So, your company is growing. You&rsquo;ve moved past the initial startup phase, deals are getting more complex, and the sheer volume of contracts, regulations, and potential risks is becoming a daily concern. Relying solely on outside counsel is no longer sustainable, so it&rsquo;s time to hire your first in-house lawyer.
This is a pivotal moment. Your first legal hire will shape your company&rsquo;s culture of compliance, risk management and business partnership for years to come. Get it right, and you gain a strategic ally. Get it wrong, and you could face costly missteps and missed opportunities.
At Leonid, we&rsquo;ve guided countless companies through this critical hiring process. Based on our experience, here are the five most common mistakes to avoid.
&nbsp;
<h5 class="MsoNormal">Mistake #1: Hiring a clone of your external counsel</h5>
The pitfall:&nbsp;It&rsquo;s natural to look at the partner at your prestigious law firm - the one who brilliantly handles your litigation or complex M&amp;A - and think, &ldquo;We need someone like that in-house.&rdquo; This is often a misstep.
Why it&rsquo;s a problem:&nbsp;The skills that make an excellent law firm partner are not always the same ones that make a great first in-house counsel. Private practice lawyers are often specialists and &ldquo;project-based&rdquo; problem-solvers. Your first in-house lawyer needs to be a generalist and a &ldquo;product-based&rdquo; business partner. They must handle everything from HR issues and sales contracts to data privacy and compliance, often on the same day. They need to be proactive, practical and comfortable with ambiguity. Deep, billable-hour expertise in one area simply won&rsquo;t work in this environment.
The answer:&nbsp;Look for a business-minded generalist with a &ldquo;preventative&rdquo; mindset. Prioritise versatility, pragmatism and the ability to translate legal jargon into actionable business advice over a narrow, specialised pedigree.
&nbsp;
<h5 class="MsoNormal">Mistake #2: Underestimating the cultural fit</h5>
The pitfall:&nbsp;Focusing on legal credentials, number of years&rsquo; experience and technical skills as a priority, while treating cultural fit as an afterthought.
Why it&rsquo;s a problem:&nbsp;Your first in-house lawyer isn&rsquo;t &lsquo;just&rsquo; a lawyer; they are a key member of your leadership team. They will need to build trust with every department, from sales and marketing to finance and engineering. A lawyer who is overly rigid, risk-averse or unable to communicate effectively with non-lawyers will quickly become isolated and ineffective. They will be seen as the &ldquo;Department of No,&rdquo; stifling innovation rather than enabling it safely.
The answer:&nbsp;<a href="https://www.leonid-group.com/leonid-live" target="_blank" rel="noopener">LeonidLive</a>! At Leonid, we provide all of our clients with video shortlists of the top 3-5 candidates, with a series of questions which are designed to assess cultural fit.&nbsp; These videos enable employers to quickly assess personality and soft skills, such as how well they communicate.&nbsp; These are things which can never be gleaned from a CV alone and can save hiring managers many hours in the screening stages.
When it comes to the interview stages, be sure to involve key stakeholders from different teams. Present real-world business scenarios and ask how they would approach them. Gauge their communication style. Do they explain concepts clearly? Are their answers practical and business-enabling, or purely defensive? You&rsquo;re hiring a partner, not just a practitioner.
&nbsp;
<h5 class="MsoNormal">Mistake #3: Defining the role too narrowly</h5>
The pitfall:&nbsp;Writing a job description that focuses too much on immediate priorities &ndash; for example reviewing contracts - and risks presenting too narrow a picture of the true nature of the role.
Why it&rsquo;s a problem:&nbsp;A narrow focus attracts narrow candidates. While contract review may undoubtedly be a significant part of the job, your first lawyer will also be your de facto risk officer, compliance manager, HR advisor and corporate secretary. If you hire someone who only wants to do contracts, you&rsquo;ll soon find yourself still needing outside counsel for everything else, thereby defeating the purpose of the hire.
The answer:&nbsp;Create a job description that reflects the true breadth of the role. Emphasise the need for a strategic thinker who can build a legal function from the ground up. Highlight responsibilities across compliance, corporate governance, employment law, and risk management. You&rsquo;re not just hiring for today&rsquo;s tasks, but for the challenges of the next 3-5 years.
&nbsp;
<h5 class="MsoNormal">Mistake #4: Waiting until it&rsquo;s a crisis</h5>
The pitfall:&nbsp;Delaying the hire until a major legal issue - whether it is a lawsuit, a regulatory investigation or a disastrous contract - forces your hand.
Why it&rsquo;s a problem:&nbsp;Hiring under pressure leads to bad decisions. You lack the time to run a thorough process, assess cultural fit and find the right long-term partner. You end up with a &ldquo;firefighter&rdquo; who is brought in during a state of emergency, which sets a negative tone for their entire tenure. Furthermore, the cost of the crisis itself may far exceed the salary of a lawyer who could have prevented it.
The answer:&nbsp;Be proactive. The right time to hire your first lawyer is when you see the legal workload consistently impacting business velocity, when the annual outside counsel bills are becoming a significant expense, or when you&rsquo;re entering a new market or product line with substantial regulatory hurdles.
&nbsp;
<h5 class="MsoNormal">Mistake #5: Failing to set clear expectations with the business</h5>
The pitfall:&nbsp;Hiring a great lawyer but not preparing the rest of the company for how to work with them.
Why it&rsquo;s a problem:&nbsp;If your teams are used to getting quick, informal answers from outside counsel (or making decisions with no legal input at all), they may see the new in-house lawyer as a bottleneck. Without clear communication from leadership, the lawyer will struggle to integrate and demonstrate their value.
The answer:&nbsp;Before your new counsel starts, communicate their role and mandate to the entire company. Explain that they are a strategic resource designed to help the business grow&nbsp;safely. Encourage teams to involve them early in projects, not just at the contract stage. Position the legal function as an enabler, not a barrier.
&nbsp;
<h4 class="MsoNormal">Build your foundation for success</h4>
Hiring your first in-house lawyer is one of the strongest signals that your company is maturing. It&rsquo;s an investment in your future stability and growth. By avoiding these common mistakes, you can find not just a legal expert, but a true business partner who will protect your company and help it navigate the path to success.
At Leonid, we specialise in connecting innovative companies with exceptional legal talent. If you&rsquo;re considering building your in-house legal team, please get in touch with <a href="mailto:philip@leonid-group.com" target="_blank" rel="noopener">Phil Redhead</a> today for a confidential discussion. 
&nbsp;

