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Results 133 to 138 of 154 matches

  • Employment Associate 1-3 PQE

    Job posted on: 08/06/2017
    Job reference: #EA/1-3/MM2

    An impressive West End boutique is looking to expand their growing employment offering with the hire of an associate at the 1-3pqe level.

    The firm has recently made a number of significant hires, most notably within the employment sphere, and offers the opportunity to work closely with well-regarded practitioners within the areas of both claimant and respondent employment matters, in …


  • Real Estate Associate (3-5 PQE)

    Job posted on: 08/06/2017
    Job reference: #REA/3-5/MM4

    A new opportunity has opened up at a highly ranked commercial property practice within an international law firm in London for an associate at the 3-5pqe level. The firm in question is currently undergoing a significant period of growth within their team and therefore requires a new associate that can hit the ground running and is comfortable running a large number of matters with a limited (but …


  • Contentious Construction Lawyer (5-9 PQE)

    Job posted on: 08/06/2017
    Job reference: #CCA/5-9/MM71

    An international law firm is looking to expand their contentious construction team by hiring an associate with 5-9 years of postqualification experience.

    The focus of this role will be predominantly within the contentious area but candidates that have a mixed background with experience in both areas will be considered. The team acts for a large range of both international and domestic …


  • Corporate Immigration Solicitor (1-5 PQE)

    Job posted on: 08/06/2017
    Job reference: #15 CI SB

    A respected City law firm with a significant focus on their Business Immigration department are looking to further grown their team with the hire of a solicitor between 1-5 PQE.

    They are highly regarded for their expertise on a plethora of Business Immigration matters. The practice deal with several varying Corporate Immigration matters working for a prestigious group of clients and …


  • International Arbitration Associate (5-8 PQE)

    Job posted on: 08/06/2017
    Job reference: #IAA/58/MM

    We have recently been instructed by a premier US international arbitration practice regarding their need at the 5-8 PQE level for an exceptional international arbitration associate. The desired candidate must be England & Wales qualified, although the firm are open to candidates that have gained some of their experience within a foreign jurisdiction.

    This is a rare opportunity to join …


  • Transactional Real Estate Lawyer (5-7 PQE)

    Job posted on: 06/06/2017
    Job reference: #CRE 57 SB1

    An established City law firm with a strong focus on growing their Property practice due to heavy workload are looking to further grow their practice with the hire of a Commercial Property lawyer between 5-7 PQE.

    The team are known for their vast expertise on a wide variety of Real Estate matters. The department handle several varying Property matters including advising on leisure, …


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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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