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BWF Legal, the new name for Law Consultants

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"We have used the service of BWF Legal for over 20 years and keep returning not only because they provide a professional service but, most importantly, they are totally reliable and an absolute pleasure to deal with."

Michael Lane

Managing Partner – Gisby Harrison

Work for Us

Work for us

We are always interested to hear from recruiters who specialise in the legal sector.  

If you are interested, please send your CV to kingsley@lawconsultants.co.uk

What is life like at BWF Legal?

It is busy, we are a relatively small team and we recruit for legal companies across the UK.  Historically we have recruited UK wide, but have had a majority of our success in the Cambridgeshire, Essex and home county areas.  In the last 3 years we have looked at BWF Legal operationally and have strategically developed and grown our network and can now confidently state that we do recruit across the entire United Kingdom.

Mornings start early, we search CV database sites for new candidates, we dedicate time to LinkedIn where we engage with legal professionals, we read the industry press to keep updated on matters of interest, we need to know who are the movers and shakers, what companies are currently recruiting, and see what interesting articles are being written by our clients and candidates.

We then have to review the CV’s of individuals that arrive on our desks and as you can imagine this does take time.  We then select the lawyers and legal support staff we know we can assist and contact the ones that we can’t to explain the position, but ask them to keep looking at our website, they may see a more suitable job.  Then it’s time to register the candidate.  This involves an in depth phone call, a Skype interview or arranging a face to face meeting to ascertain their skills, experience and career aspirations.  We need to know what they are looking for in a new employer.  We need to check their qualifications which is a call to the Law Society, the Chartered Institute for Legal Executives or CLC and then a re-draft their CV into our corporate format.  Our database is coded when we register a candidate or a job and these codes help us conduct automated searches.  If a Solicitor registers, lives in Leicester and they work with Private Clients dealing with Wills & Probate we need to be able to code these skill sets.  We send out our registration packs, conduct the job search and liaise to the point of issuing the CV to potential law firms.

We spend a lot of time on the phone.  We are talking to clients all day every day.  We need to know where the jobs are because we have some extremely talented legal professionals actively looking for new jobs.  We have to find out as much information as we can about the job, so that we can attract the right sort of candidate.  We prepare weekly mailshots to clients about our services and also to our candidates so they know what jobs are available.

Our database has to be maintained, people change names, move house, send in revised CV’s and we have to ensure this is up to date and we note every conversation on our database.  We pay strict attention to following Data Protection Principles and working in line with the code set out by the Recruitment & Employment Confederation (REC) the recruitment governing body.

Then of course we get those lovely phone calls, the ones that make a recruiters heart race.  A client likes the CV and they want to arrange an interview.   Our brains tell us that we need to obtain as much information as we can and co-ordinate diaries.  If these interviews go to offer there is a huge amount of work to negotiate and present the offer and deal with resignations so it’s time for our recruiters to focus and prioritise.

There is always project work, be-spoke salary surveys for clients, website builds, brochures, social media, advertising campaigns and exhibitions which as a team we all get involved with.

Then there’s the boss.  Recruitment Consultants are always in meetings, and on a monthly basis have to report on their KPIs (key performance indicators).  These are the ratios of how we have worked, how many calls have been made, how many CV’s issued, how many interviews, how many offers.  It’s not a numbers game, but there are some interesting statistics that ensure that if things are slipping you can make minor adjustments, work smarter and run an efficient recruitment desk.

The downside is that recruiting in the legal sector is not a 9.00 – 5.00 job and will not suit everyone.  We have to call candidates outside of their working hours, so early mornings, lunchtimes, evenings and weekends.

It’s all in a day’s work.  It is an environment of sales people, and we are not shrinking violets.  The office banter is quick and direct but we know everyone has our backs, when times are tough we rally together to pick each other up.  Because we are all very motivated and driven the days go very quickly and the environment is upbeat.


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