Seneca Holdings’ Post

💡 Hiring spotlight: Legal firms are seeking fractional tech experts What's driving demand? 1. The legal industry is adopting new technology at an unprecedented pace 2. In a traditionally risk-averse profession innovation is now a priority 3. Traditional firms need new blood, specialists that think differently but stay compliant And... they don't want to pay millions of dollars to the Big 4 The answer? Fractional expertise The legal industry has been a significant market for us in the USA, and will grow in 2025 Our clients are looking for elite tech talent who can step in, deliver exceptional results, and move on ✨ So if you’re a technical project manager, legal tech developer, or cybersecurity expert, now is the time to get in touch Opportunities are available even if you have a full-time permanent job Get in touch if you're thinking about building financial resilience with multiple income streams in 2025 .......... I get opportunities for fractional consultants every.single.day But over 80% of the opportunities are never followed up Why? Because I don't chase the 80% of the experts in our community who are lurkers Lurkers are never 'front of mind' Lurkers don't become friends Lurkers never build trust Where's the demand for fractional consultants? You'll never know if you lurk in the shadows #HiringSpotlight #LegalTech #FractionalExperts #GreenlightPartners #ConsultingOpportunities #FutureOfWork

Recruiters and hiring managers. 🙋♀️ if you ever worry about accidentally breaking the law in your job ads. (Don't worry, I assure you are not alone!) It is shockingly easy to be non-compliant as regulations continue to proliferate and regulators take more aggressive enforcement actions. That's why Datapeople has brought to market our 🆓 Hiring Compliance Checker! No more sleepless nights manually checking job posts or worrying about your compliance scorecard. This nifty tool scans all of your published job ads and highlights any potential areas for improvement for FREE! Plus, it offers helpful tips and resources to ensure your hiring process is smooth sailing from start to finish, saving you ⏱ and risk exposure. Ready to get your compliance in ✅ ? Head over to https://lnkd.in/gUgbbdrH and let our free tool do your heavy lifting! P.S. Share this post with your network and let's keep everyone's hiring practices legal and awesome! #HiringCompliance #FreeTool #Datapeople #hiring #hiringefficiency

The in-house legal market is warming up! Over the past 12 months, we saw a slow down in hiring. But, it seems that the market is starting to gain strength. Talking with GCs at VCs, it sounds like their workload is picking up and we're seeing the knock on effect with hiring in the tech space. Businesses focusing on profitability have increased the sizes of their sales teams and the demand for commercial counsels is high. I'm hiring for a few roles currently that are worth mentioning: - Head of Commercial Law (Berlin) - Commercial Counsel (Berlin or remote) - Legal Counsel - Commercial, IP, IT, Privacy (Berlin) DM for more info. #Legal #LegalJobs #InHouseCounsel

Get clarity on compliance in global hiring from our Legal Director at Going Global Live ! If you’re looking to tackle complex regulations and ensure your global hires are covered, this session is a must. Join us to simplify compliance: https://lnkd.in/ewknyKHS

