career legal Market Review

Transcription

1 career legal Market Review & Salary Survey 2014

2 introduction We are delighted to report that 2013 saw a distinct upward trend across the legal industry following a turbulent time over the last few years. This has been reflected by an increase in demand for both temporary and permanent recruitment at law firms of all sizes and a candidate-short market across almost all practice areas seems poised to continue in this vain. Salary remains an important factor for lawyers and support staff and many are still noticing a lack of meaningful salary increase at review time, although across almost all areas the blanket pay freeze has been lifted. As market confidence is improving candidates are actively looking to move to gain their desired salary increase and they are placing a greater emphasis on salary, rather than on job security as we have seen in the past. We have seen candidates with specialist expertise command a significant increase on making the move, and top candidates will have multiple interview offers. Therefore firms have found they have to move quickly in a recruitment process, much more so than has been seen in previous years, and those slow to act are at risk of missing out on the top talent. We saw a 40% increase in interim roles compared to 2012, as they continue to be seen as a vital and cost effective part of recruitment, ensuring workload is covered without adding extra headcount. Firms enjoy the flexibility that comes with this type of recruitment especially when covering at peak times, for projects and cover for permanent hires. We have seen a large increase in the conversion of temporary and contract roles into permanent. We have seen a shortage of interim and temp workers and see this trend continuing throughout Broader recruitment trends saw the market place grow by over 3% during 2013 and forecasts for 2014 are currently set at 8.3% increasing to nearly 10% by 2015 according to the Recruitment and Employment Confederation. Our review contains insights and salary benchmarks using the most common terminology for the roles within the legal field across the wide spectrum of service areas, however if you require a more detailed or tailored review for your business we urge you to get in touch. The following report contains detailed information and analysis of all the elements of our business that support yours Contact us

3 contents 3

4 These are the elements of our business that support yours Professional Services Lawyers 06 Risk & Compliance 07 Patent & Trade Mark 09 Business Support Accountancy 12 Human Resources 14 Marketing & Business Development 16 Facilities Management 18 Paralegal 19 Document Review 20 Litigation Support 21 Document Production 22 Office Support Facilities & Office Support / Front of House 24 Legal Secretarial 25 Contact Us 26 Career Legal Limited 4th Floor, Camomile Court, 23 Camomile Street, London, EC3A 7LL tel: / info@careerlegal.co.uk / web: 4

5 professional services

6 lawyers January has most certainly launched 2014 to a very healthy start in the world of lawyer recruitment, continuing in the same style where 2013 left off. Salary benchmarking, overtime premiums, pay increases and even bonuses are top of discussion agendas in the boardroom, alongside the usual who is merging with who. All ingredients setting the scene for a busy 2014! New instructions continue to flow from clients, with Regulatory, Funds, Specialist Litigation, Property and Corporate Immigration seemingly leading the way, and in line with the general property market, lawyers have been in demand at the levels seen pre There has been a shift in locations outside London within the UK; Bristol and Cambridge in particular seem to be the subjects of particular attention by a number of firms and commercial organisations. With regard to the hot topic of post-qualification experience (PQE), for certain areas of specialisation firms are having to adjust their sights away from the classic solicitor profile of someone with 2-4 years PQE due to the lack of candidates post-recession. With firms considering alternative suitable candidates both above and below their ideal level, the favoured choice so far is that more is better than less. With regard to salaries, if the momentum of the last quarter of 2013 is maintained in both firms and companies alike, it may well be a matter of when in 2014, rather than if a major uplift in salaries can be expected. Lawyers Role Low High US Law Firms NQ 65, ,000 1 Year PQE 75, ,000 2 Years PQE 80, ,000 3 Years PQE 90, ,000 Top Tier City Law Firms NQ 60,000 65,000 1 Year PQE 67,000 74,000 2 Years PQE 74,000 80,000 3 Years PQE 80,000 90,000 Medium Sized Law Firms NQ 54,000 60,000 1 Year PQE 60,000 65,000 2 Years PQE 65,000 70,000 3 Years PQE 70,000 80,000 West End Law Firms NQ 38,000 45,000 1 Year PQE 45,000 55,000 2 Years PQE 55,000 65,000 3 Years PQE 60,000 70,000 Small / Boutique Law Firms NQ 38,000 45,000 1 Year PQE 40,000 50,000 2 Years PQE 42,000 74,000 3 Years PQE 45,000 82,000 In-House Up to 2 years PQE 35,000 60, years PQE 50,000 80, years PQE 80, , years PQE 80,

