Why a Single Talent Consultancy Can Deliver a Stronger Hiring Outcome

When establishing a new relationship with senior talent teams and hiring partners in law firms, it is not unusual to hear something like:

We’re working the role internally and will also brief a few other consultancies to help cast the net wide.

On the surface, this approach makes perfect sense. The intention is clear: maximise reach, ensure visibility across the market and ultimately identify the strongest possible candidates.
However, the reality of how hiring processes unfold can sometimes look a little different.

The challenge of multiple consultancies working the same mandate

When several talent consultancies are working the same role simultaneously on a contingent basis, there is naturally a sense of urgency to engage candidates quickly. Most consultsancies will begin by exploring similar channels: LinkedIn searches, existing networks and internal databases.

This can often lead to the same individuals being contacted by multiple consultancies about the same opportunity, sometimes within a very short period of time.

As a result:

• Candidates may receive several approaches regarding the same role
• The focus can shift toward the most visible candidates rather than the full market
• There is less opportunity for consultancies to conduct deeper market mapping or more considered outreach

For candidates, repeated approaches can sometimes create confusion about the opportunity itself. Recently, one candidate commented to me:

Is there something wrong with this vacancy or the law firm? I’ve had four calls about it this week.

While the intention behind briefing multiple consultancies is to increase the number of relevant applicants, the candidate experience may be negatively impacted.

The benefits of a more focused consultancy partnership

An alternative approach that many law firms are increasingly finding effective is a more structured collaboration between internal talent teams and a single external consultancy partner. This often works best through a staged process:

Internal talent teams lead the initial search.
They will engage with existing networks, alumni and known talent.

When additional support is required, partner with a trusted talent consultancy.
The consultancy will enhance the internal effort with dedicated market mapping and consult on the most effective next step.

Share candidates already contacted to avoid duplication.
This helps ensure a coordinated approach to the market.

Give the consultancy time to properly map the market and present a carefully curated shortlist.
This type of approach can create a more controlled hiring process, bring in candidates outside the normal talent pools, protect the firm's employer brand and ultimately lead to a stronger shortlist.

Where exclusive partnerships deliver the strongest results

In our experience as a legal talent consultancy, many of our most successful mandates are those where we have been engaged on an exclusive contingent or retained basis.

Although retained is always advised for sensitive and executive hires, this does not necessarily mean a retained search from the outset for all roles. Many positions are successfully recruited via contingent mandates, where the firm chooses to work with us as single consultancy partner. If the brief requires deeper market mapping or a broader approach, usually due to distinctive market challenges, the process can also naturally evolve into a more formal search.

Exclusivity allows us to fully commit our time and resources to mapping the market and identifying the right candidates, rather than competing with multiple consultancies approaching the same individuals. It creates clarity and a superior experience for candidates.

When one consultancy represents the opportunity:

• Candidates receive one consistent message about the role and the firm
• There is no conflicting or competing information
• The process is faster and more efficient 

A collaborative hiring model

Of course, every organisation will have its own hiring strategy and there are many ways to approach recruitment.

However, many senior talent teams are finding that a collaborative approach, where internal recruitment teams partner with a trusted talent consultancy, offers both reach and depth.

It creates the space for a genuine market search, reduces duplication in candidate outreach and ultimately helps ensure the right people are engaged in the right way.

Discuss your hiring needs

If you are considering a senior hire within legal business services, whether on a contingent or retained  basis, we would be delighted to discuss how we can support your talent strategy.
Please feel free to get in touch to explore how we can help you identify and engage the right candidates for your team.

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