Recently I was scrolling through job boards and I saw something that made me stop mid-scroll. An entry-level with a salary range of 4 LPA to 8 LPA for a Legal Operations Manager role requiring a Juris Doctor (JD) degree or a Ph.D. degree holder (Leaving out the name of the organization to avoid necessary conflicts but you can google such opportunities and you won't be surprised to see many have just blindly copy pasted this requirement if the hiring is for a Legal Ops role). I mean its a joke right.. Right?! Why is the hiring industry still getting this wrong? Please understand Legal Operations is a specialized business discipline, not an extension of traditional legal work. Requiring a JD or Ph.D. degree for Legal Ops, especially at the entry level shows a fundamental misunderstanding of what Legal Ops is all about. Why this needs to change ASAP is because Legal Ops professionals thrive on skills like: > Process optimization to remove bottlenecks. > Technology implementation to streamline workflows. > Cross-functional collaboration to build bridges across teams. Their goal isn’t to provide legal advice—that’s the legal team’s job. Instead, they focus on driving efficiency, scalability, and innovation in legal departments. Why do you slap a JD or a Ph.D. degree requirement on a Legal Ops role, and miss out on the opportunity to bring in true operational expertise. Dear hiring team across all industries, please ask yourself: Who’s best equipped to streamline contract reviews? Who can design scalable workflows for long-term efficiency? Who’s going to optimize your tech stack and processes? Answer: A Legal Ops Professional. NOT someone with a JD or a Ph.D. degree. By conflating legal expertise with operational excellence, organizations undervalue the distinct, strategic contributions that Legal Ops brings to the table. So please do not be ignorant my dear General Counsels and HR leaders: Rethink how to hire a Legal Ops, focus on business acumen, not just legal qualifications. Legal Ops isn’t a “nice-to-have” or another "non revenue generating member in the organization" (an outlook for most legal teams and legal members across industries) anymore—it’s a must-have for any modern, scalable legal function. #LegalOps #LegalOperations #Efficiency #Innovation #Leadership #HRLeadership #LegalIndustry #TalentStrategy

"We need more people. I'm afraid to take a vacation, and what I'd come back to." Hearing this from someone in a legal ops role tells us a few things, either: 1. They are not familiar with the art of the possible with technology, or 2. They are not empowered to implement changes. We are used to hearing this sentiment from lawyers, but not often from legal ops. Hiring more people is not the answer until AFTER processes have been optimized, boundaries set and systems implemented (or in conjunction with these changes), but hiring people actually solves very little on its own. #legalops #legaltech #operations

The hiring process for legal & compliance roles can be lengthy and undoubtedly adds more work to your plate as a hiring manager. The beauty of a talent partner: we take on the heavy load of the search while you continue to run your business. We pride ourselves in connecting our clients with the highest caliber of legal and compliance professionals across all industries – in a competitive time frame. #TheUltimateConnectors #Legal #Compliance #TalentPartner #Recruiter #TimetoFill

🔍 Market overview for those on the lookout 🔍 Commercial Litigation - All sizes of firms - 2-6 PQE General Litigation - mid-tier - 5+ PQE Corporate Senior Associate (Partnership opportunity) - mid-tier - 4+ PQE Corporate M&A - all firms - 1-3 PQE Technology/IP/Data - International and mid-tier - 2- 4 PQE Structured Finance - International - 2-3 PQE This is a snapshot of what's on offer at the minute. Firms are putting a lot of focus on hiring in Litigation and Tech departments. Get in touch if you want to see how your role shapes up to what's out there. mark@nixonmcquade.com or 0873436011

Don't wait for more legal ops jobs to pop-up; get ready now for when they do! When talking to legal professionals looking to break into legal ops, I frequently hear: - "Not many legal ops jobs around here."  - "No legal ops job market in my region." Some even consider relocating to get a legal ops role, while others settle for a job they don't love. Before landing my first legal ops job, I had never seen a posting for one. This opportunity was in a different province, and despite my former employer's preference for hybrid work, I applied. The job had been open for over five months. I knew I had a better chance of securing the job than they did of finding the right candidate. As a result, I got the job. Fully remote. It took us 15 days to seal the deal. Before my next legal ops job, there weren't many listings either. I still applied to a few to test the waters. I knew I had a good chance of advancing to a higher role, so I needed to be patient. When the opportunity came, I was ready enough to know that it's the best one. It took us 21 days to seal the deal. Just because there aren't many legal ops opportunities available around you doesn't mean you can't pursue that career path. If this scenario sounds familiar to you, I opened 5 new discovery calls to discuss how you can secure a legal ops job in a challenging market. Use this link to book your spot now: https://bit.ly/4ang4D5 #legaloperations #inhouselegal #careertransition #careerdevelopment #legalcareer

Hiring For Legal Professionals Surges 24% Year-on-Year Amidst Overall Market Adjustments: foundit Insights Tracker. See what’s spurring this growth here: https://lnkd.in/eetZcMJE #legalhiring #diversityrecruiting #hersishiring