7 risk & compliance Compliance has continued to be an interesting and challenging area in terms of recruitment through 2013, but for different reasons to previous years. The first two quarters of the year saw compliance recruitment level-out with leavers being replaced, but as most firms are now in line with the OFR, there were fewer increases in team sizes and newly created teams. With The European Commission s proposals for a fourth money laundering directive (4th Directive) due later in 2014, it will be interesting to see the changes that might happen this year. Candidate flow was a major challenge in 2013, especially in the second half of the year, which saw a very limited number of candidates and a sharp increase in roles. The stiff competition for experienced candidates meant that almost every role we recruited for had the candidate receiving multiple offers. A reason for low candidate numbers, especially for those with 2-4 years experience, is due to a high number of candidates seeing the lure of moving into financial services or commercial companies and leaving legal compliance. The two main reasons are money and a lack of progression. Law firms will never be able to pay the same salaries as financial services, but there are other ways to improve retention of risk and compliance staff. One way firms are trying to keep their staff happy without raising basic salaries, is to offer paid overtime to allow current staff to take on more international work and projects. A number of large international firms have also taken away the cap on overtime. This is a real selling point when recruiting as candidates can see they will be directly rewarded for their hard work. Another scheme one firm has implemented which has improved retention rates and interest in their roles is a recognition award which allows a bonus to be paid on the spot if a project is completed or a lot of overtime has been completed (they do not have a set overtime policy). Salaries have risen at all levels across all sized firms, in line with a general trend, but the biggest increase in salary levels was seen for candidates with 1-3 years experience due to the multiple offers/counter offers they were receiving. Candidates are very reluctant to move for less than a 5k increase, and are very savvy at considering other factors such as overtime when they are considering their market worth. An interesting example is a candidate who was on 31k (granted they were under market value) who then, after counter offers, secured an increase of 14k and accepted a role at 45k! 7

8 Risk & Compliance Role Low High Compliance / Conflicts / AML Administrator 20,000 25,000 Qualified Risk & Compliance Assistant 24,000 29,000 Analyst 28,000 38,000 Senior Analyst 36,000 45,000 Officer 32,000 40,000 Senior Officer 40,000 50,000 Manager 60, ,000 Senior Manager 75, ,000 Director 80, ,000 Partner 100, ,000 Risk & Compliance / Conflicts Lawyer (0-1 PQE) Risk & Compliance / Conflicts Lawyer (1-4 PQE) Senior Risk & Compliance / Conflicts Lawyer (2-4 PQE plus 2-4 exp) Risk & Compliance / Conflicts Manager (mid sized firm / team) Risk & Compliance / Conflicts Manager (large firm / team) 35,000 45,000 45,000 60,000 75,000 95,000 70, ,000 85, ,000 8

9 patent & trade mark 2013/2014 has seen continued growth in the Patent & Trade Mark sector. We have seen perpetual demand for qualified attorney recruitment as private practices are eager to satisfy their clients ever increasing portfolios. We have also seen an increase in demand for capable part-qualified attorneys who have perhaps two years hands-on experience and can provide a valuable contribution. Salaries therefore have reflected this trend with offers creeping up at the junior end and also at the 3-5yr PQE plus level. Whilst larger firms are eager to expand and win market share it is noticeably admirable that salaries have not accelerated too far and firms are clearly being true to their career framework programmes. Patent and Trade Mark Support Staff salaries are also on the move with many firms now promoting the Secretary/ Paralegal who undertakes secretarial, records and formalities responsibilities; these candidates can command salaries 10% higher than the norm and allows firms to provide an efficient and highly skilled support. Firms that have previously engaged in junior secretarial programmes have contributed to the higher level of Patent Secretaries now in the field, who demonstrate strong academia, professional secretarial training and patent administration certification. Career Legal has seen an increase in recruitment projects in business support for Patent & Trade Marks, particularly in Marketing/Business Development, HR and Finance. As firms grow and expand, these key areas are on the increase. Career Legal can support clients in these areas with dedicated specialist recruitment teams, all of whom are experienced in the Patent & Trade Mark arena. We expect 2014 to develop strongly with private practices eager to win market share in both Patents & Trade Marks. 9

