Cornhill Bond’s policy is to work very closely with a limited number of clients to ensure that with each assignment our consultants single-mindedly concentrate on meeting client expectations. By limiting the client law firms we work with, we are also able to provide a virtually conflict free service, enabling us to penetrate into our client’s competitor firms unencumbered.
Before we undertake a mandate, we spend time with the client ensuring we understand the firm’s motivation for the search as well as the firm’s current domestic and international platform in the practice sector, the client base and selling points for the opportunity, as well as tackling head on any objections we may encounter from candidates in the search. We use our team of legal market researchers to undertake an extensive market mapping exercise to identify potential candidates across competitor firms in the market. The market mapping is presented to the client and we work closely with the client to refine the list of primary target candidates for the search. Cornhill Bond have extensive experience in making highly effective, professional and engaging “first contact” calls to target candidates. From there, we work closely with both the client and candidates to arrange interviews and provide continual updates and feedback. We assist with preparing the candidate’s business plan and other documentation and with the offer management and any “buy-back” management required and with the on-boarding process.
Our services for clients include:
- Retained domestic and international search and selection
- Contingent recruitment utilising our existing candidate database
- Fully resourced Research Team to support consultants
- International office launches
- Team moves
- Mapping exercises
- Market research, including research into firm’s market standing and reputation in the local jurisdiction in question
- Independent reference checking / 3rd party background checks
- General advice on partnership issues such as gender diversity, alternative lockstep and remuneration models