For International Women's Day, we spoke to our very own leading lady, Amy Hambleton

For International Women's Day, we spoke to our very own leading lady, Amy Hambleton, owner and director of RedLaw Recruitment. We talked about her journey from law into recruitment, and the important role she plays in not only propelling female lawyers taking senior positions in the law, but having built a business where flexible and working from home opportunities are embedded in the working culture, an extremely rare find in the world of recruitment.

Amy, you started your career as a lawyer. Talk us briefly through your leap from law into recruitment.

I was a Senior Associate at Allen & Overy, practising employment law. I was a lawyer who dreaded going into work. But in trying to work out what else I wanted to do, was flummoxed. What else would keep me connected to the law, but play to my strengths of business development, meeting people and building relationships – as well as allow me to earning levels similar to being a lawyer? Something that was more commercial and didn't require late nights and cancelled holidays?

I moved into legal recruitment, co-founding RedLaw in 2009, and have never looked back. Now I have the privilege of meeting and supporting hundreds of lawyers each year, all with their unique motivations and drivers behind what they want in their next step within their careers; their moves can often be a real life changer for many and it's so rewarding to play a part in their new futures.

Was there a specific moment which made you decide to leave the law?

Waking up with 'Sunday Night Dread' every day – and walking up to the office one day and having to will myself to go in. It wasn’t so much a very conscious decision to leave the law, but more that I couldn’t continue dreading going to work, when I had a long career ahead of me. I enjoyed employment law, but had found the constant law changes and long hours had ground me down. I decided to do something different – not even thinking that it would be a long term career choice – in an area where I could still have a connection with the law, but was focused on meeting people, being commercial and not getting bogged down in huge letters of advice! I was approached with job offers to go back into the law consistently for a good couple of years after having made the transition, but have never looked back.

Did you consider any other alternatives to headhunting?

I sat down with a book about 365 alternatives a lawyer could do, which ultimately meant looking at activities I enjoyed - all of which pointed to the area of recruitment in being connected to people, giving advice and being commercial.

You work on the Partner team recruiting Partners for law firms as well as team moves and law firm mergers. What was it about recruitment and specifically headhunting that appealed to you?

I wasn't aware of the differences between headhunting and other recruitment methodologies so I went to speak to people already doing the role as well as different types of recruitment firms: pure executive search (which didn't appeal due to the long, project based nature and my shorter attention span), contingent recruitment and also those doing a mixture. The idea of cold calling people did not appeal to me at all, but the legal market has changed and we at RedLaw headhunt on specific briefs. Headhunting is now an expected and often welcomed methodology to fill a client's brief and to have sensible conversations about the market and opportunities within it.

What are your best achievements in your role leading the RedLaw team?

I am the mum of two children and am a strong proponent of leading by example: to encourage women that it is possible to have a successful and rewarding career as well as a balanced home life. Not only do I support and propel female lawyers taking senior positions in the law, but am extremely proud to have built a business where personal working patterns, flexible working, working from home opportunities are available for my own employees, an extremely rare find in the world of recruitment.

My passion for the sector in which I work and drive to make a difference in our market is at the heart of my philosophy in leading the team. It gives me great satisfaction assisting candidates excel within their professional lives and in making ground-breaking introductions for law firms to grow their practices. I am also very proud of each of my team in constantly seeking to improve both as legal recruiters and as team members to create a thoroughly positive environment, always looking to make a difference – both in recruitment but also in the wider world.

There is a real team spirit and a genuine desire to assist colleagues without the ‘sharp elbows’ that exist in many recruitment cultures. We respect and value individuality and achieving an environment where each person’s uniqueness is a positive rather than a negative is ingrained in RedLaw. Success is always celebrated and hard work continually recognised and rewarded.

In 2020, RedLaw were double winners at the prestigious Recruiter Awards winning both the ‘Best Professional Services Company’ and 'Recruitment Agency of the Year (micro)' awards. How would you describe the RedLaw culture in 3 words?

Supportive, collaborative and energetic.

What traits do you think make you stand out from the crowd and how does your approach at RedLaw differ from other headhunters working in the legal sector? What factors would you attribute to your success?

We focus on providing honest, positive and knowledgeable career advice, to assist lawyers in making the right career choices. We focus on the service that we provide and not on the short term fee. I work tirelessly on behalf of lawyers I work with and law firms I represent. I often hear that we are different as we aren’t seen to be ‘selling’ but partnering and are passionate about giving the proper advice for lawyers and law firms alike.

What does a typical day look like for you?

There is no typical day, which was a big change from my career as a lawyer. I can meet a lawyer or law firm for breakfast or coffee, have various conversations on the phone with lawyers, go in to law firms to discuss their recruitment needs, advise on business plans and processes, prepare partners for meetings, negotiate offers, present internal training sessions, prepare pitches, amongst other things.

What advice would you give to someone looking to move into headhunting/recruitment?

It's a fantastic profession for someone who is seeking a merit-based career – with no limit on earnings, a chance to have a real impact on someone’s career and the opportunity to meet a huge array of people. It is a career where you need to be self-driven and able to motivate yourself too.

What are the 3 most essential qualities a person needs to have if they are considering a career in recruitment?

1. The ability to listen and make considered judgements
2. An interest in people and consequently the ability to build relationships
3. Perseverance

What’s the best piece of advice ever given to you and who gave it to you?

"Do the right thing and the rewards will follow" - too many recruitment professionals focus on short term fees and I truly believe that if I give the right advice for lawyers and for law firms, then this will pay off in the long run –as now proven by being nearly 10 years in business.

What is your greatest personal or professional achievement to date?

I've helped to make some career changing opportunities for lawyers which gives a great deal of personal satisfaction seeing how careers have developed. Equally, spearheading the growth of RedLaw and our rise to become a prominent legal recruiter with a brilliant and supportive team makes me hugely proud.