Reverse Headhunt

Lucas Bond were approached by an experienced Senior Manager looking to a take a career route to Partnership, including equity buy-in. Our specialist team took the time to meet the candidate over lunch, allowing us to understand their motivations and the goals they wanted to achieve within their career. Alongside our candidate, our specialist consultant established timescales for each stage of the process, putting into place key review dates and actions to ensure our candidate felt confident and ready to take the next steps.

Together, we mapped out the local market and identified the relevant firms – based on previous experience and market knowledge – that we deemed to fit our candidate’s requirements. Having looked over our suggestions, we supported our client in selecting the firms they felt most suited to them, allowing us to take the first steps in securing the right position for them.

Our candidate secured 4 interviews, with constant support and interview preparation from our specialist consultant throughout.

Working together, we achieved 3 formal job offers, one of which was accepted by the candidate. We continue to stay in contact, monitoring progress and ensuring everything runs smoothly for the candidate by meeting personally every 3 months to review how things are progressing.

Internal Recruitment

The Director of a well known independent practice came to Lucas Bond having just restructured and rebranded the company. At Lucas Bond, we recognise that finding the right talent at the earliest opportunity is the best way to go, which is why this client came to us specifically.

We met several times with the Director to deeply understand the brand, the company structure and the nature of the role, alongside reviewing their current recruitment processes. We collaboratively built a process which we felt would allow the client and candidate to make informed decisions.

Having mapped the local market, we identified approx. 34 candidates suited to the client brief. We kept our advertising to a micro targeted group via social media, ensuring everything was done under our client branding.

Starting the process off with telephone interviews for 5 selected candidates, we then met and interviewed each candidate personally before recommending our top applicants to the client for technical testing, personality profiling and the interview stage.

We cut down the long process, meaning the board of directors only had to meet the candidate once to make a formal decision. We worked closely with all parties involved to build a formal offer that was right for everyone.

At Lucas Bond, we continue our involvement with both the client and candidate, including regular reviews and performance updates which are obtained by our consultants. As our work was such a success, we are now on board to repeat the process and work with our client for the long term.

Market Knowledge

A professional body came to Lucas Bond looking for research into the current senior leadership structures of top regional firms in order to ascertain the balance between male and female employees operating at a senior level.

Our mapping extends to identifying the best mid-tier talent and having reviewed hiring practices over past three years, we will model how we see trends developing over the coming generation.

We use our research, including interviews with top HR Directors and Heads of Talent, to look at current obstacles and barriers within practice, seeing how these can be addressed with strong yet flexible recruitment policies.

Retained Headhunt

At Lucas Bond, we are currently working with the Chairman of a Top 100 Multi Office Regional Firm that are currently going through a Partnership restructure.

As the firm are looking to identify talent to join the company at the highest strategic level, our mapping extended beyond the local market to a national level. We simultaneously ran a targeted advertising campaign via select job boards, social media platforms and professional publications, to reach top passive talent.

Our consultants travelled across the country to meet and interview each potential candidate in person. We provided a full ‘Briefing Pack’ outlining the opportunity and the application process, as well as providing information about the local market, housing, schools etc for those looking to relocate.

Upon presentation of the shortlist, two interviews were arranged and a formal offer was made and accepted. We continue to work closely with the candidates in supporting their exit from their current business, including relocation assistance to help ensure they transition smoothly into the new role.