Why a Single Talent Consultancy Can Deliver a Stronger Hiring Outcome

In many conversations with senior Talent teams and Hiring Partners in law firms, a common theme often comes up when discussing a new hire.
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 firms 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 firm? I’ve had four calls about it this week.

While the intention behind briefing multiple consultancies is to increase exposure, the candidate experience can occasionally suggest the opposite.

The benefits of a more focused consultancy partnership

An alternative approach that many 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 are best placed to engage existing networks, alumni and known talent.

If additional support is required, partner with a trusted talent consultancy.
That consultancy can then complement the internal effort with dedicated market mapping.

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, protect the employer brand and ultimately lead to a stronger shortlist.
 

This type of approach can create a more controlled hiring process, protect the 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, including some of the fastest concluded hires, have been those where we have been engaged on an exclusive basis.

This does not necessarily mean a retained search from the outset. In many cases, these begin as contingent mandates where the firm chooses to work with a single consultancy partner. If the brief requires deeper market mapping or a broader approach, 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 also creates a much clearer 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
• Conversations can be deeper, more consultative and focused on the opportunity itself

Importantly, this approach does not necessarily extend the timeframe of a hire. In many cases the opposite is true.

When a consultancy is working on an exclusive basis, the process often moves more efficiently because there is greater clarity and control in candidate conversations. Time is not spent persuading candidates which consultancy to engage with, or navigating multiple introductions to the same firm.

Instead, all the focus and energy goes into the search itself.

A stronger experience for candidates - and firms

Working closely with one talent consultancy allows for a more controlled and considered process.

It enables the consultancy to:

• Conduct deeper market mapping
• Engage candidates thoughtfully rather than reactively
• Act as a genuine ambassador for the firm’s brand and opportunity
• Present a carefully curated shortlist rather than a rapid volume of CVs

For law firms, where reputation, discretion and candidate experience are critical, this type of partnership can often deliver stronger outcomes.

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 leads the process and a trusted talent consultancy provides targeted support, can offer 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 search basis, we would be delighted to discuss how we can support your talent strategy.
Please feel free to get in touch to explore how a focused consultancy partnership could help you identify and engage the right candidates for your team.

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