Meet the team: Amy Hambleton, Partner team

What makes a great recruiter in the legal industry?

It’s a combination of factors. The first is depth of knowledge of the market, but the ability to use that knowledge and combine it with proper insight into that particular lawyer's practice and apply it to that person’s circumstances and objectives.

I think the ability to build relationships and also taking proper care to make the right moves also makes a great recruiter.

What do I think sets a great lawyer apart from a good one in the hiring process?

Great lawyers understand their contribution to a firm, particularly financial contribution for partners and have the ability to analyse it and relay it to another. That, combined with being both passionate and truly commercial.

If you could give a top tip to lawyers preparing for interviews, what would it be?

Regardless of whether it’s just an informal coffee or a much more formal process, each firm wants to know why they could be attractive to you. Every firm likes to know that you’ve done your research and you have a positive view about them.

What's one thing candidates should never say in an interview?

There's an art form to talking about why you might be interested in moving from your current firm. With some partners, there may be many reasons for wanting to leave, reasons they feel very strongly about in some cases and it can sometimes come across as overly negative. It’s far better to be focused on the things you are looking for in the next move and how you can make a positive impact for the hiring firm.

What's the biggest misconception about legal treatment?

Probably that it's easy and that it simply involves sending a CV with a big fee at the end of it. Recruitment is a craft to master that involves running what can often be long processes, dealing with different personalities often in stressful situations, using a number of skills such as negotiation, presentation skills, advising commercially and tactfully in confidential circumstances. If a process – which can take many months - doesn't go through to completion, then there's no fee payable, you're essentially working for free. Partner recruitment is often extremely complex; it's analysing practices, charge out rates, clients, jurisdictions, different work types, different firms and their strategies.

There are a huge number of factors that make up a successful hire, including the recruitment process itself and it's our job to keep all of that together and ensure it's a smooth process and hopefully a successful hire at the end of it.

So what's your proudest moment at Red Law so far?

We’ve had some fantastic recognition as agency award winners in our industry's most prestigious publication. Winning “Best Professional Services Recruitment Agency” and other recognitions underlines how far we’ve come from being an unknown amongst goliath recruitment businesses.

It’s particularly satisfying when you look at the leading legal press and we can see the moves that we’ve made being reported.

What’s your recruitment superpower?

Thirst for knowledge in the legal world and a desire to build relationships and a determination to make the right hire.

What would you be if you weren’t a recruiter?

I wanted to be a journalist when I was younger and I have a love for travel, so the dream job would probably to be a travel journalist.