10 Patent & Trade Mark Role Low High Patent Professional Trainee Patent Attorney 24,000 34,000 Part Qualified Patent Attorney 36,000 54,000 Newly Qualified Patent Attorney 55,000 65,000 Patent Attorney 1-2 yrs PQE 65,000 75,000 Patent Attorney 3-4 yrs PQE 75,000 90,000 Patent Attorney 5 yrs+ PQE 80, ,000 Trade Mark Professional Trainee Trade Mark Attorney 23,000 33,000 Part Qualified Trade Mark Attorney 33,000 48,000 Newly Qualified Trade Mark Attorney 49,000 55,000 Trade Mark Attorney 1-2 yrs PQE 55,000 65,000 Trade Mark Attorney 3-4 yrs PQE 65,000 76,000 Trade Mark Attorney 5 yrs+ PQE 70, ,000 Support Staff Trade Mark Secretary 1-2 yrs exp 24,000 30,000 Trade Mark Secretary 3-4 yrs exp 30,000 38,000 Trade Mark Secretary 5 yrs+ exp 35,000 45,000 Patent Secretary 1-2 yrs exp 24,000 31,000 Patent Secretary 3-4 yrs exp 32,000 40,000 Patent Secretary 5 yrs+ exp 38,000 44,000 Clerks TM Records Clerk 1-2 yrs exp 20,000 28,000 TM Records Clerk 3-4 yrs exp 27,000 38,000 TM Records Clerk 5 yrs+ exp 36,000 43,000 TM Renewals Clerk 1-2 yrs exp 20,000 29,000 TM Renewals Clerk 3-4 yrs exp 27,500 37,000 TM Renewals Clerk 5 yrs+ exp 36,500 42,500 TM Formalities Clerk 1-2 yrs exp 22,000 29,000 TM Formalities Clerk 3-4 yrs exp 28,500 37,000 TM Formalities Clerk 5 yrs+ exp 36,000 44,000 TM Administration Manager 38,000 60,000 Patent Records Clerk 1-2 yrs exp 18,000 28,000 Patent Records Clerk 3-4 yrs exp 20,000 38,000 Patent Records Clerk 5 yrs+ exp 36,000 46,000 Patent Renewals Clerk 1-2 yrs exp 20,000 29,000 Patent Renewals Clerk 3-4 yrs exp 29,000 37,000 Patent Renewals Clerk 5 yrs+ exp 36,500 44,000 Patent Formalities Clerk 1-2 yrs exp 24,000 30,000 Patent Formalities Clerk 3-4 yrs exp 29,000 39,000 Patent Formalities Clerk 5 yrs+ exp 36,000 47,000 Patent Administration Manager 45,000 64,000 10

11 business support

12 accountancy The last twelve months have seen an increase in recruitment activity compared to Areas of increased activity include Revenue (Credit Control, Billing and Revenue Control), Management Accounts and Business Analysis. The past year has seen a dearth of new or currently available candidates. We have seen candidate shortages in most areas of accounting recruitment, particularly in the general revenue area. Some firms have been more flexible with regard to sector experience and have therefore been more successful with filling their vacancies. We have seen a big increase in the recruitment of fixed-term contract and temporary roles, these areas accounted for 21% of all accounting hires. The following table breaks down vacancies by category: Accounts Payable 8% Legal Cashiers/Accounting 26% Billing 17% Revenue 14% Credit Control 12% Accountants 13% Finance Systems 5% Executive Management 5% It has been a challenging year for recruiters with regard to sourcing candidates, with strong shortages in some areas and a decreased candidate pool. Rates for temporary, contract and permanent workers have remained broadly the same over the last 12 months; however some firms have been very generous with salaries for Billing/Revenue staff, especially those with e-billing experience, due to the lack of experienced candidates in this area. 12

