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Results 79 to 84 of 156 matches

  • Data Protection Associate US Firm (1-3 PQE)

    Job posted on: 29/06/2017
    Job reference: #DPA/US13/MV

    You will be focusing on all aspects of privacy, data protection, information governance, IT and e-commerce issues for multinational companies across a broad range of industry sectors, particularly technology and media.

    True career development and progression is available at this firm and the working environment is one that genuinely allows for a more favourable work/ life balance …

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

    Job posted on: 29/06/2017
    Job reference: #CI 14 SB8 HK

    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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  • Technology/Data Protection Solicitor (1-4 PQE)

    Job posted on: 29/06/2017
    Job reference: #DPT 14 SB10

    A respected firm based in the city and a leading outfit in the Media/Technology arena are looking to expand their Data Protection practice further with the hire of an associate between 1-4 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 …

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  • Technology Associate (3-5 PQE)

    Job posted on: 29/06/2017
    Job reference: #CT 35 SB7

    A respected City law firm with a strong focus on their Commercial and Technology practice are looking to further expand their team with the hire of a solicitor between 3-5 PQE.

    The practice are known for their vast expertise on a wide variety of technology matters. The team deal with several varying outsourcing deals and technology procurement and include representing a plethora of …

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  • Competition Litigation Associate (2-4 PQE)

    Job posted on: 29/06/2017
    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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  • Trademark Solicitor (3-8 PQE)

    Job posted on: 28/06/2017
    Job reference: #TAIP SB7 MS1

    A respected City law firm that possess are highly regarded Intellectual Property practice are looking to further grow their IP practice with the hire of a trade mark associate/attorney between 3-8 PQE.

    This vacancy represents the opportune time to join a growing team and work directly with Partners that are highly regarded within this area. The successful candidate will be heavily …

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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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