Client: A well-regarded single office law firm in London
Speciality Area: Contentious Probate Law
The Challenge
Ortus Group was approached by a prominent London-based law firm that had been struggling for nearly a year to recruit a new Head of Department for their highly specialised contentious probate practice.
Despite advertising for the position and working with recruitment agencies, the firm had failed to find a suitable candidate who possessed both the technical expertise and the leadership skills needed for this senior role. The firm was in urgent need of a solution, as the department was facing increasing pressure due to its heavy caseload and lack of strategic leadership, not to mention the opportunity cost of lost fee income in the meantime.
The Approach
Ortus Group recognises the unique challenges presented by recruiting for such a specialized role and implemented a highly targeted approach.
1. Market Analysis
The first step in Ortus Group’s approach was conducting a comprehensive market analysis of the contentious probate legal landscape. This involved mapping the key players in the market—focusing on both well-established individuals in contentious probate law and emerging talent who demonstrated potential for growth.
Ortus Group’s consultants identified a subset of leading practitioners who had relevant expertise and who had shown a strong track record in managing or developing contentious probate practices. This market mapping not only helped in identifying a pool of potential candidates but also ensured that the recruitment strategy was grounded in data and market intelligence, enabling Ortus Group to present a clear business case to potential candidates about why joining the client firm would be a step forward in their careers.
2. Targeted Shortlisting
Once the market had been mapped, Ortus Group used this insight to curate a targeted shortlist of high-calibre candidates. It was essential to ensure that these individuals not only excelled in contentious probate law but also demonstrated the leadership qualities necessary to manage and grow a department.
The key characteristics sought were:
- Strong technical expertise in contentious probate law
- Leadership potential and ambition to lead a growing practice
- Cultural fit with the client firm, a one-office firm with a collaborative and client-focused ethos
- Commercial acumen to support business development and strategic growth of the practice
Ortus Group focused on candidates who were not only technically proficient but had the ambition and vision to lead the department and grow its reputation in the competitive London market.
3. Engagement and Outreach
With a refined list of candidates, Ortus Group conducted a personalised headhunt. The outreach was highly tailored to each candidate, taking into account their career aspirations, leadership potential, and personal values. Ortus Group used its extensive network and a range of creative engagement methods to approach candidates who were likely to align with both the firm’s culture and its strategic aspirations.
This process involved:
- Confidential one-on-one conversations with each potential candidate to discuss their career trajectory and the specifics of the opportunity
- In-depth briefings on the firm’s values, future ambitions, and the impact the new Head of Department would have on its long-term success
- Realistic discussions about the challenges and rewards of leading a specialised department in a smaller, but growing, firm
This approach ensured that candidates not only understood the unique opportunity but were also excited by the prospect of taking on a leadership role in a practice with significant potential.
The Outcome
After conducting a thorough search and headhunting process, Ortus Group successfully introduced a candidate who matched all the client’s requirements. The candidate, an experienced contentious probate solicitor with strong leadership aspirations, had both the technical expertise and the business acumen to excel in the role.
The outcome was a successful placement of the new Head of Department, who was not only a fit for the technical demands of the position but also aligned with the firm’s ethos and had a clear vision for growing the practice. This resulted in:
- Improved team leadership: The new Head of Department was able to provide the leadership and strategic direction needed to manage a growing caseload and lead the team more effectively.
- Business growth: The candidate’s commercial mindset and leadership contributed directly to business development efforts, helping to expand the firm’s contentious probate client base and grow fee income immediately.
- Cultural alignment: The new hire integrated seamlessly into the firm’s culture, fostering a collaborative and productive environment.
Additionally, the firm’s senior leadership team was highly satisfied with the result, noting the speed and precision of Ortus Group’s recruitment process in finding the right candidate for such a challenging role.
Key Takeaways
- Specialized Knowledge: Recruiting for highly niche areas, such as contentious probate law, requires a deep understanding of the sector and access to an extensive network of leading professionals.
- Personalised Approach: A tailored and targeted recruitment process ensures that the right candidates are approached, considering both their technical abilities and their alignment with a firm’s long-term goals.
- Market Intelligence: Effective market mapping and analysis enable recruitment firms to present clear, compelling opportunities to potential candidates, increasing the likelihood of attracting top talent.
Ortus Group’s strategic approach to recruitment not only solved the client’s immediate hiring needs but also contributed to the long-term growth and success of the contentious probate department, ultimately strengthening the firm’s market position.
This case study highlights the importance of a focused and data-driven recruitment strategy in successfully placing senior talent in niche legal practices.
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James Bisset Associate Consultant
Telephone 0330 100 5420