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Results 103 to 108 of 117 matches

  • Technology/ Data Protection Solicitor (1-5 PQE)

    Job posted on: 27/07/2017
    Job reference: #DPT 14 SB11

    A respected firm based in the city are looking to expand their Data Protection practice further with the hire of an associate between 1-5 PQE.

    The practice are highly regarded for their expertise on a variety of technology, media and data protection related matters. The group deal with high-net worth clients and individuals assisting them on matters involving commercial technology, …

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  • UK Capital Markets Associate (1-5 PQE)

    Job posted on: 27/07/2017
    Job reference: #UKC 15 SB920

    A market-leading US law firm are seeking a UK qualified lawyer (or a lawyer with a common law background) at the 1-5 PQE level to join their Capital Markets team in London.

    The practice boasts a strong client base and specialise in all aspects of UK Capital Markets matters. The successful candidate will focus on both equity or debt capital markets in the international sphere. The firm …

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  • Investigations Lawyer at a US Firm (1-4 PQE) - Hong Kong

    Job posted on: 27/07/2017
    Job reference: #CI 14 SB8 HK1

    A vacancy has arisen for a lawyer at the 1-4 PQE level within the Hong Kong or Beijing office of a highly prestigious US law firm within their growing Corporate Crime and Investigations practice.

    This opportunity will allow the successful candidate to undertake a wide variety of work within the Corporate Crime sphere, including advising on serious fraud, whistle-blowing and …

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  • Employment Associate (4-6 PQE)

    Job posted on: 27/07/2017
    Job reference: #EA/4-6/MM4

    A law firm is looking to expand their growing employment offering with the hire of an associate at the 4-6 pqe level. The firm in question is looking to significantly expand their employment practice at both the junior and mid-level so the new joiner will ideally have some experience mentoring/training more junior associates from their time in private practice.

    The firm has recently …

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  • Employment Associate (1-3 PQE)

    Job posted on: 27/07/2017
    Job reference: #EA/1-3/MM35

    An impressive law firm 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 addition …

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  • Competition Litigation Associate (2-4 PQE)

    Job posted on: 27/07/2017
    Job reference: #CLA/24/MV`

    This US law firm are looking to expand their Competition practice in London with the hire of an associate between 2 and 4 PQE. They are interested in speaking with competition litigation lawyers or general competition lawyers with a majority contentious practice.

    You will be acting on behalf of claimants and defendants in cartel investigations, market investigations and competition …

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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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