After spending 14 years in the conveyancing industry, I have witnessed the many ebbs and flows the sector has experienced. One consistent observation is that recruitment within the legal industry has steadily degraded into a cycle of poaching and high fees.
Conveyancing solicitors often have a poor reputation when it comes to the speed of their work, but there are deeper, systemic issues that have led to these conditions. A growing demand for conveyancers, coupled with a lack of new talent entering the profession, has resulted in overwhelming workloads for existing practitioners.
There simply aren't enough people to share the burden.
These pressures have pushed the average conveyancing timeline to around 12–16 weeks. Unfortunately, estate agents often provide clients with idealised, rather than realistic, timelines based on outdated averages.
This mismatch creates false expectations, leading to frustration and dissatisfaction among clients.
Enter Lets Recruit
Lets Recruit was founded to bring meaningful change to the legal recruitment sector. From the beginning, our approach has been people-first and values-driven. It is built on ethical foundations, low fees, and a strict no-poaching clause in every contract to tackle the widespread issues we saw in the industry.
We launched the business with the backing of our partner company, Sort Legal (a conveyancing law firm), who shared our frustrations with the recruitment status quo and believed in our mission to do things differently.
But our mission goes further than recruitment. We're actively lobbying the government to reform the conveyancing process and help restore the legal profession as a viable and rewarding career path. Our goal is to ensure fair pay, manageable caseloads, and a more sustainable working environment for legal professionals.
My management style
My leadership style reflects the same values. I believe in hiring for attitude over experience. Skills can be taught, but personality cannot. Some of our most driven and loyal team members came from being given a chance, not from ticking every box on paper.
Retention, in my view, is about creating the right environment. The saying, “people don’t leave jobs; they leave bad management,” exists for a reason. Regular check-ins, open communication, and a clear path to progression are essential. These practices reduce turnover and create a space where people can thrive.
Driving Industry-wide change
At Lets Recruit, we are not only rethinking our internal processes. We are also challenging the wider industry's deep-rooted and systemic issues, many of which we have experienced first-hand. As part of this commitment to forward movement in the industry, we are members of the ‘levelling up’ seminars that bring together professionals from across the sector to discuss the challenges they face and explore how we can resolve them together.
These ‘levelling up’ seminars are also lobbying the government, pushing for meaningful change at an industry-wide level. The aim is to create a better future for all legal professionals, not just those within our organisation.
With the support of Sort Legal, Lets Recruit was established to drive genuine progress in legal recruitment. Our aim is simple: to offer a fairer and more principled alternative that puts people first and sets a new standard for the industry.
