels like a significant step backward and ultimately, I don't think will find you the best candidate for the job......! #Recruitment #Inclusion #Diversity #LegalIndustry #GeneralCounsel

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It's getting pretty common for corporate intel/investigations consulting professionals to ask my advice about their prospects if they quit a permanent role to become a freelancer/sub. What gives? Everyone is feeling overstretched, overworked and underpaid. I get it - the hours in the industry can be crushing and investigators are telling me they are burnt out, covering the work of colleagues who have left, with their employers not doing enough to backfill the seats they leave behind. I'm not sure I can confidently recommend throwing in the towel to anyone though. Sure, there are some success stories of folks spinning out on their own but the vast majority seem to struggle for sufficient work, have zero career progression prospects once they leave and often come knocking on my door 12 months later looking to get back into a permanent role. By that time though, the consultancies normally pass. You're considered a high flight risk, hard to manage (read: accustomed to picking what you work on, not being told what to work on!) and less willing to put in hours for overspill work - the consultancies will nearly always pick recruiting out of their competitors rather than hiring a sub/freelancer back into a permanent role. If you've gone independent for more than a year, most firms won't pay a search firm like mine for the opportunity to hire you as you'll be considered "too easy to find" i.e. they don't want to pay a headhunter at that stage. If you're thinking of doing it you've got to be pretty sure it's a long term play & that you're ready to jump off the corporate career ladder, as it can be real hard to turn back.

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🌟 Seeking Exceptional Legal Support Staff? Look No Further! 🌟 For over three decades, Lawson Clark has been the cornerstone of legal support staff recruitment in the heart of London. Our longevity isn't just a number—it's a testament to the trust and excellence we've cultivated within the legal community. Why choose us for your law firm's recruitment needs? It's simple: Expertise: Our focus is laser-sharp. We specialize exclusively in legal support staff, ensuring that our knowledge and skills are honed to perfection. We understand the unique nuances of the legal sector and the importance of having the right team in place. Network: With 30 years in the game, our network is vast and filled with the most experienced professionals in the legal support field. We don't just find candidates; we connect you with potential team members who are the best in their craft. Personalised Service: At Lawson Clark, we believe in a boutique approach. You're not just another client; you're a partner. We tailor our services to meet your firm's specific needs, ensuring a perfect fit between employer and employee. Quality: We've built our reputation on the quality of our placements. Our rigorous vetting process means that only the most qualified, dedicated, and professional candidates are presented to you. Efficiency: Time is of the essence in the legal world. Our processes are streamlined to ensure that your firm's staffing needs are met swiftly without compromising on quality. In a bustling metropolis like London, where the legal sector thrives, your law firm deserves a recruitment partner that's as dedicated to excellence as you are. Choose Lawson Clark, and let us be the cornerstone of your firm's success. #LawFirmExcellence #LegalRecruitment #LondonLegalSupport

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Competition for Cleantech Talent is intensifying, and our insight unveils a strategic hiring approach. By onboarding both experienced senior leaders and next-gen talent simultaneously, we reduce the team's learning curve. This enables senior experts to swiftly align cleantech insights for commercial success. Learn more about this trend: [Link to article](https://lnkd.in/gkVug5am) Tell us how your firm is building cleantech expertise by commenting below. #cleantech #careers #jobs #careeradvise

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In the second episode featuring Stewart Pavitt we discuss his transition into #leadership and key learns from his career 🔔 Stewart Pavitt discusses the importance for compassion & empathy, as well as learning how to deal with people as individuals, understanding how to change your communication to suit your audience. Finally, he shares advice on having the personal discipline to excel in the areas that don't require talent 🚀 https://lnkd.in/gAQazcjH

