“Miranda is exceptional at what she does. Having dealt with dozens of recruiters over the years, I can attest to that. Her approach is driven by looking to marry mindsets and to achieve that she deep dives into your professional history and goals. She doesn't suggest opportunities simply because they exist but rather if, and only if, they fit both sides. She looks to set up long term appointments having gauged (in almost alarming but extremely impressive depth) your achievements, aspirations and proffesional values. She does all of this with an ebullient, near effervescent, enthusiasm which is uplifting and encouraging. Along with the staff at Group 8, in particular the equally impressive Ian Charlton, she leaves no stone unturned in pursuit of the right role. Commercially astute, with an eye wateringly impressive network comprising global law firm leaders, Miranda's experience means she is a great sounding board. Her advice and insights, whether on market trends, rem negotiations or positioning are spot on. I've yet to come across anybody better at what she does.”
Sign in to view Miranda’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
London, England, United Kingdom
Contact Info
Sign in to view Miranda’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
1K followers
500+ connections
Sign in to view Miranda’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View mutual connections with Miranda
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View mutual connections with Miranda
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Sign in to view Miranda’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Experience & Education
-
Group8
*******
-
** ******** **********
*** *** ***********
-
View Miranda’s full experience
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Languages
-
French
Limited working proficiency
Recommendations received
2 people have recommended Miranda
Join now to viewView Miranda’s full profile
Sign in
Stay updated on your professional world
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Other similar profiles
-
Ian Charlton
LondonConnect -
Victor Brown-Villedieu
Head of Global Projects & Operations at Group8
LondonConnect -
Elaine Tyler
LondonConnect -
Justin Farrance
United KingdomConnect -
Sahar Farooqi
Barrister & Transformation Officer at Harneys ||| Spearheading change through culture, innovation and inclusion
LondonConnect -
Paul Jenkins
Greater Sydney AreaConnect -
Isabel Parker
LondonConnect -
David Jones
Board Member and Partner, Head of Global Real Estate Capital Markets, Ashurst LLP
Greater LondonConnect -
Karen Davies
Ashurst Global Chair and Partner in the Corporate Transactions UK team
Greater LondonConnect -
Chris Clarke
Director at CapeClarke | Legal Recruitment
LeedsConnect -
Ray Farncombe
LondonConnect -
Simon Childs
Tokyo, JapanConnect -
Tom Lovell
Strategic & Operational Leader, Recruitment/Learning
LondonConnect -
James Batham
CLIENTS AND MARKETS PARTNER at Dentons
London Area, United KingdomConnect -
Michael Gomulka
Barrister at 25, Bedford Row
Greater LondonConnect -
Jamie Ng
Greater Sydney AreaConnect -
Laurent Halimi
LuxembourgConnect -
Nicole Williams
United KingdomConnect -
Giuseppe Sanna
Entrepreneur / Board Advisor / Consultant / International Lawyer - expert in supporting growth strategies and organisational change
United KingdomConnect -
Neil Pfister
Greater LondonConnect
Explore more posts
-
Marianna Tuccia
It's performance review season! Our 2024 Salary Guide is out now, please download at your convenience. https://lnkd.in/erMh8hHz The one major factor that firms are looking at when increasing salaries (especially this year) is whether the lawyer has met budgets/KPIs but other important factors are whether the lawyer has demonstrated the firm's values, have they taken part in client development activities, whether they are mentoring or being a buddy to a junior lawyer, whether they are taking part in community/pro bono activities. If you have any questions in relation to salaries or you want tips in how to handle your performance review, please call me on 0422 671 673 or send me an email at marianna.tuccia@empiregroup.com.au #salaryguide #lawfirms #legalcareers #lawyers