Hiring your first in-house lawyer? Avoid these 5 common mistakes

For many in-house lawyers, the title of General Counsel (GC) represents the culmination of a career. But what happens once you&rsquo;ve reached the summit? The view is spectacular, but many dynamic and impactful leaders soon realise the horizon extends much further.
The role of the GC has evolved from chief legal advisor to a core strategic business partner. This very evolution has created a landscape ripe with opportunities that lie beyond&nbsp;the traditional GC remit. For the ambitious legal professional, the question is no longer "How do I become a GC?" but "What can I become after GC?"
The apex is not the endgame. It&rsquo;s a launchpad.
&nbsp;
<h5 class="MsoNormal">The Modern GC: A Profile of a Future C-Suite Leader</h5>
Today's successful GCs are already operating at an executive level. They are masters of risk management, regulatory navigation, corporate governance and stakeholder engagement. They possess a unique blend of integrity, strategic foresight, exceptional communication skills and crisis management prowess.
These are not merely legal skills; they are the core competencies of a broad-based C-suite leader. The key is to strategically transition this profile into a next act.
&nbsp;
<h5 class="MsoNormal">The Established Paths: Stepping into Broader Leadership</h5>
&nbsp;Several well-trodden paths demonstrate the versatility of the GC skill set. At Leonid, we have frequently placed former GCs into these roles:
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Chief Compliance &amp; Ethics Officer (CCO/CECO):&nbsp;A natural extension, this role broadens the scope from pure legal compliance to building and overseeing the entire ethical framework of the organisation. It&rsquo;s a move from advising on the law to shaping the corporate culture itself.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Chief Administrative Officer (CAO) or Chief Operating Officer (COO):&nbsp;For the GC who has demonstrated a knack for process efficiency and managing internal functions. This role often encompasses areas like HR, Real Estate, Security, and Procurement, allowing the legal mind to optimise entire business operations.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Head of Corporate Development / M&amp;A:&nbsp;The GC who has been the architect of countless deals is perfectly positioned to lead the strategy. Their deep understanding of deal structuring, negotiation, and integration risks makes them a formidable leader in driving organic and inorganic growth.</li>
</ol>
&nbsp;
<h5 class="MsoNormal">The Frontier Roles: where the modern GC truly shines</h5>
There are also some exciting opportunities emerging at the intersection of law, strategy and global megatrends. This is where the forward-thinking GC can truly redefine their career:
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">Chief ESG Officer (CESG):&nbsp;This is a paradigm shift from support function to strategic driver. The GC&rsquo;s expertise in governance ("the G") is the bedrock. Now, they can expand their mandate to own the entire ESG agenda: overseeing sustainability reporting, human rights due diligence in the supply chain, and crafting the corporate narrative on social impact. For a GC with passion and vision, this is one of the most impactful roles in the modern corporation.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">Chief Risk Officer (CRO):&nbsp;Moving beyond legal risk to own the entire enterprise risk map&mdash;from financial and operational to geopolitical and cyber risks. The GC&rsquo;s analytical and regulatory mind is ideal for creating a holistic, proactive risk management framework for the board.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">Board Director / Professional Director:&nbsp;The ultimate use of a GC&rsquo;s governance expertise. Stepping into a Board role, either for another company or as a portfolio career, allows a former GC to provide oversight, guide strategy, and safeguard corporate integrity at the highest level.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">President / Chief Executive Officer (CEO):&nbsp;This is the pinnacle. It is rare but increasingly plausible. The GC who has been a true strategic partner to the CEO, who understands the P&amp;L, and who can articulate a compelling vision for the future, possesses the complete toolkit for the top job: especially in highly regulated industries.</li>
</ol>
&nbsp;
<h5 class="MsoNormal">Your Career Plan: building the bridge to your next role</h5>
Making the leap doesn't happen by accident. It requires intentional career planning.
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo3; tab-stops: list 36.0pt;">Volunteer for the "non-legal" projects:&nbsp;Raise your hand for cross-functional initiatives related to operations, digital transformation, or sustainability. Build your track record and internal network outside the legal department.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo3; tab-stops: list 36.0pt;">Master the business, not just the law:&nbsp;Deepen your financial acumen. Understand the drivers of your company&rsquo;s P&amp;L. Speak the language of the business, not just the language of law.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo3; tab-stops: list 36.0pt;">Cultivate your external profile:&nbsp;Speak at industry conferences on strategic topics, not just legal updates. Write articles that position you as a thought leader on governance, risk, or ESG.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo3; tab-stops: list 36.0pt;">Find a mentor (who isn&rsquo;t a lawyer):&nbsp;Seek guidance from a sitting CEO, COO, or board member. Their perspective on leadership and business strategy will be invaluable.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo3; tab-stops: list 36.0pt;">Be intentional with your next move:&nbsp;When considering a new GC role, assess it not just for the legal challenge, but for its potential as a stepping stone. Does it offer exposure to the board? To M&amp;A? To a transformative ESG agenda?</li>
</ul>
&nbsp;
<h5 class="MsoNormal">Conclusion</h5>
The role of General Counsel does not have to be a final destination; it is a powerful platform from which there are numerous new paths to take, if you wish to. The skills you have honed are in greater demand than ever, across a wider spectrum of leadership. By thinking strategically about your career beyond the legal department, you can transition from supporting the business to leading it, shaping its legacy - and defining its future.
&nbsp;
At Leonid Group, we partner with top legal talent to map their leadership journey beyond the traditional path. If you are planning your next strategic career move, please get in touch with <a href="mailto:philip@leonid-group.com" target="_blank" rel="noopener">Phil Redhead</a> to find out more.
&nbsp;

Career planning: beyond General Counsel 

The legal landscape is undergoing a quiet revolution. As businesses grapple with increasing regulatory demands, digital transformation and the ongoing pressure to &ldquo;do more with less&rdquo;, the Legal Operations function has emerged as a game-changer. For hiring managers, understanding the value of Legal Ops - and the kind of talent needed to lead it - has become essential. For legal professionals, it represents an exciting career pathway that blends legal expertise with strategic and operational impact.
&nbsp;
<h4 class="MsoNormal">What is Legal Operations?</h4>
Legal Operations (commonly shortened to &lsquo;Legal Ops&rsquo;) is the business management arm of the legal department. Its goal is to help legal teams operate more efficiently, effectively and strategically; enabling lawyers to focus on practising law, while ensuring the function delivers business value. Core areas of focus typically include:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Technology enablement: Selecting and managing legal tech platforms</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Vendor management: Optimising external counsel spend and relationships</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Data &amp; analytics: Measuring legal department performance and risk</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Budgeting &amp; financial management: Ensuring cost efficiency</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Process improvement: Streamlining workflows and contract lifecycles</li>
</ul>
&nbsp;
<h4 class="MsoNormal">Why Legal Ops is rising in prominence</h4>
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">Cost pressures: Businesses are demanding more predictable and transparent legal spend.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">Digital transformation: The adoption of AI, automation, and contract management platforms requires specialist oversight.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">Complex regulation: Increasing regulatory scrutiny means legal teams must work smarter, not just harder.</li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo2; tab-stops: list 36.0pt;">Strategic influence: Legal departments are no longer reactive; they&rsquo;re expected to align with business strategy and growth.</li>
</ul>
Legal Ops brings a more data-driven, proactive, and business-focused mindset to legal teams. The overall impact is that teams become more efficient, more strategic and better cross-functional collaborators.
&nbsp;
<h4 class="MsoNormal">Skills that define top Legal Ops talent</h4>
When it comes to in-house legal ops recruitment, it&rsquo;s crucial to identify candidates with the following skill sets:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l1 level1 lfo3; tab-stops: list 36.0pt;">Project management expertise</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo3; tab-stops: list 36.0pt;">Tech-savviness, especially with contract lifecycle management and AI tools</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo3; tab-stops: list 36.0pt;">Financial literacy and comfort with budgeting</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo3; tab-stops: list 36.0pt;">Change management skills to drive adoption across teams</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo3; tab-stops: list 36.0pt;">Strong communication to bridge the gap between legal and the wider business</li>
</ul>
&nbsp;
How this is changing the shape of in-house legal recruitment
At Leonid, we are seeing a steady increase in the number of legal ops roles we are appointed to fill.&nbsp; As such, employers are shifting towards considering more candidates with non-legal backgrounds, but highly transferable skills. Typical backgrounds include project management, consulting or legal technology.
Investing in Legal Ops talent is no longer optional for large organisations, and doing it right produces a clear competitive advantage. For candidates, it&rsquo;s an opportunity to be at the forefront of transforming the legal profession. As the function matures, recruitment agencies that understand Legal Ops will play a key role in shaping the legal teams of the future.
&nbsp;
If you would like to discuss hiring in legal operations, please contact <a href="mailto:philip@leonid-group.com" target="_blank" rel="noopener">Phil Redhead</a> for a friendly discussion.
&nbsp;