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How can we create inclusive recruitment processes? A huge thank you to Justine (Joss) Thompson at the InterLaw Diversity Forum for delivering a practical and insightful session today to Taylor Root and The SR Group on Inclusive Hiring. I am passionate believer that as recruiters we have a platform to create positive change 🚀 This ongoing training is vital for our teams to be educated, empowered and confident in advising and helping our clients, candidates and our communities when it comes to inclusive recruitment processes. Key takeaways included the importance of: ✳ Understanding the meaning of diversity, equality, equity and inclusion ✳ Recognizing and addressing unconscious bias and systemic bias ✳ Creating inclusive job descriptions ✳ Using inclusive language in job adverts ✳ Implementing diverse interview panels and scorecard systems ✳ Facilitating reasonable adjustments in hiring processes ✳ Educating clients who have exclusionary criteria ✳ Being an ally and advocating for underrepresented groups If you are looking to run a more inclusive recruitment process for your next legal hire please get in touch ➡ georgiamorgan-wynne@taylorroot.com #Diversity #DEI #GeneralCounsel #law #legalindustry

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At DG Recruit, we are VERY picky about which recruitment agencies we will partner with as a client. Here are some client qualifications we think are important (and you should consider them too if your market is similar to ours!): 1. Has to have at least 10 w2 staff The issue w a lot of recruitment firms is that they're onesie twosies. They don't offer enough of an actual platform. This doesn't work bc experienced billers usually want to join a stronger platform otherwise they can just start their own small business. 2. Has to have US-BASED 10+ w2 staff I don't care if they have 50 people "successful" in their home country. They don't know what it takes to make it in the USA and they're in experiment mode. We don't want our candidates to be their guinea pigs (nor would recommend it 99 times out of 100). Plus, the US is a brutal market, not everyone survives. 3. 5+ years of business track record So many experienced billers who start their own firm expect that the minute they file LLC paperwork, they're ready to hire. No. You haven't proven anything yet other than the fact that you signed up for a LLC which anyone can do online in 2 minutes. Egocentric, uneducated, inexperienced, AND delusional, a dangerous mix. Many leaders fall into this boat - avoid them, we certainly do. 4. Firms that promise future gains 9 times out of 10 are full of it Why? Equity is largely BS. Even legit firms are extremely shady and shiesty on this stuff. Startups are even more full of crap when it comes to making empty promises. It's easy to give XYZ percent off of nothing. Don't fall for this ol' trick in the book. Look at what they offer NOW, not "future gains". 5. We do not work with chop shops If they're hiring grads like tomatoes they're about to sling into a wall, we're good on that. They're sick of the drama and BS that comes with companies with too many cooks in the kitchen. They want to migrate into a smaller organization if anything! TLDR: We are always open-minded about which boutiques we're going to support but many do not qualify for service. Sometimes we may flex for exceptional people and businesses, but most of the time, our judgement calls are right on the money. All this is to say: Make sure you have strict client requirements and you'll be able to be a happier, less stressed recruiter. Not every potential client is a client worth engaging with. Be selective! Have client standards. Then, hone in your ability to discern the good clients from the bad. #r2r #rec2rec #recruitment #recruiters #recruiter #headhunter #headhunters #sales #recruiting

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Why measure the performance of your in-house legal team - and how do you do it? It’s the role of a General Counsel to provide and promote an efficient and responsive legal service to their internal stakeholders. But if there are no clear performance metrics in place, there is no business case for continued investment in the legal function. What’s the best way to demonstrate your in-house team’s value to the business? This was the theme of our latest General Counsel roundtable event, the third in our Legal Operations series. We were honoured to have Chris Fowler Legal COO at Rio Tinto, share his insights both from his current role and his previous career, which includes nearly more than 20 years in various senior roles at BT. For those running large institutional in-house legal teams, there were four broad areas of advice. Find out more in our blog https://lnkd.in/et4QxaSD Well done to my colleagues Amanda Chard and Sarita Rai for hosting this and adding real value to the General Counsel community. #generalcounsel #headoflegal #inhousecounsel #legalrecruitment #marsden

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