Found Legal

Category: Blog

  • 🇪🇺 How We Became the Go-To Legal Recruiter for a Fortune 100 Tech Company across EMEA

    Let me tell you about one of our longest relationships – a Fortune 100 tech company that’s been working exclusively with Found Legal since 2017. Their EMEA General Counsel once told me “You are my lifeline,” which honestly made my day, but it also perfectly captures how this partnership evolved.

    It Started with a Crisis

    Back in 2017, this legal team was facing a challenging situation. They had a commercial lawyer role in France that had been open for 18 months. Eighteen months! France is a huge market for them, so this wasn’t just inconvenient – it was costing them business.

    They’d tried working with another agency – a big generalist legal recruiter who took their retainer and basically disappeared. Never delivered a single decent candidate. The company lost money on recruitment fees, had to keep paying contractors to fill the gap, and worst of all, the whole situation led to the hiring manager’s reputation suffering internally. You can imagine the frustration.

    That’s when they decided to look for a specialist.

    Why Everything Changed

    Found Legal doesn’t just recruit lawyers – we specialise in helping tech companies hire in-house legal talent. For the last decade, I’ve been building relationships specifically with lawyers who work at tech companies across Europe. These aren’t people posting their CVs online; they’re passive candidates who trust use because we understand their world.

    When this Fortune 100 company briefed me on their France role, I knew what would be the best approach and who to get in touch with. Within weeks, the EMEA GC had two our candidates as their finalists – commercial lawyers who understood SaaS agreements, revenue recognition, and the whole tech legal landscape. Plus they were bilingual, which was essential for supporting regional sales teams.

    Here’s what happened: both candidates were so well-suited that the company restructured their legal team and made offers to both of them.

    Instead of filling one role in France, they decided they needed both lawyers and found budget for two positions. That’s when I knew this was going to be special.

    Fast Forward to Today: 16 Team Members Hired (and Counting..)

    Since then, 16 lawyers have been recruited by us across EMEA. From the UK to North Europe – each market has its own challenges. Germany, France and Switzerland can be particularly challenging because finding commercial tech lawyers who speak these languages is not easy. But we have even managed to find French and German speakers in other countries (like the UK and the Netherlands) when that specific language combination was needed.

    The retention has been solid – everyone placed has stayed for more than a year, and 92% are still there after three years. In a market where people can move around quite a bit, that has worked out well for everyone.

    How We Actually Work Together

    The relationship has evolved way beyond normal recruitment.

    Now, hiring managers call me directly when they’re thinking about hiring, even before they brief their own talent acquisition team. They’ll say “We will need someone in Germany soon, can you start talking to your network?”

    That early engagement is crucial because the best tech lawyers aren’t sitting around waiting for jobs.

    They need to be approached thoughtfully, educated about the opportunity, and often convinced that a move makes sense for their career. I spend a lot of time managing expectations on both sides – making sure the salary discussions are realistic, that the candidate understands the company culture, that the role really fits what they want to do next and that they would be a great addition to the team.

    What Makes This Work

    I think there are a few reasons this partnership has been so successful:

    The obvious one is specialisation. I only work with tech companies, so I understand their specific legal challenges. When someone mentions revenue recognition issues or tech outsourcing contract negotiations, I know what kind of candidate profiles would be suitable. Generalist legal recruiters don’t get an opportunity to develop a deep understanding of one sector or build a specialised network.

    Having lived and worked in three different European countries and speaking European languages also helps. It means I can connect authentically with candidates across different markets and understand the cultural nuances that matter when placing someone in a new country or role.

    The multilingual piece is big too. Every lawyer I’ve placed at this company speaks at least two languages fluently, many speak three or four. One of them speaks five languages, which has been really useful for the team. For a company that operates across all these different European markets, having lawyers who can work directly with local sales teams in their own language is a massive advantage.

    But the biggest factor is probably that I genuinely care about making this work for everyone. I’m not just trying to fill roles and move on to the next commission. I want the lawyers I place to love their jobs and stay for years. I enjoy my clients working with me as an extension of their team, not just another supplier.

    Why This Matters

    There are many legal recruiters out there. Big firms with fancy offices and massive teams. But when you’re hiring for specialised roles in a fast-moving industry like tech, you need someone who really understands your world.

    This Fortune 100 company could work with anyone they want. The fact that they’ve continued working with us for years, making Found Legal their go-to for all EMEA legal hires, suggests the approach has been effective.

