Tim Cole, director of human resources at Freshfields, agrees. People like support in shaping their careers, not just because they might choose to leave but also because they might want to reposition themselves within the firm. Access to external career consultants is just part of the portfolio that we can provide. The agencies' fees can also be offset against the cost of recruiting senior staff. TDA Consulting director Alan Smith says that a headhunter can charge as much as 40 per cent of a senior lawyer's salary in the first year.
Some firms use the agencies only once in a blue moon.
For instance, head of personnel at Slaughter and May, Neil Morgan, says that because of the state of the market, it is at least four years since he engaged an outplacement agency. And he is not the only one to cut back. People are living with any mismatches because it is difficult to get lawyers, although some of our bigger clients are still sending people. In its place, career coaching that looks at people's performance and how they manage themselves and others has increased dramatically. All the agencies claim to offer a bespoke service to their clients, which in the case of outplacement, usually runs over a three to six month period.