Third Time’s a Charm: Securing a Commercial Counsel for a Cheshire Tech Leader

The Situation

Finding the right fit for an in-house legal counsel role isn't just about the CV; it’s about the mindset. Our client, a fast-growth tech business based in Cheshire, learned this the hard way. Before they approached us, they had made two offers to direct applicants for a Commercial Legal Counsel position. Both fell through at the final stage.

The client was understandably frustrated. They felt that the candidates coming through their own channels lacked the right attitude and cultural alignment for a high-paced tech environment. As a firm that regularly recruits at the Head of Legal and General Counsel level across Manchester and the wider North West, we knew this wasn't necessarily a talent shortage issue—it was a process issue.

The Strategy

We started by stripping it back to basics. We provided a clear steer on legal salary and package benchmarking to ensure they were positioned correctly against the competitive Manchester and Cheshire markets.

But the real turning point was the level of collaboration. This wasn't a "fire and forget" instruction. The client worked in true partnership with us. When we identified a candidate with the right energy and technical skill set, the client stayed incredibly close to the process, treating us as a true extension of their leadership team.

Closing the Deal

The offer stage is usually where these processes live or die. What made this work was the client’s agility. We jumped on a virtual call at short notice to really thrash out the candidate’s motivations. Because the client was so transparent and willing to listen, they were able to shape a bespoke offer that spoke directly to what the candidate was looking for. Kudos to the General Counsel, Recruitment Advisor and Head of Legal for investing so much time and effort into this hire. 

It’s rare to work with a client who is that proactive, and it made all the difference. Whether we are placing a General Counsel or an in-house legal counsel, that level of engagement is what guarantees a signature.

The Result

• Time to Hire: Under one month from the initial instruction.

• Quality of Hire: We secured a candidate with a fantastic attitude who hit the ground running.

• Process: No "offer fatigue" and no missed opportunities—just a direct, collaborative path to a successful hire.

The Lesson

When a client treats their recruitment partner as a consultant, the results follow. By being flexible and moving at pace during the negotiation stage, we turned a previously stalled search into a major win for their legal team.