5
-
Tom Boulderstone
With the current market being quieter than usual, it's understandable why there's a reluctance to commit to permanent hires within in-house legal teams. However, it's interesting to note that external counsel spend continues to rise for many clients. While ad hoc support isn't a permanent commitment, it does come at a higher cost than having a slightly larger team in-house to cover more work. Despite the difficulties in hiring at the junior level and rising costs, there is still plenty of value to be found if people are happy to be flexible in their requirements. While having an exact fit for skillset is ideal, every in-house lawyer learns on the job and develops the skills to turn their hand to most things. #legalhiring #inhouse
9
-
Penny Parker
Reflecting on an enlightening discussion at yesterday's General Counsels in Asset Management Roundtable hosted by Taylor Root. One key takeaway was the ongoing challenge for GCs to balance managing recruitment costs with workload demands, regulatory deadlines, and preserving work-life balance for their teams. In today's ever-changing legal interim market, creativity when hiring is essential! Considering candidates who have qualified through alternative paths brings diverse perspectives and fresh ideas to the table. Engaging contractors and legal consultants provides a cost-effective solution, delivering immediate value and flexibility to the team until workloads normalise. Embracing diverse hiring solutions unlocks talent, controls costs, and ensures business satisfaction! #CostEffectiveHiring #InnovativeRecruitment #InterimSolutions Please get in touch if you would like to discuss alternative legal hiring solutions for your team @pennyparker@taylorroot.com Penny Parker- Financial Services & Banking Emma Coulter -Financial Services & Banking Tatum Colclough- Commerce & Industry Clare McCallum -Commerce & Industry
19
-
Jonathan Walmsley
There are tons of partner promotions being announced as a lot of UK HQ firms start their new financial years. We congratulate you! But there are even more talented lawyers who missed out this year and are waiting in the wings. Some will inevitably go on to make partner in their current firm, some will jump ship and make partner in another firm and a lot won’t make partner at all and will voluntarily move in house or opt for a different career path. Not to take anything away from the extreme hard work and talent consistently displayed from those who made partner, there’s also a good amount of luck that comes with the promotion. You have to be in the right place at the right time, in the right city, with favourable market and economic conditions for your practice area. You have to be in more than good standing with your partners and you have to have backed a client base which is on the rise in a practice area that remains strategically important for your firm. For those who didn’t make it this year, one or more of the above may not have been in your favour. You should at this point honestly assess why it is that you didn’t make the cut. Remember you have options and you should think about your position in the partnership queue. If you missed out through bad luck or market conditions stay put and wait it out. If someone in your firm is blocking you, position yourself in another firm with a clearer track. If you don’t have a big enough practice, revise your BD plan and pull out all the stops. Can you create a niche that’s missing in your group, or in another firm? Get a clear and honest view from the partners you trust as to why you didn’t make it. Knowledge is power. Take actions which you feel are moving your practice and career forward and you will feel that you are taking control. This will keep you staying positive. Don’t let your attitude or your career stall. If you want partnership and have got this far, don’t give up when you’re this close. It takes some lawyers a lot longer than others to get there and it may be a waiting game. Whilst there is a lot of luck in getting to where you want to be, don’t we create our own luck?!
