
Access our content in a way that suits you best.Including text-to-speech, reading and translation support.
Access our content in a way that suits you best.Including text-to-speech, reading and translation support.
Fantastic opportunity for an experienced Project Manager to join a leading Global Law Firm.
This proves to be a fantastic opportunity for someone who wants to progress their career and widen their knowledge in a Global organisation that places immense value on their staff. This firm offers real routes for progression, and is one of the best places for an individual who is looking to progress their career.
This role will be Hybrid working - 3 days in State of the Art Belfast City Centre offices, 2 days at Home.This is a Monday - Friday position. Permanent.
Essential to have experience within Law.
Salary
£45,000 - £60,000 + Real Progression Opportunity & Additional Fantastic Benefits and Perks
Responsibilities:
The Ideal Person:
For further information on this opportunity, or any other position in Northern Ireland, please apply via the link below or contact Jack Groves on 02890330250 or jack.groves@vanrath.com in the strictest confidence.
Recruiters traditionally target active job seekers - candidates who are either unemployed or are actively searching for a new role - through conventional channels - job boards, online ads and social media. Active job seekers account for approximately 30% of the talent pool, limiting the scope of the search. Furthermore, they may be registered with several recruitment agencies and interviewing for multiple roles, meaning there is direct competition for these candidates. Recruiters seek to mitigate these drawbacks to some extent by reaching out to candidates on their database and LinkedIn network. However, as we'll discuss later this FAQ article, their contingent business model makes time spent on proactive searches prohibitive.
Executive search firms, in contrast, employ proactive search methodologies targeting both passive talent - candidates who are either employed or not seeking a role change - and "tiptoers" - candidates who are not yet applying for roles but are networking. Passive candidates and tiptoers comprise approximately 60% of the talent pool and are not actively interviewing. They might even work for a direct competitor! This makes passive candidates and tiptoers a desirable talent pool. However, in recent years, pioneering firms have extended their coverage to active job seekers, using job adverts and other traditional channels to complement the search (providing the search is non-confidential). This ensures they reach out to the best candidates irrespective of their circumstances. As the industry continues to evolve, some executive search firms have expanded beyond tradition search and selection to provide their clients with leadership advisory services.