Aditi completed her graduation in BBA.LLB from Symbiosis Law School, Noida, and transitioned from a legal career to recruitment. She is currently working as a Consultant with Aquis Search, specializing in executing search mandates across the Asia-Pacific and Middle East region. With a deep focus on the legal, compliance, company secretarial, finance, and HR sectors, Aditi is dedicated to connecting elite talent with top organizations. Her commitment to confidentiality and excellence drives her success in identifying and placing exceptional professionals in their ideal roles.
As a headhunter for elite legal and governance talent, she leverages her extensive network and expertise to deliver tailored solutions that align with the strategic needs of both candidates and clients. Her approach blends legal acumen with entrepreneurial thinking, ensuring that every placement supports long-term career growth and organizational success.
1. Can you describe your journey to becoming a legal recruiter? What drew you to this field?
Aditi: My motto has always been, “Choose a job you love, and you will never have to work a day in your life.” Throughout college, I was focused on advancing in the legal profession, but I always had a genuine interest in recruitment. In my fifth year of law school, during the COVID-19 pandemic, I had the chance to reflect and realized that traditional law practice wasn’t my path. I started exploring alternate career options where I could leverage my legal knowledge and people skills, which led me to discover law firm management and legal recruitment—both emerging and niche areas.
After graduation, I joined an organization that had both these verticals. For the first six months, I worked on several law firm management projects, gaining valuable experience. However, when I started working in legal recruitment, I found my true calling. What drew me to recruitment was the perfect blend of using my legal background and my entrepreneurial thinking. Helping legal professionals find their dream jobs and playing a pivotal role in shaping their futures is incredibly fulfilling.
2. What are the most rewarding aspects of working as a legal recruiter?
Aditi: The rewards of legal recruitment are multi-faceted. By helping candidates find their ideal roles, I contribute to their career growth as well as to the success of legal teams. It’s incredibly satisfying to create value on both sides—not only by finding the best people for the jobs but also by finding the best firms for the people.
As legal recruiters, we often bridge gaps in the market by introducing new ideas that neither side initially considered. Building a valuable network is another great aspect of the job. Over time, I’ve developed strong relationships with a wide range of professionals, from mid-level to senior lawyers. This network not only aids in successful placements but also enhances my understanding of the ever-evolving legal landscape.
And, of course, there’s the financial motivation. Meeting targets and successfully placing candidates can lead to substantial bonus, which adds to the overall satisfaction of the role.
3. What are the biggest challenges you face in legal recruiting, and how do you overcome them?
Aditi: One of the biggest challenges in legal recruiting is working on niche roles where the candidate pool is already limited, or on positions that have been in the market for a while and have been tackled by other agencies. To overcome this, I leverage my extensive network and proactive sourcing strategies to identify and engage with potential candidates who may not be actively looking but are a perfect fit.
I focus on building strong relationships with passive candidates and providing compelling reasons for them to consider new opportunities. By combining creative sourcing strategies with a clear understanding of my clients’ needs, I try to identify and engage top talent that might have otherwise been overlooked. It is also very important to stay updated about industry trends and continuously refining my strategies enables me to deliver and adds significant value to both clients and candidates.
4. What trends do you foresee in legal recruitment in the next few years? How are you preparing for them?
Aditi: The legal recruitment landscape is constantly evolving, and in the next few years, I foresee several trends shaping the industry. One major trend is the increasing demand for specialized legal talent, particularly in areas like technology, data privacy, and ESG. Additionally, Diversity, Equity, and Inclusion (DEI) will remain a top priority, with clients seeking recruiters who can deliver diverse talent pipelines and support their DEI initiatives.
To prepare for these trends, I’m dedicated to staying ahead of the curve through continuous learning and professional development. I’m expanding my knowledge in emerging areas of law and building relationships with diverse experts. I’m also committed to promoting DEI in every aspect of my work, from sourcing to placement. By staying agile, innovative, and inclusive, I’m poised to deliver exceptional results for my clients and candidates in the years to come.
