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Australian Law

HR and Leaders’ Roundtables: A Safe Space for Connection and Innovation

HR and Leaders’ Roundtables: A Safe Space for Connection and Innovation Elias Recruitment is celebrating its 25th anniversary by giving back to the industry in a meaningful and practical way. To mark this milestone, the pioneering recruitment business is launching a series of ongoing Roundtable sessions designed for HR Professionals, In House Legal and Senior Legal Managers like General Managers, Practice Managers, COO’s and CEO’s. This innovative initiative is designed to bring industry professionals together, ignite meaningful conversations, and foster collaborative solutions to issues and challenges facing the profession. The meetings serve as a dynamic platform for growth, connection, and innovation, empowering participants to navigate the complexities of their roles with fresh perspectives and shared expertise. “We find that many HR practitioners and legal leaders often feel isolated in their roles,” says Jason Elias, CEO of Elias Recruitment.  “They crave a space where they can share challenges, successes, and strategies without fear of judgment. The roundtables are our way of creating that safe, supportive environment.” These invite-only sessions cater to three distinct groups—HR professionals, in-house legal practitioners, and legal leaders—each with a tailored focus. HR professionals will engage in peer support discussions on AI’s impact on recruitment, talent retention strategies, and workplace challenges. In-house legal practitioners will explore operational efficiencies, optimising outside counsel, CPD, AI, and legal operations. Meanwhile, legal leaders will tackle high-level concerns, including AI’s influence, workplace transformations, data protection, and balancing flexibility with productivity. Each roundtable brings together professionals from similar-sized organisations, ensuring discussions remain relevant, relatable, and confidential under Chatham House rules. “What makes the roundtables truly unique is their structure”, explains Jason. “Sessions are capped at eight participants to foster an intimate and collaborative atmosphere. They will be held quarterly, in-person at neutral venues in Sydney in a format that ensures everyone has a voice.” “It’s about more than just the sessions themselves. We’re building a peer network that extends beyond the boardroom. Participants can reach out to each other for advice, share experiences, and continue the conversation long after the meeting ends.” As part of Elias’s commitment to supporting its clients, the roundtables will be offered as a free service, complete with refreshments and a welcoming atmosphere.  “It’s a thank-you to the industry for 25 years of support, but also as an opportunity to help connect the future legal HR and managers to each other.” If you are interested in joining a round table, email [email protected].

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Karolina Slaby March 14, 2025
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Interview with Jason Elias – Founder and CEO of Elias Recruitment who has just opened a new division of his agency, specifically for legal professional support roles.

You have been in specialist legal recruitment for 25 years. What made you want to launch a division specifically for legal professional support roles? There were two reasons. Firstly, our clients were asking for support beyond recruitment for traditional professional roles. Secondly, I found the right person to head this division up…Eva Wilson. I had worked with Eva in the past and knew she was an outstanding recruiter with the right holistic approach for this project. Clients and candidates warm to her genuine and caring nature and appreciate her attention to detail. She loves visiting clients face to face and asking the right questions to guarantee best results.  Since launch, Eva has grown the Elias Recruitment Professional Support Division to three full time recruiters working with clients all over Australia.    What kind of roles do you recruit for? Basically, all the roles that make a typical legal practice tick.  That includes legal secretaries, paralegals, conveyancers, clerks, HR, IT and accounting support specific to the legal profession. Our first clients were law firms that we had existing relationships with but we are now also recruiting for Barrister’s Chambers, suppliers to the legal sector, Government agencies and private entities with specific legal requirements. What are your plans for this Division? That’s easy. We want to be the leading specialist recruitment agency for legal professional support roles across Australia and New Zealand. Elias is already the leading agency for legal professional roles but we are on a mission to extend this reach further. Some people might think that is easy but it’s not.  Professional Support is a lot different to Professional; the roles and the candidates move a lot faster, the packages are less standard and lead times are shorter. The other challenge is that there is more competition. There are countless recruitment agencies claiming to be able to help with generic support roles in the legal profession which no doubt creates a lot of confusion for good candidates on the market. The difference with Elias is that we have the experience and the networks to move quickly for both clients and candidates alike.  How do you handle the stresses involved in growing a business? In the last 12 months alone, we have relocated our Sydney office into bigger premises, taken on new team members overseas, opened a new Professional Support Division and launched a specialist legal talent pool product. At the same time, we’ve managed to secure spots with highly sought after tenders and taken out Best Boutique Recruitment Agency in the Seek SARA Award for 2023 and the RCSA Awards.  On the one hand, seeing a team and business grow brings enormous pride but stress is unavoidable. I manage that by allowing lots of family time and time to watch the footy (Go Bulldogs!)  Needless to say, I am incredibly proud of our team and our work. Jason Elias, CEO Elias Recruitment