13 Accountancy Role Low High Accounts Payable Assistant 18,000 26,000 Clerk 25,000 33,000 Supervisor 33,000 38,000 Manager 39,000 45,000 Legal Cashier / Accounting Assistant 18,000 25,000 Clerk 28,000 38,000 Supervisor 35,000 42,000 Manager 43,000 62,000 Billing Assistant 20,000 26,000 e-biller 29,000 41,000 Clerk / Coordinator 26,000 34,000 Supervisor 34,000 42,000 Manager 40,000 51,000 Revenue Control Assistant 22,000 29,500 Controller 28,000 39,000 Supervisor 44,000 52,000 Manager 49,000 82,000 Credit Control Assistant 22,000 25,000 Controller 28,000 38,000 Supervisor 38,000 47,000 Manager 42,000 64,000 Accountants Part Qualified 28,000 35,000 Newly Qualified 33,000 42,000 Financial Accountant 45,000 55,000 Management Accountant 45,000 55,000 Manager 57,000 80,000 Finance Systems Analyst 35,000 58,000 Accountant 55,000 62,000 Manager 70, ,000 Executive Management Finance Manager 65, ,000 Finance Controller 75, ,000 Finance Director 95, ,000 13

14 human resources 2013 was a busy and exciting year for the HR market. We saw a steady increase in roles from generalists to specialists, key areas being Recruitment and Learning, with 2014 starting out extremely positively. Across the generalist area, there has been a high demand for mid-level Officers/Advisers. This then dipped to more junior roles becoming available throughout the summer, as teams were expanding. There was a peak in demand for recruitment specialists from the summer of last year, with businesses placing focus on cutting down recruitment costs through more direct hiring. As talent management and maintaining high performing teams is paramount across all law firms we envisage these areas to continue to grow and the demand to increase. Talent, Learning & Development continues to be an area of growth with an increase in roles requiring candidates with e-learning experience and other more technical skills. With firms focusing on streamlining international training, experience of working with overseas offices has also become increasingly important. Graduate recruitment has also seen a rise albeit still very seasonal in terms of demand. 14

15 Human Resources Role Low High Generalist Administrator 24,000 27,000 Assistant 27,000 30,000 Advisor 30,000 38,000 Officer 35,000 45,000 Manager / Business Partner 45,000 55,000 Senior Manager 65,000 80,000 Head of HR 85, ,000 HR Director 100, ,000 Recruitment / Resourcing Administrator 25,000 27,000 Assistant 27,000 30,000 Advisor 30,000 35,000 Officer 35,000 40,000 Manager 40,000 60,000 Senior Manager 60,000 75,000 Director 75, ,000 Learning & Development Administrator 25,000 28,000 Reward / Compensation & Benefits including HR Information Systems & Expat / Mobility Assistant 26,000 30,000 Advisor 30,000 33,000 Officer 33,000 37,000 Manager 45,000 65,000 Senior Manager 65,000 75,000 Director 75, ,000 Administrator 25,000 28,000 Assistant 26,000 30,000 Advisor 30,000 33,000 Officer 35,000 40,000 Manager 40,000 60,000 Senior Manager 60,000 75,000 Director 75, ,000 Organisational Development / Change Manager 50,000 70,000 Director 75,000 90,000 Employee Relations / Policy Officer 35,000 45,000 Manager 60,000 85,000 15

16 marketing & business development 2013/2014 has continued to be very buoyant for legal business development teams with an increased demand across nearly all functions. Firms are continuing to place a high priority on commercially-driven business development and client relationship initiatives to keep up with an increasingly competitive legal landscape, where understanding the client is at the heart of all activity. This competition has resulted in a high volume of tendering being requested from clients as well as an expectation of increased client and value-added services as mandatory. These client-driven demands have resulted in skills such as strategic bids and tenders management, business development and client relationship management becoming increasingly valuable in what is already a skills short market. Business Development professionals from Executive to Senior Manager have been in the highest demand and firms have rigid expectations to meet all criteria including previous legal experience, practice or sector knowledge and personality fit. This has resulted in what can be a lengthy time to recruit and, similarly, quality candidates having numerous opportunities to choose from. This has enabled strong candidates to command large salary increases when moving firms. Understanding the client has continued to be at the core of all firms which has resulted in Client Relationship Management/Key Account Management skills being paramount. In addition, the trend to market firms as being industry specialists and having a thorough understanding of the issues facing their clients and the market they operate within has increased demand for specific sector experience. Cross-selling and information sharing between practice areas often poses a challenge, making the need for BD professionals to be extremely knowledgeable and influential with these stakeholders in order to obtain results and drive forward maximum revenue generation from the existing client base. Other areas such as Events & PR have also been much busier than previous years, indicating a return in confidence from candidates and firms alike. Overall, Legal Marketing / BD continues to be an area of evolution and progression resulting in high recruitment activity and solid career progression opportunities. 16