The rise of the Legal Ops function

Chlöe Lamprell

Senior Delivery Consultant

Philip Redhead

Head of Legal & Data Privacy

La devise de Leonid : "the right thing not the easy thing" "La bonne chose, pas la chose facile" en français c'est beaucoup moins sympa donc on l'a gardé en anglais. <img src="https://statics.teams.cdn.office.net/evergreen-assets/personal-expressions/v2/assets/emoticons/cool/default/20_f.png?v=v18" alt="Cool" height="20px" width="20px">Ce qui notre distingue, c’est notre approche axée sur le client : nous vous garantissons un niveau de service exceptionnel et nous nous engageons à fournir un processus honnête et personnalisé à vos candidat.e.s. En tant que cabinet spécialisé dans le financement de l’innovation et la gouvernance d'entreprise, nous sommes de véritables experts en la matière.&nbsp;&nbsp;&nbsp;

Chez Leonid, nous travaillons sur la base d’un modèle dit ‘’retained’’. C’est-à-dire que nos clients payent un tiers de nos honoraires sous forme d’acompte et bloquent ainsi un tiers du temps de l’une de nos ressources : c’est une des raisons qui nous permet une telle réactivité !&nbsp;&nbsp;Pourquoi cette méthode ?&nbsp;&nbsp;Nous souhaitons établir de réels partenariats et se positionner comme une réelle extension de votre équipe recrutement. Notre objectif : vous connaître au mieux pour vous fournir un service personnalisé et de qualité avec le minimum d’incertitudes.&nbsp;&nbsp;Voici un guide pour vous éclairer sur les avantages de notre approche par rapport au recrutement « traditionnel » au succès : (Link to the retained vs contingency page)&nbsp;

Grâce à Leonid Live - notre plateforme d'entretiens vidéo sur mesure – nous redonnons vie à la candidature. Nous enregistrons de courtes vidéos de présentation avec les candidat.e.s et leur permettons de mettre en avant des aspects relatifs à leurs personnalités et à leurs motivations.&nbsp;&nbsp;

Le Magic Month efface toute incertitude liée au processus de recrutement. Nous fonctionnons avec un calendrier prédéfini et nous avons des étapes claires et précise du jour 1 jusqu’au jour de prise de poste du candidat. Plus aucune inquiétude quant à la durée du processus ! Leonid s’engage à pourvoir tous les rôles sous 30 jours, ce qui est 3 à 4 fois plus rapide que la durée moyenne du marché !&nbsp;&nbsp;

Leonid Group est un cabinet de recrutement spécialisé dans les métiers du financement de l’innovation et de la gouvernance d’entreprise.&nbsp;&nbsp;&nbsp;Basées à Londres, Barcelone et à Paris, nos équipes sont composées de consultants et consultantes expert.e.s de leur domaine et sont animées par le désir d’offrir un meilleur processus de recrutement tant pour leurs client.e.s, que pour les candidat.e.s !&nbsp;&nbsp;Nous avons effectué des placements dans plus de 30 pays différents !&nbsp;<h5> </h5>

We work on a retained search basis. In other words, our clients pay us an up-front fee before we embark on a candidate search.
Why do we do this? We believe that the traditional &lsquo;contingency&rsquo; recruitment model is flawed; paying only once a placement has been made simply does not work in the best interests of the hiring company. Instead, we take a true partnership approach; acting as an extension of our clients&rsquo; own in-house talent acquisition team to deliver exceptional service and the highest levels of candidate care. To understand the benefits of the Leonid approach versus contingency recruiters, we have produced&nbsp;<a href="https://www.leonid-group.com/retained-vs-contingency/" target="_blank" rel="noopener noreferrer">this simple guide</a> to help you understand the differences.

<h2>DISCOVER MORE.</h2>
Why we do what we do and how we are a sustainable business
<a class="primaryBtn inverse" href="/our-values/">Our values and CSR</a>

<h5>&nbsp;</h5>
<h5>Our clients love receiving their LeonidLive shortlists! While the first step in an interview process is usually a screening call, we take this one step further.</h5>
We produce 5-10 minute video interviews with a member of our talent acquisition team (with questions set by you) and these enable you to get an instant feel for a candidate&rsquo;s passion and communication skills &ndash; things which cannot be ascertained from a CV alone.

<h5>&nbsp;</h5>
<h5>Leonid&rsquo;s Magic Month methodology makes the recruitment process exceptionally efficient and wholly transparent.</h5>
We pledge to complete our mandates within 30 days &ndash; that&rsquo;s around three times faster than the industry average.

<h2>&nbsp;</h2>

<h5>&nbsp;</h5>
<h5>Leonid Group is a specialist recruiter in the Corporate Governance sector - encompassing Compliance, Risk &amp; Audit, Legal, ESG &amp; Sustainability, and Data Privacy &amp; Cyber Security recruitment. </h5>
<h5>We also have a specialist R&amp;D Tax recruitment team.</h5>
We work internationally, and have to date made placements in over 30 different countries. Our offices are based in London, Barcelona and Paris and we have a diverse and highly experienced talent acquisition team who collectively speak 10 languages.

<h2 class="text-center">HERE'S HOW THE APPLICATION PROCESS WORKS.</h2>

<h2>OUR BENEFITS</h2>
<h5>We fully believe that happy and health employees will be more productive.</h5>
That's why, along with a competitive salary, we offer a range of perks and benefits that allow you to take care of your mental and physical health, work-life balance and personal growth. We also give everyone the option of being office-based, home-based or a combination of both.

<h5>&nbsp;</h5>
<h5>Our founder James Mitchell wanted to redefine the recruitment process, and that&rsquo;s why Leonid exists.</h5>
Today, the whole team shares in this mission to deliver a more efficient, personalised, and simply excellent recruitment service to both our clients and our candidates. We do things our own way &mdash; or, as our values state &lsquo;the right way, not the easy way&rsquo; &mdash; which makes us quite different from your average recruitment firm. Purpose comes firmly before profit. Our vibrant team is made up of 11 people who collectively speak 9 languages, based across London, Paris and Barcelona.
<a style="background-color: rgb(255, 255, 255); color: rgb(24, 50, 71);" href="https://cdn.sourceflow.co.uk/nn7eg37wqt4zde18l1al03pa1xo9" target="_blank" rel="noopener noreferrer">Click here to download a copy of our Employer Value Proposition</a>

Nous sommes convaincus que des employé.e.s heureux et en bonne santé sont plus productifs ! C'est pourquoi, en plus d'un salaire compétitif, nous offrons des avantages :&nbsp;&nbsp;- qui contribuent à votre développement personnel;&nbsp;- qui vous permettent de prendre soin de votre santé mentale et physique;&nbsp;- qui vous permettent d’avoir un équilibre vie professionnelle / vieOUS privée.&nbsp;Travailler chez Leonid,c’est AUSSI avoir la possibilité de travailler au bureau, à la maison ou en mode hybride !