    Every lawyer I place isn’t just filling a role; they’re becoming part of my client’s team for years to come. And that makes all the difference.

    If you’re a tech company looking to hire legal talent in the UK or Europe, I’d love to hear about your challenges. After a decade in this space, I’ve probably filled a similar role before.

  • How to write an effective LinkedIn or CV summary as a lawyer

    While each section of your LinkedIn profile or CV is important, the summary section is where you get to sell yourself and showcase your value to the employers that you are targeting in your professional journey.

    Think of it as a mini cover letter that highlights what you can offer to your target employers as a lawyer or legal counsel.

    1. Write for your reader

    There are two categories of people who will be reading your CV or LinkedIn profile for hiring purposes:

    – Lawyers (hiring managers and future colleagues)

    – Non-lawyers (e.g. external or internal recruiter, HR, CEO’s personal assistant if it’s a start-up that is hiring).

    Non lawyers are likely to be the first readers of this information. They decide whether they should pass your profile on to the decision maker.

    It’s important to make sure that the language you use can be easily understood by non-lawyers, and that it contains the key words that they can match with the brief they have received from the legal team.

    Quick example. Your target employers may require someone with experience in: drafting Master Service Agreements, or negotiating high value deals with Enterprise level customers, or supporting a particular geographic region – all of this can be included into your summary.

    What hiring managers are keen to know is what someone can do for their business, what they have done in the past that is relevant, and whether this person has the required qualifications.

    2. Mind limited length

    The summary section of your LinkedIn profile (or CV) should convey as much value as possible, given its limited length. Currently LInkedIn only allows to view about 56 words (or 360 character) of someone’s summary.

    To read the rest, the busy viewer needs to click on “view more…” – it’s important that they get the motivation to do so after scanning the first few lines.

    3. Make it bespoke

    To make your summary bring you exactly the opportunities you are after, it’s a good idea to make it super bespoke to the type of companies and teams you are interested in working for. 

    Think about the summary section on your CV as an elevator pitch, and tailor it to each role.

    4. Research how your target role is usually described

    It’s essential to know what you’re interested in and how you can offer value to those type of businesses and legal teams.

    So before writing your summary (and CV in general), it’s a good idea to do some research to understand your ideal roles and how the hiring teams describe them. 

    This information can be found by:

    • scanning through job adverts
    • reviewing LinkedIn profiles of legal team members of relevant employers
    • speaking with the recruiter running the search for a specific role that has caught your eye (a recruiter will share not just what skills they look for, but also how you can best present relevant information in your CV based on your specific experience).

    5. Write as your target employers write

    When writing your CV summary, aim to use the same language used by the hiring legal teams to define their open position. Keep it short and sweet, limiting your statement to three or four lines. The statement should be fairly specific and true to your value as a lawyer with your specialism. Avoid generic statements and clichés.

    6. Consider a cover letter (for an exceptional role)

    Usually a short professional summary of 3-4 lines is more than enough.

    But if there is a particular role you’re extremely keen on and you have a way of reaching the hiring manager, sometimes it may be a good idea to write a cover letter rather than just a CV summary.

    A cover letter is a good way to grab attention, as so few people make the effort to pull one together. It also gives you enough space to explain your experience and motivation.

    Caution: only do it for exceptional roles not to burn out, and only if you know exactly what the hiring team is looking for.

    Showcase your value

    In conclusion, your LinkedIn or CV summary is your first opportunity to showcase your value to your target employers.

    Keep your summary clean, clear, and, above all, relevant to the roles that are attractive to you. If you don’t have clarity on what your value is to your future employer, your resume is not as powerful as it could be.

    By tailoring your summary and highlighting your specific experience and skills, you should be able to be noticed for exactly the types of roles that make the best step in your career journey.

  • How a specialist legal recruiter can help build your career

    Searching for the next best step in your career can be one of the most challenging and time-consuming tasks. 

    However, working with a specialist legal recruiter can help alleviate much of the stress associated with making the leap.

    Inside information

    One of the biggest benefits of partnering with a specialist legal recruiter is gaining inside information. 

    When cold applying to job advertisements, it can be challenging to understand the employer’s culture and reputation objectively. 

    Using a recruiter is especially useful if you’re trying to be cautious about your next move and advance your career.

    Companies usually work with good recruiter continuously. Your recruiter has placed people into that in-house legal teams before, so can give you insight into the culture. 

    This approach provides you with more information, making it less of a risk since you understand what you’re getting into before applying. 

