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Leaders in London Legal Recruitment

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Codex Edge

As part of our commitment to Diversity and Inclusion in the legal sector Cogence Search have created Codex Edge; a direct sourcing tool which permits D & I blind talent selection.

Visit Codex Edge.


Our Privacy Policy

What sort of data do we collect?

Cogence Search is a legal recruitment company and will collect personal data about you to help in the recruitment process. This data consists of information including your name, address, telephone number, e-mail address, work and education history. We also collect information in the aggregate to provide us and our clients with a better understanding of the legal marketplace and the people within it. 

Terminology

Aggregate - this is when all data is collected and processed as a total to enable us to look at such information as demographic, statistical and geographic trends, so that we can provide both our clients and candidates with accurate information.

Data - information which is being processed by equipment operating automatically in response to instructions given for that purpose, is recorded with the intention that it should be processed by means of such equipment, is recorded as part of a relevant filing system or with the intention that it should form part of a relevant filing system or forms part of an accessible record.

Data Protection Act 1998 - this is the act of Parliament which set out principles relating to the use of data to ensure that the rights of the person who is the subject of the data are protected under the law.

Personal data - data which relates to a living individual who can be identified from those data, or from those data and other information which is in the possession of, or is likely to come into the possession of, Cogence.

Public Data - data that is derived solely from information that is already readily available in the public domain. This includes information which can be obtained without charge on google, linkedin and other search engines and public websites. 

Privacy policy - this statement by Cogence which explains the ways that we try to protect our users' privacy.

Recruitment process - the process of gaining employment and recruiting new staff and the ongoing administrative process involved once a user has gained employment or recruited new staff.

Cogence – Cogence Group Limited and their subsidiary companies.

Sensitive personal data - personal data consisting of information as to the racial or ethnic origin of the data subject, political opinions, religious beliefs or other beliefs of a similar nature, membership of a trade union, physical or mental health or condition, sexual life, the commission or alleged commission of any offence or any proceedings related to any offence.

Third Parties - these are companies and people other than Cogence and the group of companies of which it is part.

Users - people who use our website and register their details with us for the purposes of recruitment, either to gain employment or for the purposes of recruiting new staff.

Why do we process this personal data?

We process this personal data as necessary to aid the recruitment process. We may also use data collected in the aggregate to help us to understand our users as a group so that we can provide you and out clients with a better service.

Why do we collect and process personal data?

We collect and process personal data only so far as is necessary to ensure we conform with legal requirements, for example under equal opportunity laws. By using this website and by registering your details with us, you consent to us collecting and processing sensitive personal data supplied by you and disclosing this information to prospective employers and clients in connection with the recruitment process. In relation to Public data we aggregate this and make it available to our staff and to clients who subscribes to have access to it to assist in legal market mapping, market analysis and recruitment. This is intended to represent as full a picture as possible of all the commercial legal market and will therefore include the identifiable details of the majority of legal practitioners in this market. To be removed from this record or to amend your record please contact us using the details below.

Do we pass data to third parties?

We may pass data to third parties that help us to process data and to prospective or intended employers or customers for the purpose of recruitment and / or market analysis. We may also share aggregated information with selected third parties which does not disclose individual names or any identifying information.

How is this data safeguarded?

The security of your data is extremely important to us. Access to your personal data is only provided to our staff and third parties who help us to process data and, in order to help with the recruitment process, to prospective employers or customers.

How do we let you know if our policy changes?

Any policy changes, either due to business reasons or future changes in legislation, will be posted on this page and, if substantial, may be promoted on the website or through e-mail notification.

What are 'cookies' and why do we use them?

'Cookies' are ways of saving a small amount of personal information. We use cookies to save information about what type of job you're looking for. This allows easy access to our site, with recommendations that are relevant to you. For more information on our policy please see our Cookie Policy .

How do you remove your name from the database?

Simple; contact us and request it.

