career legal Market Review

Transcription

1 career legal Market Review & Salary Survey 2013

2 introduction Welcome to the Career Legal Market Review and Salary Survey for Following a turbulent time across the industry over the last few years we are delighted to report that 2013 has seen a distinct upward trend in the demand for both temporary and permanent recruitment. That said this trend has not yet legal sector with stagnant or slightly reduced starting rates for many of the roles. This may be because the new found optimism is still in its infancy and cannot yet salary levels to increase during 2013 and in to 2014 as the market continues to grow. The last twelve months have also seen a growth in requirements for more specialised and project based roles across many of the professional and business support functions which will also contribute to an upsurge in remuneration. Our review contains insights and salary benchmarks using the most common 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

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 15 Facilities Management 17 Paralegal 18 Legal Document Production 19 Office Support Facilities & Office Support / Front of House 21 Legal Secretarial 22 Contact Us 23 Career Legal Limited 4th Floor, Camomile Court, 23 Camomile Street, London, EC3A 7LL tel: / info@careerlegal.co.uk / web:

5 professional services 05-10

6 lawyers The first quarter of 2013 has most certainly taken over from where the last quarter of 2012 left off. New instructions in 2013 are significantly up on the first quarter of More good news for recruitment is the marked increase in the number of impressive candidates voluntarily dipping their toe into the recruitment market to better their prospects because they want to rather than have to. Furthermore there is even a sign of a good level of recruitment returning within the property law market which is often referred to as a barometer of the state of the legal recruitment market. Increased activity in the recruitment of lawyers is not confined to law firms alone. In-house legal teams have not only shown an increase in the number of permanent hires but have also not been slow in coming forward to the start and the finish something not seen for many years. With regard to salaries, if the momentum of the first quarter of 2013 is maintained, firms and companies alike may well adjust their salaries upwardly. Lawyers Role Low High US Law Firms NQ 70,000 95,000 1 Year PQE 80, ,000 2 Years PQE 90, ,000 3 Years PQE 100, ,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 80,000 Plus

7 risk & compliance Risk & Compliance in law firms has continued to grow over the past year but at a slower rate than in previous years. Job titles, team structures, and duties involved in each role still vary greatly between law firms and therefore salaries cover a wide range. Some firms who have set up new teams have chosen to do so in a regional office for cost purposes, but have of opportunities are in London and candidates are relocating for career progression. Salaries are typically 20% higher in London at entry level, but the gap narrows at a more senior level. Global law firms are still split between offering a 24 hour service and with shift patterns in the UK covering 7am- 10pm seem to be working well, but those with night shifts seem to be moving their members to a day team. The shift patterns come with a premium in terms of salary, typically 20% over what the normal 9-5 salary would be. The firms that do not operate a shift pattern often offer overtime, although some only offer this at a junior level and not to their seniors, some offer it at all levels, and this tends to be at time and a half and may have an on call weekend offering. We have seen a rise in bonuses for the Risk & Compliance teams over the past year and higher jumps at pay review as firms are increasingly aware of what they need to do to retain staff. Salary benchmarking at the senior / manager / director level continues to be difficult and varies greatly as each role encompasses such different duties. More often than not when assessing if the incumbent is rewarded wide range to entice the best candidates.

8 Risk & Compliance Role Low High Compliance Administrator 18,000 26,000 Assistant 22,000 30,000 27,000 40,000 40,000 60,000 Lawyer 49,000 65,000 Senior Lawyer 60,000 90,000 Manager 60, ,000 Director 150, ,000 New Client / Matter Inception 22,000 30,000 Administrator 25,000 31,000 30,000 45,000 60,000 80,000 Lawyer 65,000 75,000 Manager 60, ,000 Head 80, ,000 AML Administrator 24,000 38,000 30,000 40,000 45,000 55,000 Manager 60,000 90,000 Lawyer 70, ,000 Risk Assistant 23,000 27,000 Analyst 29,000 40,000 40,000 50,000 Lawyer 70,000 90,000 Senior Lawyer 90, ,000 55,000 85,000 80, ,000 Director 120, ,000

9 patent & trade mark This year Career Legal has undertaken a more thorough questionnaire for Patent & Trade Mark attorney firms, line with supply and demand, with increasing need for electronics attorneys who command more competitive salaries to secure their services. Redundancies are still not uncommon, particularly amongst support staff, indicating a reduction of work flow in some firms which will no doubt have an effect on salaries. Firms which are enjoying progressive success and growing remain committed to rewarding their staff who are enjoying higher salaries. Our information is taken from our own surveys, our database of candidates, jobs registered and jobs offered. We combine this information to give as accurate a picture as we can achieve.