James Mitchell a créé Leonid dans le but de redéfinir le processus de recrutement et aujourd'hui, toute l'équipe partage cette mission !Notre objectif : fournir un meilleur service de recrutement qui soit personnalisé, plus efficace, et tout simplement plus humain, tant envers nos clients qu'envers nos candidat.e.s !&nbsp;Nous privilégions “ la solution la plus juste et non la plus simple ‘’ c’est d’ailleurs l’une de nos valeurs et c’est ce qui nous différencie de nombreux cabinets de recrutement.&nbsp;&nbsp;Basées à Londres, Paris et Barcelone, notre équipe est composé de 16 personnes parlant collectivement 10 langues !&nbsp;.

<h2>DIVERSITÉ, ÉQUITÉ ET INCLUSION</h2>Chez Leonid, nous nous soucions de notre planète et des personnes qui l'habitent : cela implique de faire de notre entreprise un lieu de travail diversifié et inclusif.﻿ Nous sommes fier.e.s de la manière dont chacun apporte quelque chose de nouveau à l'entreprise. Les membres de l’équipe Leonid sont encouragés à vraiment être eux-mêmes au travail !&nbsp;Tout le monde est le/la bienvenue au sein de notre équipe, quelque soient ses origines, son identité de genre, son orientation sexuelle, ses croyances religieuses ou son âge. En tant que cabinet de recrutement, nous encourageons nos partenaires et clients à faire de même : nos méthodes sont conçues pour garantir à ce que la diversité et l'inclusion soient prises très au sérieux à chaque étape du processus d'embauche.&nbsp;&nbsp;

On ne change pas une équipe qui gagne !Nous sommes persuadés que notre succès est dû en grande partie à la force de notre esprit d'équipe.&nbsp;Nous partons régulièrement en voyage ; jusqu'à présent, nous avons organisé un séjour d'été à Porto et un événement de Noël à Vienne.&nbsp;&nbsp;Pour en savoir plus sur l'aspect social de la vie à Leonid, rendez-vous ici&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;

Notre RSE&nbsp;Chez Leonid, nous tentons de faire la part des choses pour être socialement et écologiquement responsables ! Une partie de nos bénéfices annuels est reversée à la lutte et à la recherche contre le cancer, une cause qui est chère à de nombreux membres de l’équipe. Nous travaillons également avec l'organisation à but non lucratif Tree-Nation pour compenser notre empreinte carbone.&nbsp;

Tous nos postes à pourvoir sont répertorié ici. Si pour le moment, nous n’avons pas de poste qui correspond à vos attentes, mais que la dynamique de Leonid vous a plu, n'hésitez pas à envoyer une candidature spontanée à ruby@leonid-group.com ! 😊&nbsp;

Nous ne sommes pas grands mais nous aimons croire que nous sommes matures !Chez Leonid chacun nous avons à cœur de faire grandir nos équipes pour pouvoir au maximum les Responsabiliser. Si vous êtes positif.ve, assidu.e, aventureux.euse et que vous avez le sens de l'humour, alors vous allez adorer travailler chez nous!&nbsp;&nbsp;<a href="/" rel="noopener noreferrer" target="_blank">Visitez notre page Instagram</a> !

<h2>DIVERSITY, EQUITY AND INCLUSION</h2>
<h5>We care about our planet and the people who inhabit it. And that includes making Leonid a diverse and inclusive workplace.</h5>
We are proud of how each team member adds something new and exciting to the business and we actively encourage everybody to bring their trueselves to work. We want to welcome you to join our team, regardless of your background, gender identity, sexual orientation, religious beliefs, age, or other experiences. We&rsquo;re encouraging other companies to do the same, too &ndash; and our recruitment methods are designed to ensure diversity and inclusion is taken very seriously at each stage of the hiring process.

<h5>A team that plays together, stays together!</h5>
At Leonid, we believe that much of our success is down to the strength of our team spirit. We enjoy regular trips away; so far this has included a summer party in Porto and a Christmas event in Vienna. To find out more about the social side of life at Leonid, click the button below.

<h5>Leonid is passionate about a number of causes and we are committed to being socially and environmentally responsible.</h5>
A proportion of our annual profits are donated to cancer awareness and research, a cause close to the hearts of many of our team. We also work with the non-profit organisation, Tree-Nation, to reduce our carbon footprint.

<h5>&nbsp;</h5>
<h5>Click the button below to view our open roles at Leonid</h5>
However, if we don&rsquo;t currently have anything that&rsquo;s quite right but you like what you see here, then you are welcome to send in a speculative application to <a href="mailto:ruby@leonid-group.com" target="_blank" rel="noopener noreferrer">ruby@leonid-group.com</a>

<h1>CAREERS AT </h1>
<h1>LEONID.</h1>
<h5>Leonid is a special place to work.</h5>
We retain the spirit of a start-up but combine this with a mature attitude &ndash; there&rsquo;s no such thing as micro-management here. You'll love working with us if you're positive, diligent, adventurous&hellip;and have a great sense of fun! To find out more about life at Leonid, please visit our instagram page.
&nbsp;
<a href="https://www.instagram.com/life_at_leonid/?igshid=MzRlODBiNWFlZA%3D%3D" target="_blank" rel="noopener noreferrer">Go to our Instagram page</a>

<h5>Que vous soyez curieux de connaître notre approche unique, que vous ayez envie de discuter avec nous ou que vous souhaitiez voir comment nous travaillons, nous serions ravis d'échanger avec vous ! </h5>

<h1>CONTACT US.</h1>
<h5>&nbsp;</h5>
<h5>Whether you are looking for a job or looking for the next superstar to join your team, then we'd love to hear from you.</h5>
You can complete the form below, or email us on <a href="mailto:info@leonid-group.com">info@leonid-group.com</a>
&nbsp;
Equally, if you just want to find out a bit more about how we work or you're looking to understand the current job market in corporate governance or R&amp;D tax, we're ready to take your call or email!

We realise that the Leonid way of working may be different to what you're used to.So we've compiled a list of some of the most commonly-asked questions about our service.If there's anything we haven't covered here then feel free to get in touch and ask us!