5. What skills do you believe are most critical for success in legal recruiting?
Aditi: In legal recruiting, several key skills are essential for success. Firstly, being a people person is crucial; building genuine connections and rapport with candidates and clients helps in understanding their needs and fostering trust. Networking is also vital, as it enables me to expand my reach and access a broader talent pool.
Creating engaging conversations and adding a personal touch are important for uncovering the real issues candidates might be facing in their current roles, leading to more effective placements. Recruitment is fundamentally about building long-term relationships, so maintaining and nurturing these connections over time is essential.
As recruiters, we want to break the ice early and move to a comfort level in the conversation quickly. This helps create a more relaxed atmosphere, encourages natural conversation flow, and puts candidates at ease. By establishing rapport early, it becomes easier to discuss career goals openly, explore current professional challenges, and assess cultural fit.
6. What is the strategy to ensure you match the right candidate with the right legal firm or organization?
Aditi: To make sure I match the right candidate with the right firm, I start by really understanding the client’s needs and the company culture. Then, I look at the candidates’ skills, experience, and career goals, focusing not just on their technical expertise but also on how well they fit with the firm’s values and team dynamics.
I stay up to date with market trends and the evolving legal landscape, which helps me counsel candidates on their career paths. Effective communication with both clients and candidates is key to managing expectations and addressing any concerns. Building and maintaining strong relationships further enhances my ability to make informed and strategic placements, ensuring a successful and sustainable match for both parties.
7. What do you believe are the biggest problems in the legal recruiting industry?
Aditi: In the legal recruiting industry, I believe the biggest problems include long hiring cycles, which can really discourage candidates, and the frustration when roles are put on hold after all parties put in a lot of effort. Another issue is candidates backing out at the last minute, disrupting the entire process, and firms offering substantial salary increases to retain employees, which complicates placements. Interestingly, those who accept higher offers and stay back with their firm generally tend to be in the market again within a year. Candidates need to think about why they decided to look elsewhere in the first place, as more money won’t solve the other reasons for their dissatisfaction. Sourcing specialized talent, ensuring diversity and inclusion, and dealing with high turnover rates are ongoing challenges. Successful recruiting goes beyond just matching skills; it’s about finding a long-term fit that benefits both the candidate and the firm.
8. How do you handle situations where a candidate is not performing well in their new role?
Aditi: This situation is quite rare, as companies/firms take recruitment services to help them find qualified candidates. We run our own assessments, and firms have 5-6 rounds of interviews to evaluate the candidates’ credibility. However, in the rare instance where there are problems post-placement, we are proactive in understanding the concerns of both clients and candidates. We arrange one-on-one meetings to discuss the issues and work together to come up with customized solutions. This approach ensures that we address any performance-related challenges effectively and maintain the best interests of both parties.
9. What advice would you give to someone looking to transition into a legal recruitment career?
Aditi: If you’re thinking about making the move into legal recruitment, I’d say approach it with an open mind and a proactive attitude. Use your legal knowledge to really understand the field and focus on building strong relationships with both candidates and clients. Key skills like research, communication, and relationship-building are essential.
Networking with legal professionals, staying informed about industry trends, and gaining some hands-on experience in a recruitment firm can be really beneficial.
Ultimately, take the time to reflect on what you want from your career and make sure it aligns with your skills and strengths. This will help you make a successful transition into legal recruitment.
10. How do you maintain relationships with both clients and candidates over the long term?
Aditi: Building long-term relationships with both clients and candidates is very crucial. Attracting and retaining the best people are not two different things but are the same thing. It starts with a foundation of trust and open communication. For clients, I ensure I understand their specific requirements and the culture, which allows me to provide tailored solutions that align with their goals.
For candidates, it’s about providing ongoing support and career advice. I keep in touch with them, offering guidance on potential opportunities and professional development. By being a consistent and reliable resource, I build a strong connection that lasts well beyond the initial placement.
Additionally, being proactive, attentive, and genuinely invested in the success of both clients and candidates helps in nurturing these relationships. Ultimately, it’s about building strong relationships and ensuring ongoing support for everyone involved.
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