The Challenges
KSK, despite having clear intent, strong resources, and an established clientele, faced challenges in lateral hiring for key roles, from Partner to Associate. The primary challenge was their preference for candidates exclusively from law firms, specifically tier 1 and tier 2 firms. This significantly reduced the available talent pool, making it difficult to find suitable candidates for these critical roles.
Our Approach
KSK, despite having clear intentWe leveraged our in-house database and a team of recruiters specialized in legal recruitment to address KSK’s hiring needs. Candidates were carefully filtered through thorough HR and technical pre-screening processes, ensuring they aligned with the objectives set by the client. To inspire confidence in potential hires, we educated them about KSK’s capabilities, the partners’ vision, and the firm’s potential to grow into a tier 2 law firm. This approach helped us present KSK as an attractive career opportunity while ensuring only the most qualified candidates were shortlisted.
Outcomes
We successfully placed multiple candidates in secondment roles with a turnaround time (TAT) of less than 10 days from the date of requirement (DoR) to the date of joining (DoJ). Additionally, we secured candidates for partner-level roles, ensuring they had a strong client base or “book.” We also hired associates across various practice areas, including corporate law, real estate, litigation, and BFSI, placing them in multiple cities. This swift and targeted approach significantly improved KSK’s talent acquisition process, allowing them to fill critical roles quickly and effectively.