10 Patent & Trade Mark Role Low High Patent Professional Trainee Patent Attorney 22,500 32,000 33,000 49,000 50,000 64,000 Patent Attorney 1-2 yrs PQE 65,000 74,000 Patent Attorney 3-4 yrs PQE 75,000 85,000 Patent Attorney 5 yrs+ PQE 80, ,000 Trade Mark Professional Trainee Trade Mark Attorney 23,000 33,000 33,000 44,000 44,000 55,000 Trade Mark Attorney 1-2 yrs PQE 51,000 65,000 Trade Mark Attorney 3-4 yrs PQE 60,000 76,000 Trade Mark Attorney 5 yrs+ PQE 67, ,000 Support Staff 24,000 29,000 30,000 38,000 35,000 40,000 23,500 30,000 32,000 38,000 36,000 43,500 Clerks 20,000 28,000 27,000 38,000 36,000 43,000 20,000 29,000 27,500 37,000 36,500 42,500 22,000 28,000 28,500 37,000 36,000 44,000 TM Administration Manager 38,000 60,000 18,000 28,000 28,000 37,000 35,000 46,000 20,000 28,000 29,000 37,000 36,500 44,000 24,000 30,000 28,000 39,000 36,000 47,000 Patent Administration Manager 45,000 64,000

11 business support 11-19

12 accountancy The last twelve months have seen much more optimism and an increase in recruitment activity compared to Accounts and Business Analysis. Although 2012 saw an increase in market confidence, the uncertainty of the global market has led to clients sharing an element of caution as they have proceeded through the year and we have subsequently seen a large amount of contract roles to cover permanent vacancies. With many people opting to stay with their current firm there has been a shortage of immediately available candidates. It has been challenging when sourcing good quality candidates as they are still a little reluctant to move due to on-going uncertainties within the economy. This has led to shortages in some areas and decreased candidate pools, especially in the two areas outlined above. bonus at the end of the contract ensuring continuity and commitment from the candidate. Rates for temporary / contract and permanent workers have remained broadly the same over the last 12 months, however the shortage of immediately available Qualified Accountants has seen an increase in rates of pay.

13 Accountancy Role Low High Accounts Payable Assistant 18,000 26,000 Clerk 22,000 30,000 Supervisor 33,000 38,000 Manager 39,000 45,000 Legal Cashier / Accounting Assistant 18,000 22,000 Clerk 28,000 38,000 Supervisor 35,000 42,000 Manager 40,000 50,000 Billing Assistant 20,000 26,000 e-billers 28,000 36,000 Clerk / Coordinator 26,000 33,000 Supervisor 34,000 38,000 Manager 40,000 47,000 Revenue Control Assistant 21,000 29,500 Controller 28,000 38,000 Supervisor 44,000 48,000 Manager 49,000 54,000 Credit Control Assistant 22,000 25,000 Controller 28,000 38,000 Supervisor 38,000 45,000 Manager 42,000 54,000 Accountants 28,000 34,000 33,000 42,000 Financial Accountant 45,000 55,000 Management Accountant 45,000 55,000 Manager 68,000 80,000 Finance Systems Analyst 35,000 42,000 Accountant 55,000 62,000 Manager 70,000 88,000 Finance Manager 65,000 85,000 Finance Controller 75, ,000 Finance Director 95, ,000

