Special focus: Legal recruitment
VIP Area
Law firms in Iberia have
increased their levels of
recruitment in recent
months due to an increase
in transactional and finance
work, however the bad news
for younger lawyers is that
access to equity partnership
is becoming increasingly
restricted
The legal recruitment market
in Iberia has experienced an
increase in activity in recent
months, according to recruiters.
Alejandro Kress, Iberia head at
Shilton Sharpe Quarry, expects
recruitment levels to grow this
year as the economic upturn in
Iberia continues. He says that this
winter has already been one of the
most active in recent years due
to the “restructuring of a number
of law firms as well as a more
favourable economic and political
climate”.
With law firms enjoying an
increase in work, particularly
in terms of transactional and
finance-related matters, the
hunt for the top lawyers in these
practice areas is on. Luis DíazObregón, a senior consultant at
recruiter Hudson, has observed
growth at international law firms
in particular. “The presence in
Spain of investors, transactions,
and active private equity funds
makes it possible to grow in
terms of lateral hires in the M&A/
restructuring and banking &
finance practice areas,” he adds.
For some firms, the preferred
recruitment strategy is a blend of
organic growth and lateral hiring.
Maite Jócano, human resources
officer at Ashurst in Spain, says:
“On the one hand, our current
trainee students from the Access
Masters will be joining as junior
lawyers and on the other, we
may hire experienced lawyers in
different practice areas before our
fiscal year begins in May.” Jócano
adds that the main challenge is
“attracting talent in a hot market”.
She continues: “Usually all the
international firms are trying to
strengthen the same areas at the
same time, so good candidates
www.iberianlawyer.com
receive several offers resulting
in longer recruitment processes,
more rejected offers and high
salary expectations.”
In-house roles in demand
Lillian Bishop, director at
recruiter at Armstrong Bishop,
says competition is increasing for
in-house roles too, despite the
fact that the salary and packages
on offer may not necessarily be
as lucrative as in previous years.
“Candidates’ motives for moving
job have changed,” she says.
“They are much more interested
in doing a job they will enjoy
and be recognised for, as well
as wanting to feel part of a great
company and team – promotions
might not always be upwards
but they are keen to know how
their role could grow within the
company as a whole.”
Consequently, laws firms
have to increase the incentives
on offer to lawyers in order to
attract them. Díaz-Obregón says
that being “more attractive in
comparison with other law firms”
in terms of the package deal on
offer – such as a better work-life
balance – is as important as the
salary requirements