    Job ads can’t list all facets of a role, so by contacting a recruiter and exploring the position, you have an opportunity to uncover information that can be career-changing.

    Direct access to hiring managers

    When applying online, CVs tend to get lost in the inbox, and you may never receive feedback, even if the role was perfect for you. Working with a recruiter increases your chances of getting seen by the hiring manager. We have relationships with hiring managers and can guarantee that your CV won’t disappear into a black hole.

    Accessing hidden roles

    Looking for a new role is a full-time job itself, and it’s easy to miss opportunities if you’re also working full-time and trying to get your CV out there on your own.

    Seventy-five percent of our opportunities don’t get advertised, but they are exciting roles that our hiring managers are looking to fill. When we introduce you, we create an opportunity that may have never been visible to you.

    The right fit for you

    Finding the right fit is essential, and when you get in touch, we discuss your personal preferences. 

    We inquire about the type of work you love or hate, the culture you prefer, the qualities you look for in your manager and colleagues, your desired work-life balance, and what level of remuneration would work for you.

    This conversation is why it’s so important to chat on the phone. A role may look perfect on paper, but in real life may not be suitable for you.

    Let you recruiter work for you

    Partnering with a specialist legal recruiter provides you with personal recommendations, keeps you aware of suitable opportunities that might not be available online, and gives you someone to advocate for you in the application process. 

    Find the right specialist recruiter for your sector, role, and geographical reach, tell them what you’re looking for, and keep your ears open for the perfect opportunity.

  • What’s in an in-house legal counsel benefits package?

    In-house salaries in tech are currently almost on par with salaries in law firms, especially at junior to mid level roles.

    But what about the benefits?
    There is so much more to an in-house package than a salary and a bonus.

    Here is a typical list of the benefits you would be entitles to as in-house counsel at a major global technology company:

    Annual leave, holidays and days off

    • 5 weeks of annual leave (may vary from country to country)
    • Your birthday off
    • Around 5 days per year off company wide as “Day for Me”
    • Around 5 days a year off at manager’s discretion
    • 1 week of paid charity work
    • Buy 1 week of leave per year
    • (So potentially 8-9 weeks off work per year if you need your balance)

    Benefits

    Insurance and income protection

    • Life insurance (x 4 annual salary)
    • Income Protection – Long Term Disability Benefit: 75% of base salary will be paid to protect you and your family should an accident or illness prevent you from working until you either return to work, resign, reach pension age or pass away.
    • Global Travel emergency cover – including travel for pleasure – for you and your dependents: 24-Hour Emergency Assistance (referrals to a doctor who speaks your language, an outpatient medical expense guarantee, repatriation, interpreters, lost document assistance, security evacuation).

    Stock

    • Employee Stock Purchase plan – opportunity to buy stock at 15% discount (which you can then sell)

    Healthcare and fitness

    • Private Health cover for you and family members (spouse, partner, children, parents, step parents and spouse’s biological parents / step parents)
    • Physiotherapy
    • Enhanced Mental Health cover
    • Dental insurance for you and family members (spouse, partner, children, parents, step parents and spouse’s biological parents / step parents)
    • Eye test and glasses up to £130 per year
    • Access to a Doctor video consultation 24/7 365
    • Health assessment every two years
    • Expert Medical Opinion – independent expert advice for serious health issues available to you and family members (spouse, partner, children, parents, step parents and spouse’s biological parents / step parents).
    • Occupational Health assessment and advice
    • Employee & Family Assistance – up to 8 mental health counselling sessions per person including partner and dependents (spouse, partner, children, parents, step parents and spouse’s biological parents / step parents).
    • Discount gym membership

    Giving back

    • Give as You Earn (support your chosen charity)
    • 5 paid days per year that you can use to support your chosen cause (a charity, local community or simply your kid’s school where you can help out)

    Childcare support

    • Baby Gift for a new baby
    • Employee Discount Program – saving available on almost all brands – including gadgets; Cinema & Theme Park tickets with up to 55% off; everyday savings – shopping cards or e-codes at Amazon, Starbucks etc. For you and up to 10 family members or friends.
    • Back Up Care (2 weeks a year) – in-home or nursery care when your regular child / adult dependants care arrangements are not available. Examples of this could be that your nanny or child carer is unable to look after your children, you have an unexpected work meeting you have to attend on a day you don’t usually work, or your parent is due to be discharged from hospital and they require some additional support around the house.

