Residential Conveyancers (2+ PQE)

A) Story

What do you need them to be able to achieve in first 6 / 12 months / 2 years 6 months: Integrate into a large multi-office conveyancing team. Understand the

operational structure especially which offices handle conveyancing. Adapt to hybrid working while maintaining daily office presence.

12 months: Establish themselves as a reliable fee-earner contributing to either the New Build or Residential team. Build rapport with colleagues and clients.

2 years: Take on increased responsibility potentially including management duties depending on experience. Contribute to the firms continued growth and reputation.

Whats the opportunity in front of them Join one of Yorkshires most prominent conveyancing firms with a strong reputation

and ambitious growth plans.

Culture Relaxed open-minded and innovative. Recently refreshed leadership with new directors bringing fresh perspectives.

History of Firm/Department Switalskis has been a trusted name in Yorkshire legal services for over 30 years. Founded in 1993 by Stephen Switalski originally focused on Child Care Law and

Criminal Law. The conveyancing team has won multiple awards and is well-known across the region.

Hiring Manager Background Sarah Cookson: Shareholding Director highly respected in the industry. Known for panel talks interviews and a strong personal brand. Proper Yorkshire lass direct well-connected and values honest communication. May not be the direct line manager but plays a key role in recruitment.

B) Job Description

Location Offices in Bradford Wakefield Sheffield Knaresborough.

Caseload Split between New Build and Residential conveyancing.

Responsibilities Based on experience. Those with management experience may take on leadership

responsibilities.

Team Structure Each office has a senior fee-earner. Larger offices (e.g. Sheffield) have additional support staff and leaders.

Targets Awaiting confirmation on KPIs and time-recording expectations.

C) Personal Specification

Experience No junior roles. Candidates should be ready to fee-earn independently. Work includes high net-worth and diverse conveyancing matters. Suitable for 2 PQE to 8 PQE though qualification is not mandatory.

Skills Team-first mindset. Confident under pressure. Adaptable and forward-thinking. Innovative approach to conveyancing.

Personality Relaxed sociable and hardworking. A good egg someone who fits into the culture and balances chat with focus.

D) EVP (Employee Value Proposition)

Salary range: 45k 50k. NQ rate: 40k. Roles capped below 60k.

Job Security Strong growth trajectory. New enquiries team driving expansion. Over 380 staff offering a wide range of legal services.

Recognized as Large Firm of the Year and listed in Yorkshire Growth Index.

Wellbeing Talking therapies. Bupa cash plan. MetLife benefits. Discounts and wellbeing perks.

Progression Career development programme. Opportunities to take on more responsibility within teams.

Flexibility 2 days WFH offered.

Other Benefits Company Pension Scheme. Flexible working options. 5 weeks annual leave bank holidays & company days (pro-rata). Additional half-day leave for Christmas and New Years Eve. Option to buy/sell annual leave. Enhanced parental leave. Group life assurance critical illness cover & income protection. Bupa membership (up to 4 children). PerkBox subscription.

EVP & Culture Fairly rewarded teams. Relaxed innovative and people-first culture.

E) History / Status

When did the role come about Growth hire.

What steps have you taken towards finding someone Advertising on LinkedIn and firm website. Regularly receive specs.

What CVs have you received what did you like / not like about them Prefer candidates with pure residential experience.

Value backgrounds from similar firms.

Are you considering any internal candidates N/A

Who have you interviewed so far Some hires made via other agencies. Generally unimpressed with effort in specs.

Beyond speaking with me what other steps do you plan to take Not working exclusively due to role vagueness. Appreciated detailed approach taken in this conversation.

F) Urgency & Commitment

Reason Growth hire.

Urgency Not overly urgent.

Importance Not business critical.

Sign off Yes role is signed off.

G) Process

Who is involved in the recruitment (CV assessment / interview) process Sarah Cookson potentially senior fee-earners depending on location and seniority.

How will you assess candidates suitability Casual for senior candidates. Technical questions for juniors or those from less familiar firms. Interested in the type of work candidates have done.

Can you respond to submissions within 24 hours Yes typically fast responses.

When reviewing CVs how do you decide with certainty that the person is worth interviewing Clarity on candidate priorities and alignment with firms offering.

When you interview someone what do they have to do/say/make you feel for you to hire them Not explicitly stated but cultural fit and work experience are key.

How many interview/assessment stages are there 1 (maybe 2).

What does onboarding look like Early team introductions if notice period allows. Day-one induction and training. Bi-monthly companywide inductions. Welcome morning and assigned buddy. Regular check-ins.