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<h5 class="text-center text-black pt-4">Chez Leonid, nous travaillons un peu différemment. Notre objectif : garantir une expérience client exceptionnelle ! Plutôt que de diffuser des offres d'emploi et d'attendre que les candidat.e.s viennent à nous, nous savons déjà où aller pour trouver les meilleurs profils pour vos équipes.</h5>

Nos clients adorent Leonid Live !Alors que la première étape d'un processus de recrutement est généralement un appel de présélection, nous allons encore plus loin !&nbsp;&nbsp;&nbsp;Un/Une consultant.e de notre équipe programme un entretien vidéo de 5 à 10 minute avec le.la candidat.e auparavant shortlisté en lui posant les questions que VOUS avez prédéfini !&nbsp;&nbsp;&nbsp;Avec Leonid Live vous vous faites en 5 minutes une idée de la personnalité et des compétences de communication des candidat.e.s.&nbsp;<h5> </h5>

Grâce à la méthodologie Magic Month , nous restons transparents tout au long du processus : nous vous informons de chaque progrès réalisé et nous nous engageons à pourvoir tous les postes dans les 30 jours suivant l'instruction. Les chiffres parlent d’eux-même : 98 % de nos mandats ont été menés à bien en respectant ce délai.&nbsp;

<h5 class="text-center text-black pt-4">At Leonid, we work a little differently. Our focus is always on ensuring a great customer experience. Rather than pushing out job ads and waiting for the candidates to come to us, we already know where to go to find the very best people for your team.</h5>

<h5>Our clients love receiving their LeonidLive shortlists! While the first step in an interview process is usually a screening call, we take this one step further.</h5>
We produce 5-10 minute video interviews with a member of our talent acquisition team (with questions set by you) and these enable you to get an instant feel for a candidate&rsquo;s passion and communication skills &ndash; things which cannot be ascertained from a CV alone.

<h5>Leonid&rsquo;s Magic Month methodology makes the recruitment process exceptionally efficient and wholly transparent.</h5>
We endeavour to complete all our mandates within 30 days &ndash; that&rsquo;s around three times faster than the industry average.

Chez Leonid, nous avons un objectif bien précis&nbsp;: offrir une meilleure expérience de recrutement possible autant pour les candidat.e.s que les entreprises.Notre équipe est composée de consultant.e.s expérimenté.e.s qui partagent cette mission et qui ont à cœur de traiter tout le monde de manière équitable et honnête. C’est pourquoi, vous constaterez que, contrairement à d'autres recruteurs, nous.. :<ul><li>Nous comprenons très bien le secteur dans lequel vous travaillez.</li><li>Nous ne vous «&nbsp;ghosterons&nbsp;» jamais !</li><li>Nous vous tiendrons toujours informé.e.s</li><li>Nous respectons nos engagements&nbsp;!</li></ul>Alors si vous travaillez dans le domaine financement de l’innovation ou dans la gouvernance d'entreprise et que vous souhaitez changer d'emploi aujourd'hui ou peut-être à l'avenir, nous serions ravis d’échanger avec vous&nbsp;!

Lorsque nous présentons une liste de candidats à nos clients, nous le faisons via de courts entretiens vidéo, appelés "LeonidLive".&nbsp;Au cours de cet entretien, l’un ou l’une de nos sympathiques consultant.e.s vous posera des questions préalablement choisies par l’entreprise qui recrute et cet entretien qui est enregistré, sera par la suite envoyé au client.&nbsp;Il ne s'agit pas d'une entrevue axée uniquement sur vos compétences, mais c’est simplement un moyen pour l'entreprise qui embauche d'en savoir un peu plus sur vous, chose qui n’est pas possible quand on envoie uniquement un CV.&nbsp;D'après notre expérience, ces listes de présélection en format vidéo contribuent réellement à accélérer le processus puisqu’elles évitent au client d'organiser des appels de présélection.&nbsp;C'est aussi l'occasion pour vous de briller en montrant à l’entreprise un aperçu de ce que vous pourriez leur apporter&nbsp;!

Nous savons à quel point il peut être frustrant de voir un processus de recrutement s'éterniser. En tant que candidat.e.s, vous souhaitez franchir les étapes le plus rapidement et le plus facilement possible et c’est tout à fait légitime. C’est pourquoi, chez Leonid, nous avons mis en place la méthode du "Magic Month". Nous nous engageons à pourvoir les postes dans les 30 jours suivant l'instruction du client et nous vous tenons informés à chaque étape du processus. Cela élimine toute ambiguïté, car toutes les personnes impliquées - recruteur, candidat et client - savent exactement à quoi s'attendre, et dans quels délais.Pour en savoir plus sur le Magic Month , cliquez ici.

<h5> </h5><h5>En tant que candidat.e.s, en travaillant avec Leonid, attendez vous à une expérience différente !</h5>Chez Leonid, nous travaillons sur la base d’un modèle dit ‘’retained’’. Cela signifie que vos employeurs potentiels ont confié en exclusivité à Leonid le soin de leur fournir une liste restreinte des meilleures personnes pour les postes à pourvoir.Vous serez donc en contact avec un.e consultant.e dédié.e qui vous garantira un processus court, sans heurts, du feedback dans les moindres délais, et un maximum de transparence !

Chez Leonid, nous avons un objectif bien précis&nbsp;: offrir une meilleure expérience de recrutement possible autant pour les candidat.e.s que les entreprises. Notre équipe est composée de consultant.e.s expérimenté.e.s qui partagent cette mission et qui ont à cœur de traiter tout le monde de manière équitable et honnête. C’est pourquoi, vous constaterez que, contrairement à d'autres recruteurs:<ul><li>Nous comprenons très bien le secteur dans lequel vous travaillez !</li><li>Nous ne vous «&nbsp;ghosterons&nbsp;» jamais&nbsp;!</li><li>Nous vous tiendrons toujours informé.e.s !</li><li>Nous respectons nos engagements&nbsp;!</li></ul>Alors si vous travaillez dans le domaine financement de l’innovation ou dans la gouvernance d'entreprise et que vous souhaitez changer d'emploi aujourd'hui ou peut-être à l'avenir, nous serions ravis d’échanger avec vous&nbsp;!

<h5> </h5><h5>Lorsque nous présentons une liste de candidats à nos clients, nous le faisons via de courts entretiens vidéo, appelés "LeonidLive".</h5>Au cours de cet entretien, l’un ou l’une de nos sympathiques consultant.e.s vous posera des questions préalablement choisies par l’entreprise qui recrute et cet entretien qui est enregistré, sera par la suite envoyé au client. Il ne s'agit pas d'une entrevue axée uniquement sur vos compétences, mais c’est simplement un moyen pour l'entreprise qui embauche d'en savoir un peu plus sur vous, chose qui n’est pas possible quand on envoie uniquement un CV..D'après notre expérience, ces listes de présélection en format vidéo contribuent réellement à accélérer le processus puisqu’elles évitent au client d'organiser des appels de présélection. C'est aussi l'occasion pour vous de briller en montrant à l’entreprise un aperçu de ce que vous pourriez leur apporter&nbsp;!

<h5>Nous savons à quel point il peut être frustrant de voir un processus de recrutement s'éterniser. En tant que candidat.e.s, vous souhaitez franchir les étapes le plus rapidement et le plus facilement possible et c’est tout à fait légitime.</h5>Et c’est pourquoi nous avons mis en place la méthode du "Magic Month". Nous nous engageons à pourvoir les postes dans les 30 jours suivant l'instruction du client et nous vous tenons informés à chaque étape du processus. Cela élimine toute ambiguïté, car toutes les personnes impliquées - recruteur, candidat et client - savent exactement à quoi s'attendre, et dans quels délais.