    Transportation

    • Cycle to work scheme (buy a bike)
    • Season ticket loans
    • Company car allowance (typically for more senior grades)

    Development

    • Personal development plan that you set up together with your manager and review twice a year
    • Personal mentor with coaching sessions once a month
    • Yearly budget for your training – choose what you want to learn to further develop in your profession
    • New Lawyer’s Academy for all new joiners of legal department in a given year
    • Legal Get Together – learning and fun event with your EMEA legal colleagues – one week long twice a year in a new location
    • Training by subject matter experts (contracting, IP, data protection etc) – every 1-2 weeks
    • Non legal training (for example soft skills development or language courses)
    • Leadership training

    Regular salary reviews

    Every year your salary will be reviewed; with progression through the grades your bonus also grows, as well as pension.

    International mobility and relocation

    • Opportunities to work from other offices across the world several weeks a year
    • Opportunities to relocate to countries of your choice.

    Imagine working from Milan, Madrid or Barcelona for a month every summer?.. Or even relocating somewhere you love in the future – when you work for a major multinational with offices globally, this is easily achievable.

    Your future

    These examples above are exactly the type of benefits most lawyers get when hired by our clients, global technology companies.

    If you are a commercial lawyer thinking of an in-house role in tech, feel free to get in touch for a confidential discussion.

  • But I don’t want to be a lawyer for the rest of my life!

    But I don’t want to be a lawyer for the rest of my life!

    As in-house legal recruiters, we have observed that some of the vacancies we hire for are created because the previous job holder has moved from the legal team into another business function.

    Recently, we spoke to a Magic Circle lawyer who said:

    “While I am currently happy at my firm, I am interested in the tech world and especially in how it is shaping the world.

    When I think about my future, I would like to be part of the change, but I am not sure if in a lawyer’s role.

    I truly believe that the jobs of the future will require flexible skills, and I am not entirely sure that I would like to be a lawyer for the rest of my life”.

    Many lawyers feel the same way as this Magic Circle lawyer, and some admit that a non-legal role at a tech company would be very attractive.

    But how can they make the transition, particularly if they are currently in private practice?

    One option is to apply to roles of interest, such as sales or business development, in fast-growing tech companies. However, your application may get overlooked by the Talent Acquisition team, who will likely prioritize those with experience in a similar role (for example, sales or commercial).

    From our perspective, the easiest and most natural route is to join a technology company’s legal department.

    As an in-house counsel, you will have immediate access to other functions, such as sales, HR, marketing, finance, product, or developers. With the right attitude, it won’t take long to establish yourself as a trusted advisor to your colleagues.

    This will give you invaluable insight into how a technology company operates, what qualities are of value, and where you could best utilise your talents and passions.

    You will also have access to all of the company’s vacancies. To give you an idea of the abundance of opportunities, an 80,000 employee business has over a thousand roles available at any given time, while a company with a headcount of 20,000 might have 250-300 open positions.

    As a lawyer, particularly if you have worked in private practice, you possess qualities that are desirable to many commercial teams, including a high IQ, attention to detail, the ability to work well under stress, the ability to remain calm in crisis situations, the ability to build relationships and establish trust, as well as business development and public speaking skills.

    As an internal employee, it is easier to demonstrate these qualities to your non-legal hiring managers and HR teams and transition into the role of your choice.

    Update

    This is a comment received from a Regional Legal Director of a global technology company in response to this post.

    “I wanted to reply to you regarding the shift from legal to commercial roles. I made that transition myself during my time at [a global company with 70 000 employees] where I went from Legal Director to Global Head of Sales, Bids and Business Development in a new business unit.

    As the unit was new, they wanted someone who knew the company well, had shown a sound commercial understanding of the business as well as governance and who had a lot of energy as it was almost like a start-up only in an existing company. And so they picked me who had been part of the high potential program and who also needed to ”climb” in order to stay in the company.”

    I guess it shows that this strategy works, particularly because it is so costly for corporations to lose (and replace) valuable talent who know the business well.

  • General Counsel Succession Planning

    General Counsel Succession Planning

    Succession planning is among the hottest topics in today’s boardrooms.

    Not having a succession plan can hurt companies especially if they are in hotly contested environments.

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  • What Makes a Successful In-House Counsel?

    What Makes a Successful In-House Counsel?

    Being good at your job is a multi-faceted accomplishment, and even more so for in-house counsel. What makes a good in-house lawyer? What qualities should you cultivate to ensure you are successful? Across companies, we asked various GCs what they have learned and seen in their years in the industry. Here are key steps that make for a successful in-house attorney:

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