Registered Office

Cogence Search Ltd

1 Alie Street

London

E1 8DE

Company Number 6900264. Registered in England and Wales.

 


Equality & Diversity Policy

Cogence Search Ltd (“the Company”) is committed to a Policy of Equality of Opportunity in all of its recruitment and employment practices and procedures. It is the Company’s policy not to discriminate against its workers and candidates on the basis of their gender, sexual orientation, marital or civil partner status, gender reassignment, race, religion or belief, colour, nationality, ethnic or national origin, disability or age, pregnancy or trade union membership or the fact that they are a part-time worker or a fixed-term employee.

The Company’s workers, applicants for employment and candidates shall not be disadvantaged by any policies or conditions of service which cannot be justified as necessary for operational purposes. The Company shall, at all times, strive to work within legislative requirements as well as promoting best practice. The Company’s long term aim is that the composition of its workforce should reflect that of the local community and that all workers should be offered equal opportunities to achieve their full potential. The Company is committed to a programme of action to make this policy effective and to bring it to the attention of all workers.

The following paragraphs deal with the specific categories of workers and areas of work which we have identified as potentially giving rise to equal opportunities issues and provides more specific guidance on the parameters of our policy and approach to equal opportunities.

1. TO WHOM DOES THIS POLICY APPLY?

This policy applies to all candidates, clients & employees, whether permanent, temporary, casual, part-time or on fixed-term contracts, to ex-employees and to job applicants.

You have a duty to act in accordance with this policy, and therefore to treat colleagues and candidates with dignity at all times, and not to discriminate against or harass other members of staff, whether junior or senior to them. In some situations, the Company may be at risk of being held responsible for the acts of individual members of staff and will not therefore tolerate any discriminatory practices or behaviour.

2. RESPONSIBILITY FOR THE IMPLEMENTATION OF THIS POLICY

The directors have overall responsibility for the effective operation of this policy and for ensuring compliance with the relevant statutory framework prohibiting discrimination.
Those working at a management level have a specific responsibility to set an appropriate standard of behaviour, to lead by example and to ensure that those they manage adhere to this policy and promote the aims and objectives of the Company with regard to equal opportunities. Managers will be given training on equal opportunities awareness and equal opportunities recruitment selection best practice.

All members of staff are responsible for the success of this policy and must ensure that they familiarise themselves with the policy and act in accordance with its aims and objectives. If any member of staff has any question regarding the content or application of this policy, he or she should not hesitate to contact Mark Husband for guidance.

3. SCOPE AND PURPOSE OF THIS POLICY

The Company will not unlawfully discriminate on grounds of gender, sexual orientation, marital or civil partner status, gender reassignment, race, religion or belief, colour, nationality, ethnic or national origin, disability or age, pregnancy, trade union membership, or part-time or fixed-term status.
This policy applies to the advertising of jobs and recruitment and selection, to training and development, opportunities for promotion, to conditions of service, benefits and facilities and pay, to health and safety and to conduct at work, to grievance and disciplinary procedures and to termination of employment, including redundancy.
The Company will take appropriate steps to accommodate the requirements of religion, culture, and domestic responsibilities.

4. FORMS OF DISCRIMINATION

Discrimination may be direct or indirect and it may occur intentionally or unintentionally. Direct discrimination occurs where someone is put at a disadvantage for a reason related to one or more of the grounds set out in section 3 above.

Indirect discrimination occurs where an individual is subject to an unjustified provision, criterion or practice which puts them at a particular disadvantage because of, for example, their sex or race. If this provision, criterion or practice cannot be objectively justified for a reason unconnected with sex or race, it would be indirectly discriminatory. Discrimination also includes harassment.

Victimisation occurs where an individual treats another individual less favourably on the grounds that he or she has done or intends to do one of the following protected acts: bringing discrimination proceedings; giving evidence or information in connection with discrimination proceedings; making an allegation of unlawful discrimination; or doing anything else under, or by reference to, the discrimination legislation.