<h5> </h5><h5>En tant que candidat.e, vous constaterez que votre expérience avec Leonid est très différente de celle des autres recruteurs - mais dans le bon sens du terme ! </h5>Nous travaillons sur la base d’un modèle dit «&nbsp;retained&nbsp;». Ce qui veut dire que vos potentiels employeurs ont confié en exclusivité à Leonid le soin de leur fournir une liste restreinte des meilleur.e.s candidat.e.s pour les postes à pourvoir.Chez Leonid, nous attachons une grande importance au suivi des candidat.e.s. Nous vous tenons informés à chaque étape du processus de recrutement et nous sommes fiers de pouvoir construire des relations durables !

Chez Leonid, nous travaillons sur la base d’un modèle dit ‘’retained’’. C’est-à-dire que nos clients payent un tiers de nos honoraires sous forme d’acompte et bloquent ainsi un tiers du temps de l’une de nos ressources : c’est une des raisons qui nous permet une telle réactivité !&nbsp;&nbsp;<h4>Pourquoi cette méthode ?</h4>Nous souhaitons établir de réels partenariats et se positionner comme une réelle extension de votre équipe recrutement. Notre objectif : vous connaître au mieux pour vous fournir un service personnalisé et de qualité avec le minimum d’incertitudes.&nbsp;&nbsp;Voici un guide pour vous éclairer sur les avantages de notre approche par rapport au recrutement « traditionnel » au succès :Pour avoir plus de détails sur nos honoraires, contactez-nous ! 😊&nbsp;&nbsp;

Leonid Group est un cabinet de recrutement spécialisé dans les métiers du financement de l’innovation et de la gouvernance d’entreprise : Nous sommes donc de véritables expert.e.s dans ces deux niches.&nbsp;&nbsp;&nbsp;Nous souhaitons établir de réels partenariats et se positionner comme une réelle extension de votre équipe recrutement !Il y a deux aspects chez Leonid qui rendent notre processus de recrutement transparent, efficace et plus agréable : Le Magic Month et Leonid Live !&nbsp;

&nbsp;
We work on a retained search basis. In other words, our clients invest in our service before we embark on a candidate search. There are two further payment stages, the final one is only due once the candidate has successfully completed their probation period with you.
Why do we do this?
We believe that the traditional &lsquo;contingency&rsquo; recruitment model is flawed; paying only one a placement has been made simply does not work in the best interests of the hiring company.&nbsp;Instead, we take a true partnership approach; acting as an extension of our clients&rsquo; own in-house talent acquisition team to deliver exceptional service and the highest levels of candidate care.
To understand the benefits of the Leonid approach versus contingency recruiters, we have produced <a href="https://www.leonid-group.com/retained-vs-contingency/" target="_blank" rel="noopener noreferrer">this simple guide</a> to help you understand the differences.
For more details on our fees, please contact us for further information.

&nbsp;
We specialise in Corporate Governance and R&amp;D tax recruitment and this niche focus enables us to be true subject matter experts.
We take a true partnership approach and work as an extension of our clients&rsquo; in-house teams. We work on a retained search basis only - more detail on this can be found futher down the page.
What&rsquo;s more, we offer two services as standard which make the recruitment process faster, smoother and more enjoyable for everyone involved:

Avec Leonid Live - notre plateforme d'entretiens vidéo sur mesure – nous redonnons vie à la candidature. Nous enregistrons de courtes vidéos de présentation avec les candidat.e.s et leur permettons de mettre en avant des aspects relatifs à leurs personnalitéset à leurs motivations.&nbsp;Très pratique quand on n’a pas le temps d’organiser un nombre incalculable d’entretien !

<h2>GAGNEZ DU TEMPS AVEC LEONIDLIVE</h2>

C’est très simple : nous réalisons une vidéo de 5 minutes avec les candidat.e.s&nbsp;retenu.e.s pour votre poste - chacun d'entre eux ayant été présélectionné.e.s par votre responsable chargé de recrutement.&nbsp;&nbsp;&nbsp;Dès le 15e jour, la liste des candidats shortlister vous ai envoyé par mail pour que vous puissiez faire passer un entretien aux candidat.e.s retenu.e.s et,enfin, proposer une offre !&nbsp;Vous souhaitez regarder une démo de LeonidLive ? Cliquez-ici ,saisissez votre adresse électronique et entrez le mot de passe suivant :&nbsp;"Leonid2023"

<h5>The LeonidLive video interview platform is a technologically advanced screening process. It gives you deeper insight into aspects of each candidate which you cannot pick up from a CV alone.</h5><h5> </h5>You can assess a candidate's personality, communication skills and cultural fit in order to make an informed decision.LeonidLive saves you hours of time and effort with each hire.

<h1>SAVE HOURS ON THE SCREENING STAGE WITH LeonidLive.</h1>

<h5>We conduct three 5-minute videos of our shortlisted candidates, each of whom has been pre-qualified by your Talent Acquisition Manager, specifically for your role.</h5>This shortlist is sent to your inbox by day 15 of the process, so you can interview your favourites and ultimately make your offer. To view a demo, please <a href="https://meet.odro.co.uk/leonidgroup/talent-dashboard/60a2b3f112f1cf1f04dfb6bc" rel="noopener noreferrer" target="_blank">click here</a> and enter your email address, along with the password ‘Leonid2023’.

<div class="text-center"><h5>En juin 2022, nous nous sommes rendus dans la ville ensoleillée de Porto et en décembre, nous avons découvert la magie des marchés de Noël à Vienne !</h5>Au-delà de ça, nous organisons régulièrement des teambuilding en tout genre : De la peinture, des bikes-tour et même des ateliers de cuisine ! (Et oui, nos équipes ont du talent !)Bien plus que de simples collègues de travail, nous sommes une véritable famille : voici quelques photos de nos derniers événements organisé ensemble pour vous donner un avant-goût de ce à quoi ressemble la vie chez Leonid!</div>

ON NE CHANGE PAS UNE ÉQUIPE QUI GAGNE ! Bien que nous soyons dispersés à travers l'Europe, nous restons une équipe très soudée !&nbsp;Même si nous organisons des appels vidéo tous ensemble, rien ne remplace les réunions en présentiel. C’est pourquoi, nous faisons en sorte de tous nous rassembler au moins une fois par trimestre !&nbsp;&nbsp;Et nous ne faisons pas les choses à moitié ! À chaque meet-up, une nouvelle destination nous attend...&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;

<h1>LIFE AT </h1><h1>LEONID.</h1><h5>A team that plays together, stays together</h5>Although we are geographically dispersed across Europe, we remain a close-knit team. We use video calls on a daily basis to connect with colleagues, but there really is no substitute for in-person gatherings, so we make sure these take place once per quarter. For at least one of these meetings in a year, it will be somewhere special.

<div class="text-center"><h5>In June 2022, we went to sunny Porto and in December 2022, we experienced the magic of the Christmas markets in Vienna.</h5>In addition, we regularly go out as a team and often combine this with an activity, such as painting or pizza-making! Here are a few photos from recent events to give you a taster of what life at Leonid is like, once the laptops are closed!</div>

<h2 class="text-center">THE MAGIC MONTH TIMEFRAME.</h2>

98% de taux de réussite – un délai prédéfini de 30 jours – un gain de temps moyen de 10 heures par entretien !&nbsp;&nbsp;Le Magic Month de Leonid rend le processus de recrutement incroyablement efficace et transparent ! 98% de nos mandats sont complétés sous 30 jours, ce qui est 3 à 4 fois plus rapide que la durée moyenne du marché !&nbsp;&nbsp;

<h3>Leonid’s Magic Month methodology makes the recruitment process exceptionally efficient and wholly transparent.</h3>We set clear deliverables every seven days which makes us, the recruiter, fully accountable for a smooth and speedy process.We pledge to complete all of our mandates within 30 days - that’s around three times faster than the industry average.Naturally, this is dependent on both the client and candidates delivering their feedback in a timely manner, but we find on average that 9 out of 10 roles are successfully filled within the Magic Month.

