How to Advertise a Legal Job in the UK: Your Step-by-Step Guide

Recruiting legal talent today challenges law firms, in-house legal teams, and public sector employers. Candidates expect clarity, purpose, and competitive offers. You can’t simply post an advert and wait. Instead, you need a sharp strategy to advertise a legal job in the UK effectively.

At The Legists, we specialise in legal recruitment, so we know what works. We help organisations create compelling adverts, choose the right platforms, and attract qualified candidates fast. In this guide, we’ll walk you through every stage—from crafting the ad to optimising for reach—with a focus on readability, human insight, and practical tips.

Why Your Job Advert Needs to Stand Out

You may ask, “Isn’t a job advert just a formality?” Not at all. In fact, an effective advert:

1. Raises quality of applications by setting clear expectations

2. Reduces time-to-hire by attracting the right candidates quickly

3. Strengthens your employer brand, showing why you matter in the legal market

4. Lowers recruitment costs, since you won’t chase irrelevant applications

In short, the stronger your advert, the faster and smoother your hiring process becomes.

Define the Role Precisely

Choose a Clear Job Title

Start with a precise title, such as “Commercial Litigation Solicitor – 4 PQE – Hybrid London.” Clear titles help candidates instantly assess fit, make your advert searchable, and avoid irrelevant applications.

Specify Essential Qualifications and Experience

List only the must-haves up front. For instance:

• Qualified solicitor in England & Wales, plus 3+ years’ PQE

• Experience in commercial disputes up to £2m

• Strong court drafting, negotiation, and case management skills

Then, add a short “desirable” section—like experience in ADR or professional negligence.

Structure the Job Responsibilities

Help candidates visualise their day‑to‑day. For example:

• Lead a caseload of commercial litigation cases across High Court and County Court

• Draft particulars, witness statements, settlement correspondence

• Run client meetings, maintain engagement, build trust

• Work closely with junior staff and paralegals; mentor where needed

• Support fee-earner targets and assist with business development

This level of detail guides serious applicants and sets you apart.

Showcase What Makes You Unique

Great legal ads go beyond duties. Use this section to explain why someone would choose you:

• We embrace hybrid working: work from the office 3 days per week only

• We invest in your growth: funded CPL, mentorship, and interesting work

• We care about work-life balance: optional summer hours, wellness allowance

• We promote diversity and inclusion: featured in top legal employer lists

These selling points matter because they answer the “what’s in it for me?” question automatically.

Be Transparent About Compensation and Benefits

Legal professionals expect clarity. Compensation can include:

• Salary range (e.g., £55,000–£70,000 + discretionary bonus)

• 25 days annual leave + bank holidays + wellbeing days

• Pension, private healthcare, CPL, flexible working options

Being transparent shows respect—and attracts serious applicants.

Define Location and Working Model

Candidates need to know right away whether they must relocate, commute, or enjoy remote work.

• Base: London EC2, hybrid 3 days in-office

• Alternative: Birmingham or remote-based (UK-wide)

• Occasional travel for client meetings or hearings

This clarity boosts appeal and prevents mismatched expectations.

Outline the Application Process

Clear guidance builds trust and ensures precision. You might say:

1. Send CV + cover letter to [email] by 5 pm, [Date]

2. Shortlisting closes [X days] later

3. Interview round 1 with partners (45–60 mins)

4. Final round: live task + culture fit discussion

5. Role starts June* (flexible for the right candidate)

This transparency encourages genuine interest and signals professionalism.

Choose the Right Advertising Platforms

A good advert isn’t enough if it doesn’t reach the right audience. Here’s where to post:

Specialist Legal Job Sites

Law Gazette Jobs, TotallyLegal, Reed Legal—they draw active candidates and are trusted by the legal community.

Nationwide Job Platforms

Indeed, LinkedIn Jobs, Glassdoor—they generate volume but may need optimisation to reach legal talent effectively.

Niche Channels and Associations

Target local law societies, bar associations, or firm alumni networks for passive candidates.

The Legists Platform

We deliver qualified legal professionals directly. We share your advert with matching profiles and often bring suitable candidates before you even post publicly.

Use SEO and Keywords Thoughtfully

You want candidates to find your advert naturally. Include:

• Job title + location keywords

• Practice area specifics (e.g., “employment law solicitor”)

• PQE level

• Hybrid or remote tags

Example: “Employment Solicitor London – 3 PQE – hybrid legal role – £60–70k.”

Comply with Legal Hiring Regulations

Make sure your advert remains compliant:

• Avoid phrasing that could imply discrimination

• Offer reasonable adjustments

• Ensure GDPR compliance when collecting information

• Stay truthful about compensation and responsibilities

You’ll limit your legal risk and foster goodwill with applicants.

Common Pitfalls—and How to Avoid Them

Avoiding these mistakes saves time and effort—with better results.

How The Legists Supports You

We offer more than advert posting. Here’s how we help your hiring succeed:

1. Advert Design – We craft effective titles and copy tailored to legal job seekers.

2. Candidate Outreach – We promote your role to pre-screened legal applicants.

3. Screening Support – We handle CV reviews and shortlist based on fit.

4. Interview Coordination – We guide both sides and provide polite interview prep.

5. Offer Negotiation – We advocate for you and help secure acceptance.

In short, we cut your hiring cycles in half—and reduce mismatch risks significantly.

Real Results: A Recruitment Success Case

Example: We placed a 4 PQE Patent Solicitor with a tech-led firm in Manchester within just three weeks.

Our Approach:

• Crafted a focused advert highlighting hybrid UK-wide working options

• Promoted across legal sites + LinkedIn + tailored email campaigns

• Received 75+ applications in the first 10 days—10 strong candidates

• Conducted initial screening, passed shortlisted candidates within a week

• Hired within 21 days; we supported relocation and onboarding

You can replicate this success by partnering with our expertise.

Final Takeaways

When you advertise a legal job in the UK:

• Tailor the title, responsibilities, qualifications, and perks

• Add clarity on location, working model, salary, and timeline

• Use niche job boards, legal platforms, professional networks, and The Legists

• Optimise for search and remain legally compliant

• Provide a clear, human-friendly candidate experience

Each step strengthens your employer brand and reduces hiring friction.