Legal recruitment agencies in London – earning potential?

Legal Recruitment Agencies in London – What’s the Earning Potential?

As an IT recruiter in London with nine years of experience, I came across a LinkedIn post a couple of weeks ago from a recruiter-to-recruiter (R2R) agency. They were discussing a legal recruitment client in London who focuses on placing “private practice” lawyers, presumably in the finance and banking sectors. The post claimed that a top biller at one of their client firms had generated an astonishing £10 million in billings over the course of a year.

Honestly, this seems hard to believe. To break it down, a net fee income (NFI) of £10 million would translate to roughly £833,000 per month—a figure far beyond what most recruitment professionals typically bill in an entire year.

While I recognize that compensation packages for senior lawyers at London-based firms—especially U.S. firms—can be exceptionally high, I can’t help but question the accuracy of that figure. It seems unlikely that even well-established, privately-owned recruitment firms with over 30 staff would reach those kinds of billing numbers in a year. Am I missing something, or is this just an exaggeration?

How IT Recruitment so wrong!?!

What’s going wrong with IT recruitment?!
I’m noticing a growing trend where recruiters rely heavily on AI to pre-screen candidates. It’s astonishing to think that focusing solely on experience is the best way to identify top talent.

When searching for a great developer, it’s crucial to prioritize their ability to write tests, understand syntax, and maintain clean code structure—all while being eager to learn. Am I the only one who feels that recruitment practices have become increasingly odd lately?

Experience for freelance recruiters

Insights for Freelance Recruiters
Do you have any tips for those working as freelance recruiters? How can they effectively find job opportunities and connect with candidates?

Best Recruiting Platform

Top Recruiting Platform
Which recruiting platform do you typically use? What do you consider the best one available?

Best recruitment software for small sales ops agency?

Seeking Recommendations for Recruitment Software for Our Small Sales Ops Agency

Hello everyone!

We’re a small, women-owned and operated sales ops agency (www.grooveconsulting.io) and typically hire 2-5 sales representatives per month for our clients. We’re on the lookout for an affordable recruitment system that meets the following criteria:

1. Indeed Integration: Pulling candidates from Indeed is currently quite challenging, so we need a platform that simplifies this.

2. LinkedIn Integration: We don’t have LinkedIn Recruiter but do sponsor job postings, so integration here would be beneficial.

3. Cost-Effective: As a small agency, we don’t require extensive features—just the essentials.

4. Candidate Filtering: We receive hundreds of applications for each role, and it would be helpful to ask specific questions (e.g., “Do you have supply chain experience?”) to filter candidates more effectively and reject those who don’t meet the criteria.

5. Client Access: Ideally, there should be a way to provide clients with a view of the candidates in various stages without disclosing all details, allowing them to see resumes and candidate status.

6. Resume Scanning: Currently, we are using AirTable, which can feel a bit tedious, so we’re looking for a more efficient way to review resumes.

7. Communication Templates: Templates for rejection notices, next steps, etc., would be very useful, and if we could organize them by client name, that would be even better.

8. Interview Scorecards: This feature would be a nice addition, though it’s optional.

9. SMS Interview Outreach: An additional feature for reaching candidates via SMS for interviews would also be helpful.

If you have any recommendations and could provide estimated costs, it would be greatly appreciated! Thank you!

Is it okay to contact Company’s HR or recruiters about the vacancies they have to get more information?

Is it appropriate to reach out to a company’s HR or recruiters for more information about their job vacancies?

I’ve been considering contacting companies directly regarding the job postings they have. I’m curious to know if the postings are legitimate, what qualifications they are looking for in a candidate, and any additional details about the positions. Is this a common practice? Would they be likely to respond to my inquiries?

Advice Needed – Recruitment Agency / 10DLC phone SMS

Seeking Advice: Recruitment Agency & 10DLC SMS Setup

Hello everyone! I recently started my own business and am having difficulty setting up my phone system. I’m using Zoom Phone as my carrier, but I’ve encountered some restrictions with 10DLC campaigns for SMS messages through TRC.

It seems that recruiting and staffing agencies face limitations in this area, yet my former employer successfully conducted an SMS campaign as a recruitment agency. If anyone has insights or suggestions on how to navigate this situation and what solutions they’ve utilized for their campaigns, I would greatly appreciate your help! Thank you!

Doing BD before your first day

Preparing for Business Development Before My Start Date

Hello everyone! I’m excited to share that I will be starting my new role as a 360 consultant on January 6th and have the next three weeks mostly free.

I could really use some tips on managing business development leads, especially since they tend to be time-sensitive due to competition from other agencies.

I haven’t yet updated my LinkedIn profile and currently don’t have access to my new firm’s success stories, so I’m relying on my own. I’ve been thinking about reaching out after the New Year, but I’m concerned that candidates might be snatched up by competitors or that companies will fill their positions before I can get involved.

Additionally, how should I approach conversations with potential candidates if I’m not actively between jobs? I’ve been considering being transparent about my upcoming role at a new firm. What do you think?

How can I get more candidates/leads?

Seeking Advice on Gaining More Candidates/Leads

Hello,

I’m reaching out to gather insights on effective strategies for acquiring new candidates. For the past year, I’ve been freelancing in recruitment for a specific company, primarily generating leads through free social media posts. While this method has yielded some results, it’s not sufficient for me to transition away from my other job.

My target audience includes EU citizens who are bilingual in English and at least one Nordic language, Italian, or Spanish, specifically for customer service roles in Greece. Although we have openings in Spain, I believe focusing on candidates in Greece is more beneficial for my current goals.

Now, I’m finally ready to invest some money into this endeavor, but I want to be very strategic about my spending to ensure I achieve positive results.

What are the most effective methods to attract candidates that fit these criteria? I’m open to all kinds of approaches, whether they require significant effort, a financial investment, or a combination of both.

I would greatly appreciate any advice or insights you might have. Thank you in advance!

Recruitment Branding???

Recruitment Branding: What’s Your Take?

How do you feel about social engagement as a recruiter on LinkedIn?

For me, it can be a mixed bag—sometimes it feels cringe-worthy or overly promotional, while other times it’s genuinely impressive and engaging.

It’s clear that even if posts don’t generate a lot of interaction, they still reach an audience. Your presence is being noticed.

There are businesses that specialize in this kind of engagement for a fee, which can be a great option since managing it all on your own can be quite time-consuming.

I’d love to hear from fellow recruiters: what do you see as the value in engaging this way? Do you believe it could translate into tangible business opportunities?