<h2>OUR CLIENTS LOVE MAGIC MONTH!</h2><h2>HERE'S WHAT THEY HAVE TO SAY:</h2>

<h2>DÉCOUVREZ L'ÉQUIPE LEONID</h2>Derrière Leonid se cache une équipe de consultant.e expérimenté.e et multiculturelle où chacun apporte ses compétences et son expérience unique !&nbsp;Tous porté par une mission commune, nous veillons à vous offrir une expérience client de qualité tout en mettant en œuvre les valeurs fondamentales de Leonid.&nbsp;

<h3>RENCONTREZ NOTRE ÉQUIPE</h3>Derrière Leonid se cache une équipe de consultant.e.s expérimenté.e.s et multiculturelle où chacun apporte ses compétences et son expérience unique !&nbsp;Tous portés par une mission commune, nous veillons à vous offrir une expérience client de qualité tout en mettant en œuvre les valeurs fondamentales de Leonid.&nbsp;

<h5>&nbsp;</h5>
<h5>We are a very international bunch here at Leonid, with everyone bringing their own unique skills and experience combined with a shared mission to live out Leonid&rsquo;s core values.</h5>
You can find out a bit more about us here!

<h3>Leonid was founded out of a desire to redefine the recruitment process.</h3>
After spending over a decade in the industry, our founder James Mitchell had become disillusioned with the traditional recruitment model and decided to take action.
Armed with only his solid experience, his drive and a MacBook gifted by his father to support the cause, James set off on a mission to help organisations by improving their experiences of hiring team members.
Today, James continues to head up the company, alongside a passionate team who support Leonid&rsquo;s mission.&nbsp;Unlike other recruiters, our team don't work to hard financial targets. Instead, we focus on building long-lasting relationships and act as an extension of in-house talent acquisition teams.
Check out our short video here to learn the story of Leonid in James's own words.
<h2>&nbsp;</h2>

James Mitchell créé Leonid Group en 2018. Fort d’une expérience de plus de 10 ans en cabinet de recrutement il est animé par la volonté de développer un service plus humain.&nbsp;&nbsp;C’est alors armé de sa passion et du Macbook que son père lui offre qu’il se lance dans une nouvelle mission : offrir à ses client.e.s un processus de recrutement plus efficace, plus juste et plus agréable !&nbsp;Entouré d’une équipe passionnée, James continue aujourd’hui de porter la mission de Leonid !&nbsp;&nbsp;Découvrez le parcours de Leonid juste ici.

<h1>NOTRE HISTOIRE.</h1>

<h2>CORPORATE SOCIAL RESPONSIBILITY.</h2>
Leonid is passionate about a number of causes and is committed to being socially and environmentally responsible.

<h2>BENEFITS OF RETAINED RECRUITMENT</h2>

Contingency recruitment essentially means ‘no placement, no fee’. A recruiter is tasked with filling a role but chances are, they may not be working exclusively on it, and if they don’t succeed in filling the role, then their work goes unrewarded and they move on to the next job.

Le recrutement au succès équivaut à : « pas de placement, pas d’honoraires ».&nbsp;Vous travaillez avec un.e consultant.e dont le travail ne sera pas rémunéré s’il ne trouve pas de candidat.e adéquat.e et qui n’a en plus de cela certainement pas d’exclusivité sur le poste.

Lorsque que l’on travaille sur le modèle “retained” le.a consultant.e en recrutement facture une partie des honoraires en amont du process : c’est la garantie que son travail sera (au moins en partie rémunéré) et la garantie pour vous qu’il ou qu’elle aura la capacité d’investir des moyens plus conséquents !

<h2>DRAWBACKS OF CONTINGENCY RECRUITMENT</h2>

<h2>QUELLES SONT LES DIFFÉRENCES?</h2>Chez Leonid, nous travaillons sur la base d’un modèle dit ‘’retained’’. C’est-à-dire que nos clients payent un tiers de nos honoraires sous forme d’acompte et bloquent ainsi un tiers du temps de l’une de nos ressources&nbsp;: c’est une des raisons qui nous permet une telle réactivité&nbsp;! Et ça fonctionne très bien : nous avons un taux de réussite de 98%, d’excellents retours et un grand nombre de clients réguliers opérant dans les secteurs du financement de l’innovation et de la gouvernance d'entreprise.&nbsp;&nbsp;Pour les entreprises qui ont l’habitude de travailler avec des cabinets spécialisés dans le recrutement à succès, le modèle ‘’retained’’ peut paraitre un peu déroutant, mais pas d’inquiétude&nbsp;: voici une vue d’ensemble des avantages et inconvénients du recrutement à succès et du recrutement dit “retained”.

When working to a retained model, the recruiter collects a partial fee from clients before the recruitment process begins.The remainder of the fee is paid upon successful placement of the candidate. The agency will work on an exclusive basis meaning they are the only ones working on the role.

<h2>WHAT ARE THE DIFFERENCES</h2><h2> OF EACH APPROACH?</h2>At Leonid, we work on a retained model, regardless of the role seniority. This means we do take a fee up front, before we begin the search for your perfect candidate.We believe this works very well; we have a 98% success rate, excellent feedback and lots of repeat custom from companies in the corporate governance and R&amp;D tax sectors. However, we understand that for hiring companies, it can be a bit of a leap at first, particularly for those who are used to working with contingency recruiters as the norm.

<h5>Que vous soyez curieux de découvrir nos expertises ou souhaitiez en savoir plus sur notre méthodologie, nous attendons votre message. Ecrivez nous!&nbsp;</h5>

<h1>SUBMIT A JOB BRIEF.</h1><h5>If you're looking to hire in R&amp;D tax or corporate governance, we can find you the best people for your open roles. We work with all experience levels and across all geographies. If you have a specific role in mind, then please enter some details below and we'll be in touch!</h5>

<h1 className='h2 text-white'>UPLOAD CV </h1>

<h5>In today's fast-paced and data-driven environment, prioritising internal audit and data analytics has become paramount for companies seeking sustainable growth and competitive advantage.</h5> Internal audit ensures that an organisation's internal controls, risk management, and governance processes are effective, helping to identify and mitigate potential risks and fraud. Concurrently, data analytics empowers companies to unlock valuable insights from vast amounts of data, enabling informed decision-making, optimising operations, and enhancing overall performance.

