After more than 40 years in business, our search consultants have developed trusted relationships with both corporate law departments and C-suite leaders and the top talent they seek.
Our deep institutional knowledge of how an in-house legal and compliance function can most efficiently operate allows us to adeptly identify individuals with the requisite skills, experience and cultural fit for any organization.
In-house legal teams are an indispensable resource to a business, especially in heavily IP-driven sectors such as life sciences and pharmaceuticals. The current economic choppy waters mean having talented legal brains in the boardroom to tackle a range of business-critical decisions is more important than ever. However, against this challenging backdrop, how can pharma companies compete with the pay wars being waged by law firms to lure talented lawyers in-house?
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The hurdles to reaching gender equality in the boardroom, alluded to in Siddharth Venkataramakrishnan and Emma Dunkley’s article “Women still under-represented at board” (Report, January 9), stem from hiring attitudes and lingering taboos around salary conversations.
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For many general counsel, succession planning is either a low priority or is unnecessary. However, the point of a succession plan isn’t just about a Plan B. Succession planning is important for attracting and retaining good talent, and it’s a vital part of business continuity.
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