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Results 1 to 6 of 84 matches

  • Commercial Litigation Lawyer 3+ PQE

    Job posted on: 08/12/2017
    Job reference: #CL/3-5/SB

    A leading City based firm are looking for a Commercial Litigation Associate at the 3+ PQE level to join their London team.

    The new joiner will be a team player with a good knowledge of contentious matters relating to corporate clients. Sometimes they will be required to touch on other areas to support other sectors within the firm. These include litigious matters, assisting the …

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  • Construction Lawyer (1-3 PQE)

    Job posted on: 08/12/2017
    Job reference: #CNCC 13 SB7

    A mid-tier law firm are looking to expand their Construction practice and are seeking an associate between the 1 to 3 PQE level.

    The practice are known for their vast expertise on a wide variety of Construction matters on both the contentious and non-contentious side. The practice acts for high-net worth private clients and act for funders, developers, employers and institutions in …

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  • Contentious IP Litigation Lawyer (3-7 PQE)

    Job posted on: 08/12/2017
    Job reference: #IPL 37 SB5

    A highly respected City firm are looking for an Contentious Intellectual Property associate to join their IP practice.

    This role represents the opportune time to join a growing team and work directly with practitioners that are highly regarded within this field. Due to the size of the team, you will be heavily involved in a wide spectrum of Intellectual Property matters, however the …

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  • Intellectual Property Litigation Associate 1-5 PQE

    Job posted on: 07/12/2017
    Job reference: #IP/1-5/SB

    A leading nationwide legal practice are looking for a Contentious IP Associate of 1-5 PQE to join their London team.

    The practice offers a chance to be involved with their team being involved in contentious intellectual property law, the strategic management of global brands, trade mark and domain name portfolio management and advise many global corporates and household names on their …

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  • Employment Associate 2-3 PQE

    Job posted on: 07/12/2017
    Job reference: #EM/2-3/SB

    An International firm is looking for an experienced Employment associate between the 2-3 PQE to join their team.

    The successful applicant will have experience working on a mixture of contentious and non-contentious employment issues and be able to deliver employment advice to all employment sectors. The role will include employment litigation and the employment aspects of corporate and …

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  • Financial Services Regulatory Solicitor (NQ-3 PQE)

    Job posted on: 06/12/2017
    Job reference: #FSR NQ3 SB3

    A highly ranked Financial Services Regulatory practice are seeking a self-motivated Associate between the NQ-3 PQE level.

    This opportunity offers a diverse and challenging role as well as dealing with high standing clients.

    The new joiner will interact and advise the firm's Private Client UK team on cross border financial regulatory matters including advising on UK & EU …

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Latest news

Guest Blog: Achieving Gender Diversity in Law Firms

Sherry Bevan is a former Global Head of IT Service for a City law firm. After 25 years in the City, she created The Confident Mother, an independent coaching practice. She is currently researching gender diversity in law firms and has provided Cogence Search's Leading Women Lawyers programme with an exclusive article with an overview of her findings thus far.

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A Modern Approach to Legal Recruitment

There's no doubt that direct sourcing is the new legal recruitment process. As more and more firms start to focus on the trend, Cogence Search realised it had to take drastic, and disruptive, action. Codex Edge was built to make direct recruitment simple, quick and inexpensive. NOTE: Cogence search continues to provide an exemplary legal recruitment service. With the use of Codex Edge in our searches, we beat our competitors hands down when it comes to delivering the perfect pool of candidates for your role.

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Like for Like

The BBC's gender pay gap 'scandal' is a red herring, says Mark Husband. Assessing pay parity on gender alone does not provide the full picture. It doesn't take into account the number of hours worked, or the skills required. Law firms can mitigate for similar situations by ensuring remuneration is for the role rather than the individual, right from the very start of the recruitment process.

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