14 human resources 2012 was a challenging year for the HR market and the job market as a whole. Recruitment as well as Learning & Development positions have been increasing in demand contrary to the previous three to four years. Generalists demand over the past 12 months as have Reward, Mobility, Change and Organisational Development positions. and progress their careers. Human Resources Role Low High Generalist Administrator 24,000 27,000 Assistant 25,000 30,000 Advisor 30,000 38,000 32,000 40,000 Manager / Business Partner 40,000 45,000 Senior Manager 65,000 80,000 Head of HR 80, ,000 HR Director 90, ,000 Recruitment / Resourcing Administrator 24,000 26,000 Assistant 26,000 28,000 Advisor 28,000 30,000 30,000 35,000 Manager 40,000 55,000 Senior Manager 50,000 70,000 Director 80,000 95,000 Learning & Development Administrator 24,000 26,000 including HR Information Systems & Assistant 26,000 28,000 Advisor 28,000 30,000 30,000 35,000 Manager 45,000 60,000 Senior Manager 60,000 70,000 Director 80, ,000 Administrator 26,000 28,000 Assistant 28,000 30,000 Advisor 32,000 38,000 32,000 38,000 Manager 45,000 60,000 Senior Manager 60,000 70,000 Director 75, ,000 Organisational Development / Change Manager 50,000 70,000 Director 75,000 90,000 Employee Relations / Policy 32,000 40,000 Manager 60,000 75,000 Shared Services Administrator 22,000 25,000 28,000 34,000 Manager 36,000 40,000

15 marketing & business development 2012 / 2013 has seen a continued trend for Marketing & Business Development teams to move away from traditional marketing methods in favour of commercially driven business development and client relationship initiatives. The competitive legal landscape has resulted in a high volume of tendering being requested from demands have resulted in skills such as strategic bids & tenders management, business development and client relationship management becoming increasingly valuable in what is already a skills short market. Business Development teams are becoming more specialised and, as such, practice area and sector knowledge is becoming a higher priority in a bid to understand the client and the market in which they operate as well as to gain credibility with partners and build strong internal relationships. The highly skilled and specialised nature of the most sought after Business Development professionals is driving a demand for higher salaries and a more equal standing within firms rather than the traditional and outdated back-office culture that is still prevalent amongst many. clients as well as better listening and understanding of their requirements to ensure repeat business. Overall, despite well-publicised redundancies and the continued consolidation of the legal market, the demand for quality Business Development, Bid, Client Relationship Management and Marketing professionals is ever

16 Marketing & Business Development Role Low High Marketing Assistant 20,000 26,000 27,000 35,000 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 27,000 28,000 35,000 36,000 45,000 Manager 50,000 65,000 Senior Manager 65,000 85,000 Head of 70, ,000 Director 100, ,000 PR / Communications Assistant 20,000 26,000 27,000 35,000 35,000 45,000 Manager 45,000 65,000 Senior Manager 55,000 75,000 Head of 70, ,000 Events Assistant 20,000 26,000 27,000 35,000 Manager 40,000 60,000 Head of 60,000 80,000 Database / CRM Assistant 22,000 28,000 28,000 40,000 Manager 40,000 60,000 Proposals / Bids 28,000 40,000 Manager 45,000 60,000 Head of 60,000 90,000 Client Relationship Management 28,000 45,000 Manager 50,000 70,000 Head of 80, ,000

17 facilities management 2012 saw a marked improvement in confidence in the market in general. Candidate confidence and optimism was strong and showed in candidates looking to move roles for career progression. With confidence higher we saw large scale competition for roles of all levels. Restructuring of facilities departments was fairly prevalent, this leading to some redundancies as well as a production of new positions. The summer is normally a quiet time for senior level FM recruitment, but combined in 2012 with the Olympics, brought a longer more severe hiatus followed then by a larger rush of roles coming on to the market towards the end of the year. The first quarter for 2013 has seen the largest number of roles coming to market than at any time during the last 5 years. Salaries have remained stable throughout. 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 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 paralegal After a very quiet second half of 2012 in both temporary and permanent paralegal recruitment, the start of 2013 has seen a marked increase in activity in both. multiple offers and are taking the role offering the highest pay rate. This has meant rates across the board are more. In US firms the rates are higher still and can be up to 35ph. Overtime availability and rates are also coming into play when candidates are deciding which role to accept, and those firms not offering time and half and double time are not competitive in the market. On the permanent side Litigation still features heavily but Corporate and Banking roles have also increased and we have had a number of Property roles recently. Entry level salaries have increased from 20-22k to academics and who have secured a training contract seeking work in the interim for 6-12 months. These roles will pay 24-26k. Paralegal Role Low High Paralegal Litigation 22,000 35,000 25,000 50,000 Corporate 22,000 30,000 Finance / Banking 26,000 30,000 Derivatives / ISDA 30,000 45,000 Know-how 25,000 32,000 In-house 25,000 40,000 Paralegal PA 24,000 26,000 28,000 60,000