5. RECRUITMENT AND SELECTION

5.1 The Company aims to ensure that no job applicant or candidate receives less favourable treatment on any of the unlawful grounds listed in section 3 above. Recruitment procedures will be reviewed regularly to ensure that individuals are treated on the basis of their relevant merits and abilities. Job selection criteria will be regularly reviewed to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.

The Company and its employees or workers will not accept instructions to commit unlawful discrimination, or to procure or attempt to procure the commission of such discrimination.

6. STAFF TRAINING AND PROMOTION AND CONDITIONS OF SERVICE

Staff training needs will be identified through staff appraisals. You will be given appropriate access to training to enable you to progress within the organisation. All promotion decisions will be made on the basis of merit. The composition and movement of workers at different levels will be regularly monitored to ensure equality of opportunity at all levels of the Company. Where appropriate, steps will be taken to identify and remove unnecessary or unjustifiable barriers and to provide appropriate facilities and conditions of service to meet the special needs of disadvantaged or underrepresented groups.
The Company’s conditions of service, benefits and facilities will be reviewed to ensure that they are available to all employees who should have access to them and that there are no unlawful obstacles to accessing them. This includes pay, policies and all benefits offered.

7. DISABILITY DISCRIMINATION

If you are disabled, or become disabled in the course of your employment with the Company, you are encouraged to tell us about your condition. This is to enable the Company to support you as much as possible. You may also wish to advise your line manager of any reasonable adjustments to your working conditions or the duties of your job which you consider to be necessary, or which would assist you in the performance of your duties. Your line manager may wish to consult with you and with your medical adviser(s) about possible reasonable adjustments. Careful consideration will be given to any such proposals and they will be accommodated where possible and proportionate to the needs of your job. Nevertheless, there may be circumstances where it will not be reasonable for us to accommodate the suggested adjustments and we will ensure that we provide you with information as to the basis of our decision not to make any adjustments.

8. BREACHES OF THIS POLICY

If you believe that you may have been disadvantaged on any of the unlawful grounds listed at section 3 above you are encouraged to raise the matter through the Company’s Grievance Procedure. Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. Individuals who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations of a breach of this policy which are found to have been made in bad faith will, however, be dealt with under the Company’s Disciplinary Procedure.

8.1 If, after investigation, you are proven to have harassed any other member of staff on the grounds of sex, marital status, sexual orientation, religion or belief, race, disability or age or otherwise act in breach of this policy, you will be subject to disciplinary action. In serious cases, such behaviour may constitute gross misconduct and, as such, may result in summary dismissal. The Company will always take a strict approach to serious breaches of this policy.

9. MONITORING AND REVISION OF POLICY

This policy will be reviewed annually by a director. Recommendations for any amendments will be reported to the Board. The Company will regularly monitor the effectiveness of this policy to ensure that it is achieving the objectives stated in the Equal Opportunity Policy Statement.


Complaints Procedure

We very much hope that our service will never give rise to any cause for complaint and wherever possible we will seek to promptly and swiftly address any complaint raised. 

Where your complaint is about the work of your consultant we would ask that, if possible,  you raise your complaint with the consultant concerned in writing. We expect all of our legal recruitment consultants to deal with all clients and candidates in a courteous and respectful manner and to do their best to assist with any area of concern. 

Should you, for any reason, feel unable or unwilling to address your complaint to the consultant working with you or, having done so, remain unsatisfied please address your complaint to our Managing Director, Mark Husband: his contact details can be found on our About Us page.


  • "If we can both move laterally, we can take the whole nut with us."

    Cogence Search
    Lateral Moves Specialists
    Call: 0207 264 4909

  • "This rock just aint big enough for the both of us!"
    "Right. Then I'm going to look for a bigger rock."

    Cogence Search
    Lateral Moves Specialists
    Call: 0207 264 4909