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Recruiting top legal talent and transforming legal teams

The role of in-house counsel has become more complex. The title of general counsel is apt. Previously expected to be legal experts, they are now expected to be leaders and business partners who support the company's mission and strategy. This mandate has raised the bar for the general counsel and legal team's profile.

In this high-pressure environment, corporate counsel must think strategically and balance risk management with proactive response to opportunities. They must also be able to act as the company's "conscience," fully utilising the law while maintaining corporate ethics and integrity.

Our Legal Center of Expertise assists corporations, associations, nonprofits, and professional services firms in recruiting, developing, and retaining top-tier general counsel, chief compliance officers, and other legal professionals. We work with organisations like yours to identify world-class legal leaders who will serve as strategic business partners for your organisation and possess and provide multifaceted leadership skills.

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How we can help

Our Legal Center of Expertise has extensive experience sourcing talent for senior in-house legal and compliance leadership roles, as well as deep substantive knowledge. Our consultants also act as trusted advisors to Fortune 500 general counsel on a variety of talent-related issues, ranging from succession planning to executive coaching.

Here are some of the challenges we can help you address:

Recruiting successful legal leaders

Legal teams must act as business partners to the C-suite, board of directors, and leaders of major functions and operations across the organisation. To succeed, corporate in-house attorneys must have a broad business perspective that allows them to understand legal consequences in the context of business outcomes. To ensure you hire the best legal talent, we will:

  • Determine the skills required for success in in-house legal roles, such as communication and negotiation abilities, listening ability, learning agility, and financial acumen.

  • Create a Success Profile tailored to your organization's needs to determine what "good" looks like for each role.

  • Through assessments, assess cultural fit with the organisation and leadership team.

Creating a leadership pipeline through strategic succession planning

Due to their education and experience, lawyers are well-versed in specific areas of law. However, they frequently lack leadership and soft skills, which can limit their ability to find opportunities to grow and contribute to their employer. We assist organisations:

  • Assess high potential performers to identify talent with the skills, characteristics, and motivation to serve in a leadership role.

  • Determine talent development needs in order to prepare them for future leadership roles.

  • Create training programmes that improve professionals' business knowledge and soft skills.

Developing strategies for employee engagement and talent retention

While the challenge of legal work can be energising, the stress and demands of that work, combined with the market's competitiveness, can make engaging and retaining top talent difficult. We assist organisations:

  • Surveys and assessments can help you understand the specific needs for legal assistance.

  • To ensure that your reward and benefits programmes are competitive in your market, benchmark them.

  • Individualize engagement strategies and development plans to ensure personal growth, intellectual stimulation, recognition, and interaction with senior management.

Increasing the diversity of legal functions

RightSource Global has long prioritised providing our clients with access to diverse talent. We both recruit fully diverse slates and assist organisations in removing roadblocks, such as biases that impede the development and advancement of diverse candidates. We assist organisations:

  • Diagnose barriers to progress in your organization.

  • Develop a comprehensive, data-driven approach to remove the identified barriers and biases and promote change.

  • Reshape your talent systems, including policies and processes, using inclusive design principles.

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