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Karolina Slaby May 1, 2024
Uncategorised

Legal Secretaries Today

The role of legal secretary has evolved dramatically over the last 20 years becoming more complex, more technical and more critical to the overall performance of a high functioning legal team. In case you didn’t know, there is a huge shortage of experienced legal secretaries right now. Leading firms are offering a range of benefits to lure great candidates across and it’s a good time to be picky. It’s also a great time to really think about what makes the role of a legal secretary so great. Firstly, you are the “go to” person for your department – always tapped in to where everyone is at any point in time – what work is coming in, where it is at and how people are performing. This is particularly important in hybrid working environments.  Other responsibilities include monitoring billings, drafting and editing documents, co-ordinating meetings, event planning and using a range of technologies for everything from e-filing to billing and document management.   So what’s the money?  Today, the Elias Recruitment Professional Support Division is working with clients ready to pay between $75,000- $85,000 plus super.  For that package, you will have some previous experience, have a basic understanding of legal terminology, strong IT skills and a genuine interest in the technologies that are reshaping the legal profession. No heels required. Jason Elias, CEO Elias Recruitment

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Karolina Slaby May 1, 2024
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Advertising for In-House roles

There should be a degree in creating a job title and posting an ad. What responsibilities does the title imply? Will it fit on an email signature or business card? Will it date? Will it offend an existing team member? We think there is one other really big factor that an employer needs to consider…..will the ad attract clicks? Apart from the years of experience in interviewing, pre-qualifying, reference checking and matching candidates to jobs, the other great reason to use a specialist recruiter is we know how to draft great ads. At Elias Recruitment – one of the oldest specialist legal recruitment agencies in Australia, we know how to maximise clicks. Firstly, we know what job titles and keywords are trending with great candidates at any point in time. We are also constantly monitoring the performance of our ads and, even after just 24 hours, we can tell if our keywords or job summary needs tweaking in order to attract the kind of candidate we need.  Let’s use in-house roles as an example. On any given day, we will see ads for in-house roles described as “In-house Counsel”, “Corporate Legal”, “In-house Lawyer”, “General Counsel” or ”Corporate Counsel”. Even a little thing like whether to put the hyphen in “inhouse” can make a big difference to an advertiser’s search results. So what is the best title to use when advertising an in-house counsel role? The answer might be different than you think. Call one of our consultants at Elias Recruitment and find out. 

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Karolina Slaby April 11, 2024
Uncategorised