17 Marketing & Business Development Role Low High Marketing Assistant 22,000 26,000 Executive 27,000 35,000 Senior Executive 35,000 45,000 Manager 45,000 60,000 Senior Manager 60,000 80,000 Head of 70, ,000 Director 100, ,000 Business Development Assistant 22,000 28,000 Executive 30,000 40,000 Senior Executive 36,000 45,000 Manager 50,000 75,000 Senior Manager 70, ,000 Head of 70, ,000 Director 100, ,000 PR / Communications Assistant 22,000 25,000 Executive 26,000 35,000 Senior Executive 35,000 45,000 Manager 45,000 65,000 Senior Manager 55,000 75,000 Head of 70, ,000 Events Assistant 22,000 26,000 Executive 27,000 35,000 Manager 40,000 60,000 Head of 60,000 80,000 Database / CRM Assistant 22,000 26,000 Executive 27,000 40,000 Manager 40,000 60,000 Proposals / Bids Executive 30,000 45,000 Manager 45,000 65,000 Senior Manager 60,000 75,000 Head of 70,000 90,000 Client Relationship Management Executive 30,000 45,000 Manager 50,000 70,000 Head of / Senior Manager 80, ,000 17

18 facilities management The market for facilities management roles in 2013 was steady and improving in line with the progress we saw in There has been an increase in the number of roles coming onto the market but also a more visible increase in the number of candidates. Candidate confidence continued to improve with new candidates coming into the market who were previously unwilling to move. The primary goal of job seekers was progression and finding new challenges in roles, rather than being financially motivated. Candidates have found roles stagnating during the past few years and there has been a strong desire for change and career development. The number of facilities management positions has improved but the market is still relatively quiet in comparison to pre-2008 levels. The influx of mid level roles was consistent and was the largest area of activity followed by junior management and assistant manager level. Movement at the more senior end of the market continued, as in 2012, to be slow. There was a higher prevalence for senior hard services orientated roles, showing a marked improvement in the number and scale of projects being embarked upon by our clients. Overall salaries remained stable showing no signs of upward movement. Facilities Management Role Low High Facilities Management Assistant Facilities Manager 30,000 40,000 Deputy Facilities Manager 35,000 45,000 Space / Moves Manager 40,000 50,000 Building Services / Maintenance Manager 40,000 55,000 Projects Manager 40,000 90,000 Health & Safety Manager 40,000 75,000 Client Services Manager 40,000 55,000 Property / Building Manager 40,000 55,000 Office Manager 35,000 60,000 Facilities Manager 40,000 65,000 Head of Client Services 55,000 80,000 Head of Business Continuity 60,000 90,000 Head of Property / Real Estate 60,000 90,000 Head of Administration 60, ,000 Head of Facilities 60,000 90,000 Director of Administration 90, ,000 Director of Facilities 80, ,000 18

19 paralegal In 2013 we saw the Paralegal market expand rapidly due to a number of high profile matters, such as LIBOR, which created extensive work for a large number of firms. We expect further demand throughout this year as the market improves and law firms and legal departments continue to view them as a readily available, flexible and cost effective resource. Due to these projects, Litigation has remained the strongest growth area, but we have also seen an increase in Corporate, Banking and Property. A further challenge when recruiting for these roles is not just finding a candidate with the right academics and experience, but also ensuring they are not conflicted out of the assignment. Language skills have continued to be in demand, however we have seen a shift in the languages requested with a higher level of interest in German, French and Mandarin. Paralegal recruitment has predominantly remained on a temporary basis, but, with candidates seeking more security, if firms know the project is going to be longer term they are more likely to offer three-month/six-month rolling contracts. Overtime is becoming standard for temporary, contract and permanent paralegal roles, and candidates are being very savvy about asking the rates and hours/caps before accepting an assignment. Paralegal salaries have inflated across all practice areas, especially in the last quarter of 2013, as experienced candidates are receiving multiple offers. When the roles are very similar, the candidates are purely salary driven, with the reputation of the firm or the nature of the case being of little consideration. Those managing to secure the best talent are doing so by offering a higher salary. Paralegal Role Low High Perm Paralegal (0-2 years exp) 22,000 28,000 Senior Paralegal (3/4+ years exp) 28,000 38,000 Paralegal US Firm (1-2 years exp) 28,000 35,000 Senior Paralegal US Firm (3/4+ years exp) 34,000 45,000 Paralegal (Language) 25,000 36,000 In-House Paralegal 25,000 35,000 In-House Paralegal (Financial Services) 26,000 40,000 Temp Paralegal Paralegal (US) Paralegal (Language) Overtime Overtime 1 Over 7 hours a day Time and a half Overtime 2 Overtime 3 After 10pm on a weekday and on Saturdays After midnight on a weekday, over 6 hours on a weekend Double time Triple time *Please note that these are what we consider to be the minimum expected overtime rates. 19