6
-
John Pittman
🔍 Seeking exceptional legal support staff in London? For over three decades, Lawson Clark has stood as the beacon of recruitment excellence for London's law firms. Our boutique approach isn't just about filling positions—it's about understanding the unique fabric of your firm and weaving in the perfect match. 👩💼👨💼 Why choose us? Our network isn't a mere list; it's a community of seasoned legal professionals, each with a proven track record of excellence. We don't just know the market; we're part of its very pulse. 🌟 Here's what sets Lawson Clark apart: 1️⃣ Tailored Service: We appreciate that no two firms are the same. Our bespoke recruitment solutions are designed to align with your firm's culture and needs. 2️⃣ Quality Candidates: With rigorous screening processes, we ensure that only the most competent and skilled individuals represent your firm. 3️⃣ Industry Insight: Our extensive experience in the legal sector gives us an unparalleled understanding of the intricacies and demands of legal support roles. 4️⃣ Lasting Relationships: We're not just about the placement. We're about building enduring partnerships that contribute to the growth and success of your firm. 🏆 Lawson Clark is more than a recruitment agency; we are your strategic ally in talent acquisition. Let us empower your firm with the support staff that not only meets but exceeds expectations. #LegalRecruitment #LawFirmSuccess #LondonLawSupport
-
Donna Sewell
On occasion you will no doubt have complex challenging hires that are difficult to make... 👤 Andrew Parker, Founder & Managing Partner at Found Technology Partners (International Executive Search and Advisory firm) gives his top tips for managing those tricky hires. 📝 From stakeholder alignment to hiring difficulties, candidate channels and patience and persistence, read more about Andrew's top tips for making challenging hires, here: https://lnkd.in/eA8Nh8v4 The path to making a difficult hire is not straightforward and requires constant review, diagnosis and adjustment. It’s a process of learning and the key is to manage this as smoothly as possible and in as short a timeframe as possible. If you’re facing challenges with your team and recruitment at the moment get in touch for a chat and an introduction to the brilliant team at Found. #Recruitment #ChallengingHires #HR #Hiring Andrew Parker, Nick Povey
5
2 Comments -
Georgia Morgan-Wynne
💡 How can being a Trustee help your career to General Counsel? There are so many ways this level of exposure to senior stakeholders, commercial decision making and out of the box thinking required as a trustee will help you develop skills needed as a general Counsel. 💡 How do you start trying to find trustee opportunities? 'Do some research, be realistic but brave and reach out to an organization that you’d like to be part of.' Just some of the helpful advice from Mark Chambers who I recently spoke to as part of Taylor Root's interview series for our Trustee Network. Mark is currently a Trustee at Maggie's Centres which provides free support to anyone with cancer and their families. Thank you to Mark for your brilliant insights and sharing: ✳ Why you don't have to be a GC to become a trustee ✳ What the key role of a trustee is and what lawyers can bring to this ✳ The benefits to your career as a lawyer by being a trustee ✳ Advice on how lawyers can become trustees You can read more here: https://lnkd.in/dbcKH-cs 💡 Do you want to understand more about being a trustee and access opportunities weekly? Taylor Root's UK Trustee Network led by provides trustee opportunities, a trustee toolkit for application support and experienced Trustee connections through events. You can find out more about our Trustee network and join here: https://lnkd.in/eUMwmzCi #trustee #generalcounsel #inhousecounsel #legal #careers
10
2 Comments -
Karen Glass
It is not often that General Counsel actually spend time listening to another General Counsel talk through their career in intimate detail. The learnings were profound - we heard so many pearls of wisdom through the power of Andrew Garard's career story including: • how to truly partner with law firms, building lasting relationships where both parties benefit; • how to practically incentivise in-house lawyers throughout their careers, actively ensuring that they leave the fold (which they inevitably will do) with a much better CV and skill set than when they arrived; • how to engage with CEOs and the C-Suite as an impactful General Counsel, working with integrity and purpose, with the requisite levers and then how to walk away when you realise the role isn't going to allow you to do this; • how to mobilise your network at both a granular and strategic level, which will set you up for a long lasting career; • how to listen to develop consistent and values driven competencies when hiring for your team; • how to seek to help, and not just to please; • how to look after your existing team as you leave and how not to burn bridges. The list goes on. If I had my way, Winmark would host a follow on session for the lucky attendees, and others who want to attend, so that we can deep dive more into the stories and the detail of how Andrew has navigated through his career. The only challenge I can imagine will be getting into Andrew's diary....... tbc! #leadership #generalcounsel #careerstories