19 legal document production over the past 12 months. More and more law firms are opening or now using in-house Document Production Units and are producing their own pitch, proposal, tender, and marketing materials in-house. This has been an area of growth and development for many firms across London, as we are seeing more and more law firms looking for these specialist individuals. We have found that the Document Production / WP Operator role is evolving across many firms, and we foresee continued growth in this area. Legal Document Production Role Low High Legal Document Production Day 34,000 36,000 Evening 37,000 40,000 Night 40,000 45,000

20 office support 20-22

21 facilities & office suppor t 2012 saw a marked improvement in confidence in the facilities and office support market in general. There has been an increase in permanent roles across all areas. Candidate confidence and optimism was strong and showed in candidates looking to move roles for career progression. With confidence higher we saw large scale competition for roles of all levels. Restructuring of facilities departments was fairly prevalent, this leading to some redundancies as well as a production of new positions. The first quarter for 2013 has seen a noticeable increase in permanent Receptionist positions for both the legal and commercial sectors. Salaries for these roles have remained comparable to that of 2012 but with slight movement upwards. Role Low High Print Room / Reprographics 18,000 24,000 24,000 28,000 26,000 30,000 Finisher / Print Room Assistant 16,000 20,000 Print Room Team Leader 25,000 30,000 Print Room Manager 35,000 40,000 Mail Room Post Room / Mail Room Assistant 18,000 25,000 Mail Room Team Leader 25,000 28,000 Mail Room Manager 30,000 35,000 Archives / Records Archives / Records Assistant 18,000 24,000 Archives / Records Supervisor 26,000 32,000 Archives / Records Manager 30,000 38,000 AV & Maintenance Audio Visual Technician 23,000 28,000 Maintenance Assistant 18,000 26,000 Maintenance Technician 23,000 32,000 Front of House Reception / Concierge 18,000 24,000 Switchboard Operator 23,000 26,000 Reception Team Leader / Supervisor 28,000 34,000 Reception Manager 30,000 45,000 Switchboard Supervisor 28,000 35,000 Client Services Manager 40,000 55,000 Support Administrator 18,000 25,000 Customer Service Assistant 18,000 25,000 35,000 65,000

22 legal secretarial Although still sluggish the permanent market saw a slight upturn in 2012, however the early part of 2013 has only seen a very modest rise in recruitment activity levels whilst a degree of uncertainty remains in the market. A small number of City firms made secretaries and PAs redundant at the end of 2012 and this has continued into There seem to be a number of factors for this, some corporate departments are still fairly quiet, elsewhere firms who may potentially be looking for a merger partner have looked to cut overheads in readiness. A clear feature repeated from the previous year is the emphasis on quality, with firms taking advantage of market conditions to raise standards when recruiting. Firms are also improving the training and development of their secretarial population and placing more emphasis with the evolving role of the legal secretary. Candidate confidence is still an issue with many candidates still reluctant to look for alternative employment due to the negative news and media reporting on the UK economy. Firms are also doing a better job at retaining talent, with more structured career development opportunities for secretaries and better management of their secretarial population. to continue. Legal Secretarial Role Low High UK Firms College Leaver 18,000 24,000 22,000 26,000 24,000 34,000 30,000 38,000 36,000 55,000 Float 30,000 38,000 Coordinating / Group Secretary 38,000 50,000 Secretarial Manager 45,000 70,000 US Firms College Leaver 22,000 25,000 24,000 32,000 32,000 37,000 33,000 42,500 38,000 58,000 Float 34,000 42,000 Coordinating / Group Secretary 42,000 46,000 Secretarial Manager 48,000 70,000

23 contact us

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