<h6 class="MsoNormal">We specialise in sourcing high-calibre talent for internal corporate finance roles.</h6>
Working with clients ranging from FTSE 100 companies to SMEs and rapidly scaling start-ups, Leonid has developed partnerships with leading organisations across the world.
From Finance Business Partners and Financial Controllers through to Chief Financial Officers, we connect companies with candidates who drive strategic decision-making and deliver long-term value.&nbsp;

Nous comptons au sein de notre département Gouvernance d’entreprise plus de dix ans d’expérience en recrutement de profils spécialisés. Vous recrutez des directeurs juridiques, développez vos équipes d’audit, de management du risque ou d’éthique et de conformité ; nous sommes à vos côtés !Notre équipe multilingue vous propose de devenir une véritable extension de votre business, de vous fournir des données sur le marché des candidats, de vous conseiller quant à la gestion des talents et la segmentation des postes et de vous aider à identifier des opportunités de croissance et à développer votre marque employeur.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;

<h5>Leonid&rsquo;s Corporate Governance division has more than a decade of recruitment experience across all sub-sectors of corporate governance.</h5>
<h5>&nbsp;</h5>
We have specialist recruitment teams covering the following areas: Ethics, Trade &amp; Compliance, Human Rights, ESG, &amp; Sustainability, Internal Audit &amp; Risk, In-house Legal, and Data Privacy &amp; Cyber Security. Our talent acquisition team are experts in their respective fields and partner with clients who operate in a wide range of industries across the globe, including commerce, energy and commodities, pharmaceuticals, manufacturing, chemicals, technology, and not-for-profit.
Please note that not all of our roles are advertised, as we fill many directly via our candidate networks. Feel free to <a href="https://www.leonid-group.com/contact-us/" target="_blank" rel="noopener noreferrer">contact us</a> if you would like to discuss other opportunities.
We work very much as an extension of our clients&rsquo; businesses; we consult on talent acquisition strategy, advise on talent management and role segmentation, identify growth opportunities and nurture their employer brand. For more detail on each of our sub-sectors, head this way:

<h2 class="text-center">WHERE WE WORK.</h2> Our multilingual talent acquisition managers work with employers around the world.

<h5>As digital transformation has rapidly accelerated over the last twenty years, so too has the mandate for specialised talent in data privacy. For organisations of any size, the focus on privacy compliance is non-negotiable. This evolving landscape requires professionals who are not only adept at protecting businesses from data breaches - stemming from both internal and external threats - but also skilled in navigating the complex terrain of privacy regulations.</h5>
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Our mission is to meet this critical demand by connecting your business with the very best in data privacy talent, individuals who embody the advanced skill sets necessary to navigate and fortify the digital and regulatory frontiers.&nbsp; Our specialist Data Privacy recruitment team can help protect your business by sourcing the very best talent, globally. Recent placements Chief Privacy Officer (CPO), Lead Privacy Counsel &amp; Head of IAM.

<h5>Human Rights, ESG &amp; Sustainability has become a necessity for businesses globally – with new regulations, such as CSRD, SASB and LkSG influencing the way businesses act and report on their activities and responsibilities.</h5> <h5>Leonid has emerged as an experienced partner with employers competing to secure the best talent in a very new labour market.</h5>

<h5>As companies and supply chains worldwide become increasingly complex and government enforcement of sanctions &amp; FCPA laws continue, the need for outstanding compliance professionals has never been greater.</h5> At Leonid, we work with businesses across a wide range of industry sectors, successfully filling roles from analyst through to Chief Compliance Officer. We work with companies across the globe, including UK &amp; Europe, USA, the Middle East and Asia.&nbsp;We draw upon our extensive personal networks and a dedicated in-house resourcing team to find the very best talent across ethics, trade and compliance.&nbsp;

<h5 class="py-3 text-white">Our specialist forensics, investigations &amp; disputes recruitment team helps organisations build the expertise they need to manage financial misconduct, regulatory scrutiny and contentious matters. From uncovering fraud and corruption, to quantifying damages in litigation and arbitration and leading regulatory and corporate investigations, having the right talent in place is critical. &nbsp;</h5>
We partner with Big Four firms, boutique forensic consultancies, law firms and multinational corporates to recruit across all levels of experience. Candidates in this space combine strong accounting fundamentals with analytical rigour, problem-solving skills and the ability to operate with integrity under pressure. &nbsp;Whether you are expanding your forensic accounting practice, building out a disputes team, or hiring investigators to respond to regulatory change, we provide access to a proven network of professionals who can deliver clarity and confidence in the most complex situations.

<h5>In an era marked by evolving regulatory landscapes and heightened concerns over data privacy, companies must prioritise building a strong Legal team and Data Privacy team to navigate the complexities of today's business environment.</h5> By investing in a strong legal and data privacy team, companies can proactively protect their reputation, minimise legal liabilities, and demonstrate a commitment to responsible data handling practices, ultimately fostering sustainable growth and long-term success. To find the best lawyers and data privacy professionals requires a considerable investment of time and Leonid’s Magic Month model is best placed for this.

<h5 className="py-3"> We are a very international bunch here at Leonid </h5> With everyone bringing their own unique skills and experience combined with a shared mission to live out Leonid’s core values. You can find out a bit more about us here!

Leonid est l’unique cabinet international spécialisé dans les métiers du financement de l’innovation (CIR/CII/JEI, aides et subventions et financements européens).Grâce à nos connaissances de niche, nos expert.e.s en la matière ont développé un vaste réseau&nbsp;de contact et ont une longueur d’avance sur ce qui se passe sur le marché.&nbsp;&nbsp;Chez Leonid, nous aspirons à ce que nos consultant.e.s multilingues soient considéré.e.s comme une réelle extension de votre équipe recrutement.&nbsp;Bien plus que de simples recruteurs, nous sommes là pour vous conseiller et vous fournir toutes les ressources nécessaires pour vous aider à former vos équipes de manière optimale tout en gardant un œil ouvert sur toutes opportunité d’expansion !&nbsp;

<h5>Leonid is widely regarded as the industry leader in the R&amp;D tax recruitment niche.</h5><h5> </h5>Leonid’s R&amp;D Incentives Team are subject matter experts, having built up specialist knowledge and an extensive network of contacts from across the R&amp;D tax and grant funding industries.Our team of multi-lingual talent acquisition managers become an extension of our clients business – and we do so much more than simply recruit. We provide candidate market insight reports, advise on talent management and role segmentation, identify growth opportunities and nurture your employer brand.

<h2 class="text-center">WHERE WE WORK.</h2> Our multilingual talent acquisition managers work with employers around the world.

<h5>In an increasingly complex and uncertain business landscape, companies need to prioritise building a strong risk team to effectively manage and mitigate potential threats.</h5> A robust risk team brings together expertise in risk assessment, analysis, and mitigation strategies, enabling companies to proactively identify and address potential risks that could impact their operations, reputation, and financial stability. When recruiting Risk professionals, it is important to truly understand the differentiations between risk profiles to make sure the best candidates are being highlighted and we can do this.

As regulatory landscapes across all industries continues to grow in complexity, companies are becoming increasingly reliant on their legal departments to provide support in an ever-growing number of areas and the competition for in-house legal talent has never been greater.

Leonid s&rsquo;associe &agrave; certaines des plus grandes multinationales et les accompagne dans le d&eacute;veloppement de d&eacute;partements juridiques dans le monde entier en exploitant son vaste r&eacute;seau d&rsquo;avocats et de juristes.

DROIT.

Alors que les entreprises mondiales et les chaînes d'approvisionnement deviennent de plus en plus complexes, le besoin de des professionnels de la conformité exceptionnels n'ont jamais été aussi grands

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