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Results 7 to 12 of 116 matches

  • IP Litigation Associate (Mid-Senior)

    Job posted on: 11/10/2017
    Job reference: #IPL SB5

    This role represents the opportune time to join a small collegiate team and work directly with Partners that are highly regarded practitioners within this field. Due to the size of the department, you will be heavily involved in a wide spectrum of Intellectual Property matters, however the main focus of the successful candidates practice will be based around IP litigation matters.

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  • Real Estate Finance Solicitor (NQ-5 PQE)

    Job posted on: 11/10/2017
    Job reference: #REF NQ5 SB3

    A leading City law firm with a heavy focus on growing their Real Estate team are looking to further expand their practice with the hire of a Property Finance lawyer between the NQ-5 PQE level.

    The practice are known for their vast expertise on a gamut of financing matters within the Property sector. This team handles a range of work including but not limited to; tax-based structured …

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  • Transactional Real Estate Lawyer (2-5 PQE) (Guildford)

    Job posted on: 10/10/2017
    Job reference: #CP 25 SB1

    A leading law firm are seeking a commercial property associate at the 2-5 PQE level to undertake an exciting new role within their highly regarded Commercial Real Estate team in Guildford.

    The practice hold a strong client base and deal with a broad range of high end commercial real estate work, both domestic and international. The firm has an entrepreneurial culture and actively …

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  • Family Solicitor (3-5 PQE)

    Job posted on: 06/10/2017
    Job reference: #F 35 SB6

    A highly-ranked law firm based in London are seeking a Matrimonial/Family lawyer at the 3-6 PQE level to undertake an interesting new role within their Family team. The practice handle big ticket multi-jurisdictional cases ranging in value for high net worth individuals.

    Associates with technical skills gained within a recognised family department in London will be of interest for this …

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  • Employment Solicitor (NQ-2 PQE)

    Job posted on: 06/10/2017
    Job reference: #EA/0-2/MM2

    I am working with a highly ranked Employment Practice that has a new opportunity for a junior Employment Associate at the NQ-2 PQE level to join their team in Cardiff.

    This is a general Employment Associate position which will allow the new associate to develop a wide breadth of experience in order to expand upon and develop their foundation legal skill set. The role will involve a …

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  • Employment Associate (2-4 PQE)

    Job posted on: 05/10/2017
    Job reference: #EM/24/MM

    A highly regarded law firm based in London is looking for an employment associate between 2-4 PQE to join their growing employment practice.

    The successful applicant will be joining the firm's London employment team predominantly focusing on non-contentious employment matters. They will get the chance to work on a wide variety of advisory, transactional and TUPE related work for a …

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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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