31
5 Comments -
Pooja Mahbubani
How is legal talent being retained? The quest for top-tier attorneys is heating up across the Middle East. Legal establishments and corporations are getting creative to entice and retain these skilled legal eagles. Dive into the strategies they are utilising: 🏢 Welcoming Work Environments: They are cultivating office cultures that honor diversity, promote work-life harmony, and encourage community engagement. 🌱 Tailored Growth Opportunities: They are invested in your career journey, offering structured progression paths and targeted training for your professional advancement. 🎁 Added Perks: Beyond competitive salaries, they are providing housing assistance, educational support for children, and travel subsidies for family visits during festive seasons. 🗣️ Empowered Voices: Seasoned lawyers are yearning to influence and steer. Their inclusion in strategic decisions and leadership roles is a major draw. 💡 Advanced Tech: Adoption of cutting-edge solutions, such as AI, is transforming the drudge work into time for critical thinking and strategic work. Keen to hear your insights. Any innovative methods you've seen or employed to attract outstanding legal talent? Drop your thoughts below or send a direct message for a brainstorming session. #LegalJobs #LawCareers #WorkplaceInnovation
2
-
Karen Glass
As strategic, collaborative and commercial advisers at Marsden we understand the essential competences and qualities lawyers need to succeed within businesses. General Counsel, Chief Legal Officers and Heads of Legal in my network will be well aware of the ‘triggers’ where you may need to review the structure of your team to ensure that you are best positioned to add value to the business. As a useful summary, here’s the top 10 we regularly come across: 1. Senior leadership changes in the organisation 2. A request (or demand) to review your external legal spend or concerns with your existing providers 3. The creation of a new legal panel 4. Digital transformation in your business or industry 5. Knowledge gaps in your team 6. Dealing with post M&A integration 7. Changes in the competitive or regulatory landscape affecting your sector 8. Efficiency/delivery issues within your team 9. New corporate/business strategy, such as entering or exiting markets 10. Addition of responsibilities to the legal function Are there others you would include? Please let me know in the comments below. If you are currently facing a challenge or would like to talk to us about your future needs, please get in touch with me or internationally my colleagues Angela Floydd or Aaron Faith. And this is all relevant for senior interim projects too so please do contact Amanda Chard #inhousecounsel #generalcounsel #headoflegal #legalrecruitment #marsden
17
1 Comment -
Nikki Newton
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
49
8 Comments -
Edward Parker
It might surprise some but there are a number of law firms now paying partners $20m or more. The highest comp band that I have come across for a partner is $25m, but there will be some that are higher. The number of partners at US firms earning $7-$12m has swelled over the last 5 years. The questions is are they worth it? Outside of Wachtell you have a number of elite firms who charge anything from $1600-$2800 often elite firms recover at 100% or close to that. So the contribution a single partner can make has a ceiling. What they leverage is a significant client or client base. Individuals are still pivotal in relationships, a single partner can make a significant difference, in fact their departure can be terminal. Paul Weiss Chair Brad Karp recently talked about retention and how they retain their best, they fight hard to hold their clients but all firm leaders know that there are partners who are a significant differential in a relationship. Now those partners can leverage that differential and if the output is consistent the earning potential is significant. Absent a structure that allows you to reward your key partners in line with their peers, they are far more susceptible to being picked off. #fidessearch #webringtherightpeopletogether #law #partnercompensation https://lnkd.in/eSzchp2j
12
4 Comments -
John Pittman