20 document review Document Review has grown considerably over the last year, with a change in preference for this to be conducted by qualified lawyers (admitted in the UK or an overseas jurisdiction) rather than paralegals for both initial and further levels of review. It was once considered a stop gap while seeking a permanent role, but document review is now a chosen career as the profession allows flexibility between projects, which can last anywhere from a couple of weeks to a couple of years, and also commands a very good salary. This means the pool of candidates with experience is increasing, however there is still a deficit and competition for the best talent. A continuing challenge particularly affecting document review professionals is the potential conflict for an assignment due to a previous matter they have worked on. This was particularly prevalent last year due to the LIBOR scandal. US firms are used to paying a premium for their document review staff, but now rates have gone sky high across the board as firms are competing for the same candidates. They are paying higher salaries to attract the candidates and also to ensure commitment for the duration of the project. The highest hourly rate we saw last year was a Silver Circle firm paying 39.50ph plus overtime for the document review lawyers. We are interested to see what level the salaries might reach during 2014! Document Review Role Low High Document Review Paralegal Qualified Language Qualified - US Paralegal - US Overtime Paralegal Qualified Overtime 1 Over 7 hours a day Time and a half Overtime 2 Overtime 3 After 10pm on a weekday and on Saturdays After midnight on a weekday, over 6 hours on a weekend Double time Triple time *Please note that these are what we consider to be the minimum expected overtime rates. 20

21 litigation support A relatively new area for some firms, litigation support has been growing in recent years and in each firm takes on a different guise; for some it is very technical and IT based, for others more supervisory and project management, and for some it s both! Career Legal has identified this as a specialist area and over the past year has recruited successfully for a number of roles. The major difficulty with recruitment for these roles is a lack of experienced candidates, and so the few that are on the market will be interviewing at multiple firms and receive multiple offers, meaning they often end up with a marked salary increase. The larger firms have established teams and will have anywhere from a couple to a dozen people in the team and will often manage the whole process from the initial instruction of the case, advising on which support platform is most appropriate, to liaising with the vendor to implement those decisions, and training the associates and paralegals who will be conducting the litigation. Some of the Litigation Support Managers will be qualified lawyers, some paralegals who have taken on more of the technical side, and some from an IT background. All this together makes benchmarking quite difficult as each role has a different skill set, but we have collected data and have outlined below. Litigation Support Role Low High Litigation Support Assistant 27,000 35,000 Analyst 40,000 55,000 Manager (stand-alone) 55,000 65,000 Manager (of a team) 60,000 85,000 21

22 document production Document Production has experienced a huge growth surge within both temporary and permanent markets over the past 12 months. More and more law firms are now opening or using in-house Document Production Units and are producing their own pitch, proposal, tender and marketing materials on site. This has been an area of growth and development for many firms across London. The DPS recruitment team are finding that the Document Production / WP Operator role is evolving and is now recognised as a speciality within the set-up of a firm s business support area. We are receiving requests for candidates to not only be advanced users of Word, Excel and PowerPoint but also be experienced in Workflow, Team Management and Training. We foresee continued growth in this area. Due to the increase in demand within this specialist area Career Legal have taken the decision to introduce a dedicated division. We have experienced consultants with specialist expertise in Legal Document Production recruitment offering a bespoke temporary, permanent and contract recruitment solution within this niche area. During 2013 salaries on the whole remained static (around the 33 34k mark) for a day time DPS. However as we move in to 2014 we are seeing a slight increase within some firms, offering up to 37k for a day time DPS. We envisage this to continue throughout the year. Document Production Role Low High Document Production Manager 48,000 58,000 Team Leader 42,000 48,000 Coordinator / Workflow 38,000 44,000 Operator / Specialist 34,000 36,500 Proofreaders / Document Checker 30,000 36,000 22

