Despite a significant push for DEI from a wide range of stakeholders, the legal sector as a whole typically holds a narrow view of talent and recruits within its sector specialisation. Green Park was recently approached by a progressive international law firm seeking to recruit from a broader pool for proactive, innovative, and best in class talent. Green Park was selected by the firm to source two roles: Global Head of Culture & Inclusion and DE&I Manager.
Green Park was retained by a leading international law firm with a progressive approach to DE&I to source two roles: Global Head of Culture & Inclusion and DE&I Manager. The ideal candidates would be deep subject matter experts who reflected the proactivity, innovation and best in class offering the client is known for.
While our client was an exception, the legal sector as a whole often overlooks talent outside of its sector specialization. Before hiring Green Park, the client had difficulty targeting and engaging deep subject matter experts, many of whom had not considered the legal sector previously.
Green Park was chosen for our reputation in the field of diversity, inclusion and equity. We took time to understand the law firm’s brand and their progressive approach to DE&I to actively sell our client in the market. Because of our track record, we were able to utilize our diverse networks and engage ideal candidates, many of whom were previously hesitant to engage but became open to discussion because of the Green Park partnership. We also suggested talent from outside of the legal sector, which educated the client as to the transferability of skills for DE&I roles and broader commercial roles across the firm.
Using data and insights from our expert understanding of the marketplace, we were able to advise on salary benchmarking for both roles. We also initiated GP Scope as a risk mitigation tool, as the client benefited from the reassurance that all approaches and evaluations would be highly targeted. Our knowledge of the market meant we were able to efficiently provide a robust shortlist for both roles, and the client was ultimately spoilt for choice.
Our clear and transparent communications and candidate management throughout the process resulted in smooth offer negotiations for candidates in both processes, as well as excellent candidate and client experiences.
The client was hugely impressed with the quality of candidates presented, service delivered and our evident expertise in the market. The final short lists featured 6 strong names for each role and all of which the client could see being successful in the role. After a rigorous interview process the shortlist was reduced to 2 candidates for each role, both of whom they would have been comfortable to offer and would have added substantial value to the organisation. The offer was made and successfully managed through a long notice period and successful initial onboarding. Both candidates are adding significant value to the team and the organisation as a whole with their impact being felt across the board.
“Working with Liz Walker at Green Park has been a pleasure from start to finish. Partnering with a specialist organisation enabled a deeper understanding of our challenges, and provided a strong network of exceptionally qualified candidates. Green Park ensured efficient and timely delivery of an excellent slate of candidates and we were impressed with the engagement from start to finish” – The Client
“My experience with Green Park has been extremely positive from the outset. I cannot thank Liz more for guiding me through the process, sharing advice and checking in after each stage. Liz’s friendly and professional approach made the whole experience enjoyable. I really couldn’t have asked for more. From my experience I would highly recommend Green Park and Liz.” – The Candidate