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Results 13 to 18 of 84 matches

  • IP Litigation Lawyer (2-5 PQE)

    Job posted on: 29/11/2017
    Job reference: #IPL 25 SB9

    A respected national law firm that possess are highly regarded and growing Intellectual Property practice are looking to further grow their IP team with the hire of an associate between the 2-5 PQE level

    This vacancy represents the ideal time to join a fast growing practice and work closely with Partners that are highly regarded within this particular field. The new joiner will be …

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  • Residential Property Solicitor (NQ-2 PQE)

    Job posted on: 29/11/2017
    Job reference: #RP NQ2 SB1

    A highly respected City law firm are seeking a residential property associate between the NQ-2 PQE level to undertake an interesting new position within its Real Estate team.

    The team is led by Partners with strong reputations in their field who take a hands on approach to developing and mentoring the associates in their team. The firm has an entrepreneurial culture and actively …

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  • Real Estate Lawyer (5-9 PQE)

    Job posted on: 29/11/2017
    Job reference: #RE 59 SB4

    A mid-sized City law firm are seeking a transactional Real Estate associate between the 5-9 PQE level to undertake an exciting new role within their highly regarded Commercial Property practice in the City.

    The team possesses an impressive client base and deals with a vast array of high quality commercial and residential property work. The focus of this role will be on the commercial …

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  • Patent Litigation Solicitor (1-4 PQE)

    Job posted on: 27/11/2017
    Job reference: #PL 14 SB1

    An established City law firm that possess are highly regarded Intellectual Property practice are looking to further grow their IP team with the hire of a Patent Litigation associate between 1-4 PQE.

    This opportunity represents the perfect time to join a fast growing practice and work closely with Partners that are highly regarded within this particular area as well as being exposed to …

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  • Commercial Property Associate (0-4 PQE)

    Job posted on: 27/11/2017
    Job reference: #CP 04 SB2

    An established City law firm with a strong focus on growing their Real Estate department are looking to further grow their practice with the hire of a Commercial Property associate between the 0-4 PQE level.

    The Commercial Property team are known for their vast expertise on a variety of transactional Real Estate matters. The team handle several varying Property matters including …

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  • Clinical Negligence Lawyer (Defendant) (NQ-6 PQE)

    Job posted on: 27/11/2017
    Job reference: #CN NQ6 SB3

    A highly respected City law firm with a strong focus on healthcare work are looking for a Clinical Negligence lawyer to specialise in defendant Clinical Negligence matters. The firm are looking to further grow their practice with the hire of a lawyer between the NQ-6 PQE level.

    The team are known for their vast expertise on a variety of Medical Negligence matters. This role represents …

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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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