Becoming a legal recruitment consultant
Hannah explains that she originally intended to become a lawyer.
During sixth form, she secured a place on the Eversheds Sutherland Unlocked Academy after writing directly to the firm. She later received the Scott Wagland Bursary, which covered her tuition fees. Throughout university, she pursued legal opportunities, attending open days and completing a Vacation Scheme at Eversheds.
After being unsuccessful in securing a training contract, Hannah remained active on LinkedIn. Her online presence led to a message from Robert Hanna, Co‑Founder of Kissoon Carr, asking whether she had considered legal recruitment. Following further conversations and a meeting in London, she joined the firm. She emphasises that LinkedIn played a decisive role in her career transition.
The role of a legal recruitment consultant
Legal recruitment involves working closely with associates and partners, often in a more social and conversational environment than legal practice itself. At Kissoon Carr, consultants specialise in particular practice areas.
Hannah focuses on Corporate and Projects, allowing her to develop subject expertise and understand the documents, terminology and expectations within those fields.
Legal recruitment differs significantly from graduate recruitment. Graduate recruitment focuses on students applying to a single firm, whereas legal recruitment involves moving qualified lawyers between firms.
Hannah values being able to use her law degree when advising partners and associates and gaining insights into firm structures and market trends. For example, corporate practice areas were significantly affected by Covid‑19, reducing qualification opportunities for trainees in London.
Transitioning from university to work
Hannah highlights the importance of building a strong presence on LinkedIn. Learning how to use the platform effectively was one of the biggest adjustments. She also notes that the hours can be demanding. A typical day runs from 8 am to 7 pm, but recruiters must accommodate clients’ schedules. If a partner calls at 10 pm, she must be prepared to respond.
London’s pace can be challenging, and Hannah advises graduates to build connections early and proactively.
Skills required for legal recruitment
Persuasion is central to the role. Much of the job involves objection handling and turning initial refusals into positive outcomes. Self‑confidence and resilience are essential.
Building rapport is equally important. Strong relationships with clients and candidates distinguish effective recruiters. Identifying shared interests or experiences helps consolidate trust. Ambition, drive and adaptability are also key. Hannah stresses that LinkedIn is indispensable, and mastering it early will make the role significantly easier.
Attracting clients
Kissoon Carr’s advice to lawyers is free. The firm maintains daily contact with client firms to understand their needs. When firms wish to expand, they instruct recruiters to identify suitable candidates. Recruiters vet candidates thoroughly, assessing motivations, experience, salary expectations and team structures.
Some firms work with a single recruiter, while others instruct multiple recruiters. Only the recruiter who successfully places the chosen candidate is paid.
What differentiates Kissoon Carr
Kissoon Carr positions itself as more than a recruitment firm.
It produces the Legally Speaking Podcast, featuring influential guests and contributing to the wider legal community. The firm prioritises long‑term relationships, supporting candidates even after placement and ensuring they are satisfied in their new roles.
Kissoon Carr hosts events, including at the Supreme Court with the London Young Lawyers Group, and collaborates with organisations such as the Society of Asian Lawyers. Each consultant specialises in a specific practice area, ensuring deep sector knowledge and reducing errors. The firm emphasises personal service, community engagement and value‑driven work.
How Covid‑19 has changed recruitment
Covid‑19 has forced recruiters to think differently.
Adding value, offering solutions and strengthening candidate relationships have become essential. Marketing and online presence now form a significant part of the role. Kissoon Carr produces extensive video content through its in‑house editor, recognising the importance of human‑centred media.
The recruitment market has slowed, and many competitors have been significantly affected. Kissoon Carr has responded by developing new talent solutions, including consulting and mentoring.
With quieter recruitment areas, Hannah has focused more on podcast production and branding. The Legally Speaking Podcast is now listened to in over 74 countries and 633 cities. The firm also runs an essay competition and maintains an expanding Instagram presence. Hannah values the opportunity to work across multiple projects.
Advice for aspiring legal recruiters
Hannah’s advice is clear: LinkedIn is essential.
Build your profile, connect with people and do not hesitate to reach out. Use social media constructively and invest in relationships. A strong online presence will open doors across the legal sector.
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