Coolest in-house counsel jobs in the world

Of course what makes a “cool” in-house counsel job will swing on individual interests or even what is going on in the world but we have listed some of the sectors to work in which will instantly make you the most interesting person to talk to in any room.  Tech Giants: Working as in-house counsel for leading technology companies like Atlassian, Google, Apple, Meta or Amazon can offer the opportunity to work on cutting-edge legal issues at the forefront of technology and innovation. These companies often deal with complex legal challenges related to intellectual property, data privacy, and all things artificial intelligence.  Entertainment and Media: There is so much going on in this sector right now, it’s crazy. In-house counsel roles at major entertainment companies such as Disney, Warner Media, Netflix, or Sony Pictures can be exciting due to involvement in negotiating deals for film rights, intellectual property, content licensing agreements, and navigating the evolving landscape of generative AI and digital media distribution. Start-ups and Venture Capital: Nothing will get your heart racing like working with a  start up where you can sit alongside founders and help realise a vision. Serving as in-house counsel for start-ups or venture capital firms can be dynamic and fast-paced. It involves advising on a wide range of legal matters, including corporate governance, financing rounds, intellectual property protection, and regulatory compliance. Start-ups often offer the opportunity to work closely with founders and make a significant impact on the company’s growth trajectory. Sports and Gaming Industry: Working as in-house counsel for professional sports teams, leagues, or gaming companies can be exhilarating, particularly for sports enthusiasts. This role may involve negotiating player contracts, sponsorship agreements, broadcast rights, and navigating the regulatory landscape of sports betting and e-sports.  Non-profit and Social Impact Organizations: In-house counsel roles at non-profit organisations or social impact companies offer the opportunity to combine legal expertise with a passion for making a difference in the world. This could involve addressing legal challenges related to social justice, environmental sustainability, human rights, or access to education and healthcare. Ultimately, the coolest in-house counsel job is one that aligns with your interests, values, and career goals, whether it is at a high-profile tech company, a creative industry powerhouse, a socially conscious organisation, or a start-up on the brink of disruption. These roles also provide a great pathway to working on boards.  Talk to any of our consultants at Elias Recruitment for more information.

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Karolina Slaby April 11, 2024
Is the Grass Greener in-house?
Uncategorised

Is the Grass Greener in-house?

There are a number of benefits to working in a law firm. However, there has been a significant growth in the role of  in-house counsel.  If you have ever wondered what the benefits are, you may wish to consider the following: – even for just a secondment. Here is a little snippet of some of the benefits:  Broadened Experience: In-house roles provide lawyers with the opportunity to gain experience in a different legal environment – in a wide variety of industries. This exposure can broaden their skill set and perspective, making them more versatile and valuable legal professionals. Enhanced Understanding of Business Operations: There is no better way to understand a business than working in one. This insight allows lawyers to offer more strategic and effective legal advice tailored to the specific needs of an organisation. Networking Opportunities: Secondments provide an excellent opportunity for networking both within and outside the legal department. Building relationships with colleagues, clients, and external partners can open doors for future career opportunities and collaborations. Career Development: Secondments offer valuable opportunities for professional development and career advancement. By taking on new challenges and responsibilities outside their comfort zone, in-house counsel can develop new skills, build confidence, and demonstrate their ability to adapt and thrive in diverse legal settings. Improved Communication Skills: Working on secondment requires in-house counsel to communicate effectively with stakeholders across different departments and levels of the organisation. This experience helps them hone their communication skills, including the ability to convey complex legal concepts to non-lawyers in a clear and concise manner. Enhanced Legal Knowledge: Secondments often involve working on projects or legal matters that may be outside the lawyer’s usual area of expertise. This exposure to new legal issues and challenges can deepen their knowledge and expertise, making them more well-rounded legal professionals. Increased Client Focus: Secondments enable in-house counsel to develop a deeper understanding of their client’s needs and priorities. By working closely with the business units or other departments, they can tailor their legal advice to better serve the organisation and its objectives. Talk to any of our consultants at Elias Recruitment for more information.

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Karolina Slaby April 11, 2024
Uncategorised

Do you need an unrestricted legal practising certificate to be an in-house lawyer in NSW?

We recently spotted an ad for a relatively junior, in-house corporate lawyer role. The job sounded terrific but the advertisement said the employer specifically needed a candidate with an unrestricted practising certificate.  Whilst this might be the employer’s preference, there is certainly no legal requirement in Australia for an in-house counsel to have an unrestricted practising certificate unless they are the sole counsel. We thought it might be a good opportunity to clear up possible confusion on this topic. One of the serious issues with asking for a junior lawyer to have an unrestricted certificate is that you need at least 2 years of supervision before you are eligible. Even then, those seeking unrestricted certificates tend to be more senior than this role required.  Since the commencement of the The Legal Profession Uniform Law (Uniform Law) and Rules in 2015, all in-house lawyers are required to hold a practising certificate. It also provides the benefit of legal professional privilege. In NSW, practising certificates in varying categories are issued by the Law Society of NSW according to the nature of your intended practice. Whereas an unrestricted practising certificate will unlock any kind of role, if you plan to work as an in-house lawyer, you will just need a practising certificate under the category of Corporate Legal if you are reporting to a more senior lawyer (who holds an unrestricted practising certificate).  According to the Law Society of NSW, under this category “The holder is authorised to engage in legal practice as a corporate legal practitioner or government legal practitioner and also as a volunteer at a community legal service, or otherwise on a pro bono basis”.  If you do not have a practising certificate but want to work in-house, do not panic. The Uniform Law includes transitional arrangements for inhouse corporate lawyers including certain exemptions. If you need help or what to learn more, contact the Law Society Membership services in your state.