Celebrating 30 years of excellence in legal support recruitment, Lawson Clark has become the cornerstone for sourcing top-tier talent in London's legal landscape. 🎉 Our journey began three decades ago with a singular vision: to provide unparalleled recruitment services tailored to the unique needs of law firms. Today, we stand proud as a testament to the power of experience, dedication, and a deep understanding of the legal sector. Why should your esteemed law firm choose Lawson Clark as your trusted recruitment partner? Here are just a few reasons: 🔍 Expertise: Our specialisation in legal support staff means we don't just match CVs to job descriptions; we align aspirations with your firm's culture and ethos. Our team's proficiency ensures that we understand the nuances of legal roles, from paralegals to practice managers. 🌐 Network: Over the years, we've cultivated an expansive network of seasoned professionals. This community is not just a database but a living, evolving ecosystem of talent, ready to bring their skills to your firm. 🤝 Personalised Service: At Lawson Clark, we believe in a bespoke approach. We take the time to understand your firm's unique needs, ensuring that each placement is not just a fit but a strategic addition to your team. 📈 Return on Investment: Our rigorous vetting process and commitment to quality mean that the candidates we provide are set to contribute from day one, minimising downtime and maximising productivity for your firm. 💡 Industry Insight: Staying ahead of industry trends is crucial. We not only provide staff who are experts in their current roles but who also possess the foresight to adapt and thrive in the evolving legal landscape. Choosing Lawson Clark is more than a recruitment decision; it's a strategic move towards sustained excellence and growth for your law firm. Let's forge a partnership that stands the test of time. #LawsonClark #LegalRecruitment #LondonLawFirms
-
David Nicol
*Amlaw 100 released for 2024* - highlights from the AmLaw 100 stats that data nerds like me will find interesting: - The top 6 firms ranked by gross revenue remained the same as last year - those are (in order) Kirkland & Ellis; Latham & Watkins; DLA Piper; Baker McKenzie; Skadden, Arps, Slate, Meagher & Flom LLP and Affiliates, ; and Sidley Austin LLP. - PEP increased on average by 9.3% across the AmLaw 100 as a whole. - Wachtell, Lipton, Rosen & Katz topped the PEP rankings with PEP of $8.5m. Kirkland & Ellis took second place at $7.9m. - In a nod to the robust litigation market last year Quinn Emanuel and Susman Godfrey LLP took third and fourth spots in the PEP rankings. - Firm non-equity partner ranks continued to grow - up 5.3% across the Amlaw100. This means almost half (49.4%) of all partners are non-equity partners. There is lots of excellent analysis by the entire American Lawyer team which is worth checking out. Follow me for more #biglaw market commentary, intel and roles.
25
2 Comments -
Thomas Wilkinson
Two former Associates at Freshfields Bruckhaus Deringer raised £5.9m for the legal tech business Definely. Feargus MacDaeid and Nnamdi Emelifeonwu were backed by Octopus Ventures after starting the business in 2020. LegalTech, as it’s called, is a large and rapidly growing market. In 2022, the market was estimated at $28 billion. AI is a big part of driving growth when I’m talking to my clients. I’m seeing how AI and tech are changing how firms operate. How are you embracing AI? https://lnkd.in/dzUa86rG
23
13 Comments -
Robert Hanna
💡 What if improving your legal writing could revolutionise your legal career? In this week's episode of the Legally Speaking Podcast ™️ powered by Clio - Cloud-Based Legal Technology, we feature the brilliant Ryan McCarl, Founding Partner of Rushing McCarl LLP, a business litigation firm based in California. Ryan's impressive career includes roles as an Adjunct Professor at Loyola Law School, Los Angeles, a Fellow in AI Law and Policy at UCLA, and a litigation attorney at prestigious firms like WilmerHale. He also founded the educational technology startup WordBrewery. 📚 Ryan's latest book, ‘Elegant Legal Writing,’ published in February of this year, has garnered recognition from high-profile individuals in the legal profession. 🎧 Here's what to expect from Ryan: 📚 His journey from clerk at the U.S. Courts of Appeals to founding his own firm 🏛️ The challenges and triumphs of starting a business litigation firm 📝 Common pitfalls in legal writing and how to overcome them 🤖 The impact of AI on the legal industry 🧠 Tips for the next generation of lawyers on improving their legal writing skills 🖋️ How to structure legal arguments to be more persuasive 🧩 The importance of understanding and anticipating a judge’s perspective 🎤 Ryan's Insightful Quotes: "The book is about how to write briefs and other documents that judges or your other target readers actually want to read and are likely to read." "You have to adopt a growth mindset and understand that all the different ingredients of good writing are matters of skill and technique." By tuning in, you'll gain insights into the best practices for legal writing, learn how to avoid common mistakes, and understand the evolving role of AI in the legal profession. Gain practical advice and hear fascinating stories that can help optimise your legal career. Whether you’re a seasoned legal professional or just starting out, Ryan’s expertise will provide invaluable guidance. 