We were absolutely delighted to see so many of our clients ‘in real life’ last week at our cocktails and mocktails evening. We chose the award winning Silverleaf bar at the Pan Pacific Hotel on Bishopsgate as our venue. Guests were welcomed with champagne and served a series of signature cocktails. Having had so [...]
Ardent Director Jane Gaunt reflects on the recent ups and downs of the legal recruitment market and makes predictions on recruitment volume, hybrid working and salaries in 2023. What has the recruitment market been doing in the last 2 years? Unprecedented times at a global level caused an unprecedented shift in the legal [...]
As part of our series talking to lawyers who are pushing boundaries in the profession, we interviewed Kaleem Khan, a Senior Tax Associate at Travers Smith.
Legal salaries have been in the news recently, We examine the headlines and the reality in a fast moving market.
Recruitment has been described as one of the most stressful occupations. Ardent Director Jane Gaunt and Operations Manager Kat Jones explained the stress in legal recruitment.
Ardent consultant Jon Kennedy gave his view on the legal recruitment market 3 years after he joined the business.
8 March 2022 is International Women’s Day. The theme is break the bias, as we look to live in a world that is inclusive and free from bias.
Ardent consultant Jon Kennedy reviews the impact of the pandemic on job locations and working practices in the legal industry.
We support better mental health and wellbeing across the legal profession. We spoke to Karen Senior, HR Manager at Sharpe Pritchard about their approach to mental health.
When we tell friends and family that we work in legal recruitment, quite understandably they imagine our working days are spent helping law firms find great candidates for existing vacancies. But the reality is often more complex. We actually spend a high percentage of our time advising legal professionals about their career. They discuss with us if it is the right time to move, which firms will suit them in terms of culture and remuneration, and which potential opportunities might be attractive. This is often before any actual vacancy is identified.