A legal recruiter can be a great asset to someone who is seeking a new position. RainMaker acts as an intermediary that can ensure your confidentiality, answer key questions before you submit an application and provide objective information and advice. Our process allows you to explore the market in an informed manner, and ensures that your decision to proceed is with full knowledge of the position. We know who to call, how to present you in the best light for particular opportunities and how to analyze and assess the opportunities. We alert you to opportunities you would not have otherwise known about, prepare you for interviews, prepare you for certain personalities and help you negotiate the best offer.
No. Fees are paid directly by the employer and have no impact on the compensation that you will be offered.
If you are considering making a career move, please contact us by phone or email on a strictly confidential basis. We will set up a meeting to discuss your reasons for wanting to make a change, discuss your career goals, qualifications, salary expectations, current opportunities and any other firms or companies that might be of interest.
RainMaker acts as a helpful guide throughout the entire interview/hiring process and provides advice every step of the way. We will set up interviews, act as an intermediary and offer insight when negotiating compensation and benefits. We will guide you through the resignation process to avoid any last minute issues and ensure a smooth transition.
Absolutely. All information, including your candidacy, is kept strictly confidential. Initial discussions with our clients are done on a confidential basis. We will never submit your resume without first obtaining your consent. Additionally, we will not check references with your current employer until given permission and/or an offer has been made and accepted.
No. Firms and organizations with in-house departments that use recruiters pay recruiter fees regularly and build recruiter fees into their budgets. Recruitment is an extremely time consuming process and clients tend to see our fees as the cost of properly doing business in a market where top talent is in demand. Law firms and organizations realize how valuable stellar associates and partners are and understand that they will earn back the recruitment fee once the lawyer begins working.
No. It is typically better to apply through a more professional channel. A friend can merely submit your resume to the recruitment coordinator (or sometimes managing partner) and then the recruitment process begins and will mirror the same circumstances as if you submitted your resume on your own. RainMaker is known throughout the legal community for having top talent and as such we can use our connections at a firm or organization to increase your chances of securing an interview. We will also regularly follow up with the firm or organization and keep you informed throughout the recruitment process. More importantly, most clients like to keep candidates at arm’s length throughout the recruitment process. Clients respect a recruiter’s unbiased opinion of the candidates and are more comfortable asking recruiters direct questions about specific candidates.
Typically, all of us in the recruitment business (including our competitors) are not usually able to help articling students or new calls. It isn’t because we don’t care, but rather it is because our clients generally aren’t willing to engage our services in recruiting brand new lawyers. Most firms and companies will do their own advertising, usually on their websites and in the Ontario Reports, so your best bet is to check their websites & the ORs frequently and apply to them directly. You may also want to check with the career development officer at your law school, as some employers will post opportunities with the law schools.
RainMaker has worked with many of the highest profile companies and every top law firm in Canada.
Some of our corporate clients include:
- Acklands Grainger
- Canadian Tire
- Cadillac Fairview
- Interac Association
- Ontario Teachers’ Pension Plan
- Score Media
- Siemens Canada
Some of our law firm clients include:
- Baker and McKenzie LLP
- Bennett Jones LLP
- Borden Ladner Gervais LLP
- Brooks Barristers & Solicitors
- Cambridge LLP
- Cassels Brock & Blackwell LLP
- Davies Ward Phillips & Vineberg LLP
- Fraser Milner Casgrain LLP
- Goodmans LLP
- Gowlings Lafleur Henderson LLP
- Heenan Blaikie LLP
- Norton Rose LLP
- Mayer Brown LLP
- McCarthy Tétrault LLP
- McMillan LLP
- Miller Thomson LLP
- Osler, Hoskin & Harcourt LLP
- Shearman & Sterling LLP
- Torys LLP
- Skadden, Arps, Slate, Meagher & Flom
LLP & Affiliates
9. What are some of the key things I should know about making the career move from Private Practice to In House?
A major factor to consider is that once in-house the lawyer becomes extremely accessible. Your client is now in the same office and may be knocking at your door any time.
Fast and Simple Answers
Your clients’ questions are often as varied as the people requesting the answers and as a result corporate counsel often finds him/herself a “jack of all trades”.
The plethora of demands requires a lawyer who can effectively prioritize the competing interests of the various internal clients. A solution to this challenge is to develop relationships with the people in the organization and clarify their expectations and internal procedures right from the start.
Managing Outside Costs
Once in-house, a lawyer is usually relieved to find that they are no longer required to docket their billable hours. They do, however, need to learn to control external costs.
Understanding the big picture
In many cases, as a junior lawyer in a major law firm you are somewhat insulated. As a junior in-house lawyer, you are now often working directly with the CEO or General Counsel of a company and handling the deal structure. You need to know how to structure the entire deal, it’s no longer just the legal documentation. You need to understand the big picture, including the financial tax, and technological implications.
For more information, please contact:
We act as legal recruiters for law firms and private and public companies in Toronto, across Canada and internationally. We conduct legal searches for associates, partners, general counsels, assistant and associate general counsels, corporate counsels, corporate secretaries, chief compliance officers and directors.
A legal recruiter can be a great asset to someone who is seeking a new position. We work with each candidate on a one-to-one basis, however, our aim across the board is to gain a thorough understanding of the type of legal opportunity you are looking for and to match your skillset and experience to fit the needs of our clients. The strength of our industry expertise combined with our personal approach and screening process gives candidates the confidence they need to make their next career move with RMG.
If you are considering making a career move with a legal recruiter, please contact RMG by phone or email on a strictly confidential basis. We will set up a meeting to discuss your reasons for wanting to make a change, your career goals, qualifications, and salary expectations.
While we are used to conducting interviews from different cities, provinces, and countries, the use of video conferencing platforms like Zoom, Microsoft Teams, Google Meet, and Skype has opened many doors for the legal recruitment process. During these unprecedented times, phone and video interviews are being conducted until in-person interviews can safely resume. Please note, this process varies for each law firm and private and public company we work with.
Absolutely. All information, including your candidacy, is kept strictly confidential. Initial discussions with our clients about legal recuritment are done on a confidential basis and we will never submit your resume without first obtaining your consent. Additionally, we will not check references with your current employer until given permission and/or an offer has been made and accepted.
No. Our services expand beyond the legal industry and include executive search services across all industries. Our 23-year presence in the recruitment business has allowed RMG to establish longstanding relationships with private and public companies, which has given us a strong network to effectively carry out executive searches.
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