👉 Don't miss this episode – OUT NOW! Go listen and learn. You can find our latest episode wherever you get your podcasts! #LegallySpeakingPodcast #LegalWriting #Litigation #AIinLaw #LegalEducation
29
10 Comments -
Edward Parker
Bloomberg law looks at Chambers and Partners - is it ethical to pay for rankings? Clearly not, but the questions should be is how accurate are the results? Let’s put the costs to one side, I regularly speak to lawyers who are ranked and take great pride in those rankings, the rankings of their colleagues, peers and the idea that it is influenced by client feedback resonates with lawyers. Not every lawyer or firm is ranked but many really do work towards this. Not all law is fought out in the court room in fact that’s such a small percentage and the various rankings offer the market a degree of validation, a chance to be recognised, to have your day and to be benchmarked. The rankings are a relativity game when the reality is that the top of law is crowded and there is a lot of noise. ‘Great’ is often matched with great so the differential between one firm or team or partner and another can be finite, but just might make the difference. Is there an issue with it being PE owned? No - businesses are there in part to maximise a profit so it’s unfair to judge the rankings by the ownership, unless the pursuit of profit collides with the idea that the rankings are a honest benchmark. This is where the ‘free to play, pay to win’ model doesn’t work for me. We cannot accept a world where the band 1 practice(s) can only be held if you pay X fee and over an extended time. It lessens the brand of ‘Band 1’! Which doesn’t seem right or fair in any level. Legal 500 and Chamberd are free to use. Some like Juve.de which gets good you pay for the rankings. Both models work and lead to great results but ultimately someone has to pay for the service it just shouldn’t impact the award. Ultimate all rankings form part of brand so advertising is a big part of it. However the amount you pay shouldn’t impact the band you are awarded, that needs to be a strick no no. The process of collecting the rankings and manouvering the firms, individuals, newcomers etc must be an immense effort. It’s a really useful resource and an impressive feet. Big law has so many barometers for success, one being PEP. The issue with PEP is that it doesn’t resonate with clients. Scale can send mixed messages in a world where quality and creativity are valued the largest team isn’t always the best. Years of experience, used to be impactful but I feel increasingly it’s more neuanxed and experience by way of years simply doesn’t get things over the line on its own. So there is a big need for rankings providing they are honest. #fidessearch #webringtherightpeopletogether #law #rankings https://lnkd.in/eE7h-3kM
8
2 Comments -
Leeoni Daley-O'Neill
The London disputes market over the last ten years... Here are some key takeaways if you don't have time to read the full article: 1️⃣ Established firms like HSF, Clifford Chance, Freshfields, and Hogan Lovells maintain their dominance in Legal 500 rankings, showing impressive revenue growth in contentious work. 2️⃣ US firms are yet to make a significant impact in premium commercial litigation, partly due to the nature of litigation and reluctance to build large benches. 3️⃣ Disputes-only firms are on the rise, with seven out of 64 firms ranked for premium commercial litigation in 2024 being disputes-only. 4️⃣ Mega claims, especially in ESG and data-related sectors, are gaining traction, reflecting evolving client needs and regulatory landscapes. 5️⃣ Litigation practices are embracing technology like AI and litigation analytics to handle large document loads more efficiently, marking an evolution in litigation practice. #LondonDisputes #MarketInfo #LegalTrends
8
Explore collaborative articles
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
Explore MoreOthers named Miranda H.
-
Miranda H
United States -
Miranda H
Recruiter
Greater Chicago Area -
Miranda H
Founder
Sharjah -
Miranda H
Making a difference people’s lives and driving new sales and revenue
Albuquerque, NM -
Miranda H.
Senior Paralegal-Employment Law Group
Greater Pittsburgh Region
66 others named Miranda H. are on LinkedIn
See others named Miranda H.