Life is busy and all too often planning for our careers takes a back seat. Quite frankly, we don’t have time to think about the long term. In reality, for a lot of us, we only think about our careers if something negative happens. Maybe, we don’t get the promotion to partnership we know we really deserve; a lateral comes on board who isn’t quite right. Or we react to an approach from another law firm. Without a plan we end up with a knee jerk reaction…

In my years of recruitment, I have seen many ranging from the biblical to the more manageable. It’s a way for the candidate to really sell themselves but why do we find them so difficult to complete? Why do female partners in particular really struggle with them?

Law firms spend an incredible amount of time and money on hiring partners. The aim is to onboard a partner who will be a success, integrate into the team and wider firm, generate clients and have a long and happy career. Here are my thoughts on how to achieve just that.

I have worked in recruitment for almost 15 years with a well-known and very well-respected London agency. But recently I realised my focus has shifted to working with female lawyers and with law firms who were keen to address the diversity issue within their team.

I’m so proud to be able to say that Norah Durrant Recruitment has been set up by a team of fantastic women and I would like to thank them all.

Is it just money? Does that really push people to move firms? Working with female lawyers over the years has shown me money is definitely not the motivating factor when making a move. Yes, of course it’s important but it is not the driving factor. So what is?