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Karolina Slaby April 11, 2024
New Year Resolution FY 21
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FY 21 wrap-up

I am writing this from lockdown in Sydney so how the latest outbreak affects business confidence is an unknown. Most lawyers I am speaking to are still very bullish and aggressively hiring and see the current outbreak as an inconvenient but temporary hiccup. We have noticed a few start dates being postponed and interviews moved to zoom but otherwise it is business as usual.  The main changes from the January to March and April to June quarters are as follows: Biggest jumps in roles are regulatory and personal injury Double the number of family roles and close to double in employment roles 76 % increase in property roles 50% increase in insurance roles  47% increase in roles in Banking and Finance 25% increase in commercial litigation 12% increase in corporate roles  9% increase in tech roles  There was a slight decline in tax and insolvency roles. The main levels of hiring were at associate level with a 42% increase in junior associate roles, 37% in mid-associate roles and 55% in senior associate roles.  Jason Elias Founder and CEO of Elias Recruitment, a boutique legal recruitment consultancy that specialises in finding lawyers for law firms, NFPs, and corporate in-house teams.    JOBS INDEX Q4 2021   Area Banking & Finance Q3 FY21 38 Q4 FY21 56 % change 47% Corporate / M&A 58 65 12% Employment 21 41 95% Family 4 8 100% In House 39 50 28% Insurance / Reinsurance 22 33 50% Litigation / Dispute Resolution 40 50 25% Real Estate 37 65 75% Regulatory 9 22 144% Personal Injury 24 53 121% Insolvency 6 5 -17% Tax 9 6 -33% Technology 34 37 9% TOTAL 341 491 44%   Seniority Q3 FY21 Q4 FY21 % change Department / Div Head 11 7 -36% Director / Partner 2 4 100% Graduate / Entry 2 6 200% Junior Associate / Manager 52 74 42% Mid Associate / Manager 216 298 38% Snr Associate / Manager 142 220 55%   Methodology: the Elias Legal Jobs Index is based from sample data extracted from Sydney and Melbourne law firm advertisements. 

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[email protected] July 1, 2021
throw away
Using Recruiters

Don’t throw away your shot

A few weeks ago, for my birthday, my family treated me to tickets to Hamilton the Musical. While I know next to nothing about the American Revolutionary War, the story was entertaining, the dancing memorable and the lyrics and musical incredible. One of the songs recounts a young Alexander Hamilton champing at the bit at his opportunity to create change with the anticipated revolution and push for American independence. He sings proudly that he “is not throwing away his shot. “ So while not advocating a call to arms or any violence whatsoever,  I do recommend we take our current opportunities. Economies across the world are rebounding, talent is short and clients are reaching out to recruiters every day. We have an unprecedented opportunity for lawyers. We are seeing juicy pay increases, increased flexibility and promotions. Firms who were only looking at candidates from big brand firms are finally seeing the value in hiring from wider range of firm backgrounds. This is a great time for lawyers so make the most of it. Our national team of consultants are there to advance your career. Tap into our networks and contacts today. Do not throw away your shot. Call Elias Recruitment. 02 9555 5711

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[email protected] June 29, 2021
Elias Recruitment - Specialist Legal Recruiters
Elias Recruitment is a specialist legal recruitment agency. We find legal professionals for employers of choice, across private firms, Indigenous representative bodies, not for profits and corporates across Australia.
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