23 office support

24 facilities & office support/front of house The market has seen a positive improvement over the last twelve months. There has been an increase in the volume of permanent jobs at an operational and management level, including part-time Receptionist positions. With client and candidate confidence improving, candidates with longevity in their previous roles are displaying confidence to apply for new positions. This in turn means there are better, more experienced candidates seeking new roles in the market place. Candidate salary expectations are often not falling in line with the current market salaries which have remained stagnant. The temporary market has also seen a significant increase on an operational level; however rates are yet to increase, even though the cost of living and client expectations have. With a high demand for immediately available candidates this has proved challenging in a candidate-driven market. An increase for temporary and permanent supply within the print room and mail room has been significant, with a lack of experienced reprographics operators available as many have retrained in other areas. Often firms are now cross-training within both departments enabling them to cover holiday and sickness internally. Facilities & Office Support Role Low High Facilities & Office Support Receptionist 23,000 29,000 Front of House / Welcome Host 21,000 25,000 Reception Team Leader / Supervisor 28,000 35,000 Reception Manager 30,000 45,000 Client Services Manager 40,000 55,000 Switchboard Operator 23,000 28,000 Switchboard Supervisor 28,000 35,000 Hospitality Assistant 18,000 26,000 Concierge / Floor Host 18,000 24,000 Print Room Operator Days 18,000 24,000 Print Room Operator Evenings 24,000 29,000 Print Room Operator Nights 26,000 32,000 Print Room Team Leader 24,000 32,000 Print Room Manager 33,000 40,000 Mail Room Assistant 18,000 25,000 Mail Room Team Leader 25,000 29,000 Mail Room Manager 30,000 35,000 Archives / Records Assistant 18,000 25,000 Archives / Records Supervisor 26,000 32,000 Archives / Records Manager 30,000 38,000 Audio Visual Technician 24,000 28,000 Maintenance Assistance 18,000 26,000 Maintenance Engineer 24,000 35,000 Facilities Assistant 18,000 28,000* Facilities Coordinator 24,000 32,000 Helpdesk / Service Desk 24,000 28,000 24

25 legal secretarial The permanent market saw a significant upturn in 2013, with this trend continuing into A clear feature repeated from the previous year is the emphasis on quality and with more firms competing for the best candidates, salaries have risen above inflation. Firms are also improving the training and development of their secretarial population and placing more emphasis on recruiting less experienced and more junior staff often of graduate calibre who they believe will keep pace with the evolving role of the legal secretary. Candidate confidence has also risen with the brighter economic outlook. Firms are doing a better job at retaining talent, with more structured career development opportunities for secretaries and better management of their secretarial staff. We expect the market to continue to improve throughout 2014 and the trends that we have seen in 2013 to continue. Legal Secretarial Role Low High UK Firms College Leaver 18,000 24,000 Legal Secretary (6 to 18 months) 22,000 27,000 Legal Secretary (18 to 36 months) 24,000 34,000 Legal Secretary (Partner Level) 32,000 40,000 Legal Secretary (Senior / Managing Partner) 36,000 55,000 Float 32,000 40,000 Coordinating / Group Secretary 38,000 50,000 Secretarial Manager 45,000 70,000 US Firms College Leaver 22,000 25,000 Legal Secretary (6 to 18 months) 24,000 32,000 Legal Secretary (18 to 36 months) 32,000 39,000 Legal Secretary (Partner Level) 33,000 44,000 Legal Secretary (Senior / Managing Partner) 38,000 58,000 Float 34,000 44,000 Coordinating / Group Secretary 42,000 50,000 Secretarial Manager 48,000 70,000 25

26 contact us 26

27 Contact us Career Legal Limited 4th Floor Camomile Court 23 Camomile Street London EC3A 7LL Telephone: Web: