2to3days founder Juliet Turnbull tells the story of how our company mug came to be so much more than a good place to dunk a biscuit. The 2to3days mug is no ordinary mug. It has a will and a life force of its own; it has meaning and purpose. Most of all, it tells a story. The story begins at Christmas 2014 when the seeds of the idea of 2to3days were slowly beginning to germinate in my head. To help bring the idea to life, I’d asked a graphic designer to produce the first version of the company’s logo - and my husband thoughtfully had it printed on a mug, which I discovered in my stocking on Christmas morning. Unfortunately I wasn’t a fan of that first logo, so the poor mug was quickly relegated to the back of the cupboard. But even though this mug wasn’t a looker, back then it still carried great significance. It was my husband’s way of saying, “I believe in you, I believe in 2to3days and its role in society and the economy.” The business finally launched in the summer of 2015. At which point I discovered something many a budding entrepreneur can attest to - take off isn’t always as smooth as you dream it will be. I quickly developed insomnia as I dealt practically single handedly with what felt like an insurmountable number of issues and opportunities. The full story is available over a large glass of wine - be warned, you will be reduced to both laughter and tears! Steadying the ship Thankfully my conviction that the world needed 2to3days was strong enough to keep me going - and to get the attention of Russell Marsh at Publicis, who patiently gave his time and expertise to help me steady the ship. One day over a meeting he drew me this picture, with the following words written underneath: Anyone who has ever built a business from scratch will understand how poignant those words were to me. What followed was a period during which we burned an awful lot of midnight oil, with Russell dedicating his precious weekends to help me realise my vision. By the time Christmas 2015 rolled around it was time for me to gift him with a mug. I took his sketch and put it on the outside of two mugs - one for me, one for him. It was a symbol that tied us together as we worked side by side, connected by a higher purpose and our favourite brew. Growing the team By May 2018, 2to3days had grown into a close-knit virtual team and I wanted a way to remind them that, even when they were working from home on their own, they were part of something bigger. Not just a team of colleagues but a movement - the 2to3days hood. So we created the 2to3days team mug, which embodies what we’re all about: “Be the change you want to see in the world.” This quote from Mahatma Gandhi, leader of the Indian independence movement against British rule, inspired movements for civil rights and freedom across the world. The movement that 2to3days is leading is closing the void between the business world and motherhood by championing mothers’ careers on a flexible basis. By focusing on mothers - who have a very tangible need for flexibility - we hope to make flexible working a reality for everyone. Our vision is to create parity at work and at home, for businesses to have balanced and diverse teams, for flexible working to be the status quo for everyone. We believe we can accelerate the pace of change by giving mothers a voice, allowing them to pursue their careers on a flexible basis and ultimately closing the void between the business world and family life. Working with innocent drinks In October 2018, international smoothie and juice brand innocent hosted our first roadshow - the first of what we hope will be many - at their head office, Fruit Towers, in London. The event sold out within a week, with over 100 fantastic mothers coming to learn more about the job opportunities at innocent, to get CV tips from our partners City CV, and to hear more about the 2to3days vision and mission. Each of them got to take home one of our mugs to use at home while working on CVs and applying for jobs. For them, the mug is a reminder that they are not alone in their quest to find a fulfilling career opportunity that allows them to balance work with their family lives. Thank you and congratulations! For a while now, I’ve been wondering what we can give to our business clients as a thank you gift and as an acknowledgement of the difference they make when they hire one of their mothers. I also wanted to be able to send a congratulatory gift to the mothers who find roles through 2to3days and are therefore able to fulfil their career potential on terms that work for them. I wanted the gift to be something that had significance, something that was useful and not a marketing gimmick that would be thrown away in a trice. That’s when I had my ‘aha moment.’ What connects the seemingly disconnected parallel universes of boardroom and kitchen table? The humble mug - ever present in our lives, wherever we are. What better gift to give to our progressive leaders and highly capable mothers. So here’s to you, whatever your role in championing the movement to close the void between the business world and motherhood so that in the fullness of time ‘flexible working’ and ‘gender diversity in the workplace’ become the norm rather than buzz words. Do you have a 2to3days mug? We want to see it! Take a photo of your mug wherever you are in the world and share it with us on social media. We’re changing the world - let’s have some fun along the way!
With over 500 million users - nearly half of whom have hiring ability - LinkedIn is an important place to be seen if you’re looking to take the next step in your career. But just being present isn’t enough to land yourself that perfect role. With so many profiles to compete with, you need to make sure yours stands out from the crowd. And that means avoiding common mistakes like these. 1. Using the wrong photo. Or worse, no photo at all, which is the quickest way to ensure that people scroll past your profile without stopping. LinkedIn may be a professional platform but it’s still all about people. Which means we need to be able to see your face. And not your face with sunglasses on / your dog on your lap / the Spanish coastline in the background. Think about how you present yourself in a job interview and make sure your profile picture reflects that. 2. Making your job title your headline. Your profile headline is your equivalent of a strapline. It should sum up not only what you do but the skills you offer and what makes you unique. This is especially important if you’re job hunting and want to reflect your future rather than current employment status. Rather than saying ‘Marketing manager’ try ‘Marketing expert specialising in the charity sector’ or ‘Running creative digital marketing campaigns for growing start ups’. 3. Not using the summary section. Writing about yourself isn’t easy but the summary section of your profile is an important opportunity to introduce yourself to potential employers. Remember, no one will see beyond the first two or three lines without clicking ‘show more’ so make sure to start with something punchy. Don’t be afraid to bring your personality and your story into it, but always remember who you want to read it and the impression you want to give. 4. Talking in the third person. You wouldn’t talk about yourself in the third person at an interview so don’t do it on LinkedIn. Your profile should reflect you, it should be written in your voice and should allow people to get a sense of who you are before they even meet you. Using the third person voice creates a sense of distance that won’t help the relationship building process. 5. Not being specific enough. When it comes to your experience, don’t be vague. Talk about the specifics of key projects you worked on, for example, such as the size of the team you led or the budget you were responsible for. Also keep your industry up to date so people who are searching within specific parameters can find you. 6. Using off-putting buzzwords. If you’re a “passionate, motivated” person then unfortunately you’re likely to put people off. Not because these qualities aren’t valued but because the words have been overused. Instead of relying on buzzwords, share specific examples that show you are passionate and motivated rather than having to actually say it. 7. Not including contact details. You can’t message someone outside your direct network unless you have a premium LinkedIn account. Even if a potential employer is able to do so - or if they’re already connected to you - they may be concerned about how frequently you check your account. Make sure your contact details are up to date and available on your profile and consider including them in your summary too, so that they’re available to anyone who might want to get in touch with a job opportunity. 8. Forgetting that people are watching. When you update your LinkedIn profile, your connections can see the changes you’ve made. This might not be a problem if you’re coming back after a career break but if you’re looking to change jobs then you probably don’t want your current boss to catch on too soon. Update your privacy settings by clicking on your profile picture in the top right-hand corner of the screen to ensure that you don’t share more than you want to. 9. Skipping the personalised message. If you’re actively using LinkedIn to make connections with people - and you should be - then don’t just click the ‘connect’ button. When the pop up box gives you the option to ‘Add a note’, do it! This allows you to personalise your connection request and gives you more of a chance of the person on the receiving end accepting it. It doesn’t matter whether you’ve just started using LinkedIn or you’ve had a profile set up for ages, the key is to ensure that it is working for you. Eliminate these mistakes, start investing some time in building connections and you will be on your way to your next career move. If you want further support with your CV and LinkedIn profile, check out our Complete Career Workshop, on Tuesday 10th September, in partnership with the award-winning City CV. BOOK YOUR PLACE NOW
Why this opportunity might be right up your street! This year saw ten women - nine of them mothers - return to work with four city law firms through our inaugural Reignite Academy programme. We were so inspired by the quality of the women we placed that we decided to repeat the exercise and set about finding more law firms who were willing to join us to help more people reignite their careers. A further eight firms soon joined and now we’re looking for candidates interested in joining the next programme. What does a typical candidate look like? The short answer: there is no such thing. Those returning - and in our initial cohort they are all women - range in experience from one year PQE to over 20; they cover disciplines including corporate, banking and finance, regulatory, tax, commercial, employment and real estate. Manjit began her career as a TV presenter before training as a lawyer with a city firm. She worked as in house counsel for a music company and for a large telco, covering IP, commercial, consumer regulations, branding and advertising, amassing four years’ PQE prior to taking what would become a 10 year break from the law. Two of the more experienced candidates each have eight and twenty-plus years’ PQE. One is a banking and finance lawyer, who left a city career to go in house before going freelance. The other is a commercial lawyer with experience working for city firms and as in house counsel. At the other end of the spectrum, Elizabeth had two years’ post qualification experience, working as a corporate lawyer for a magic circle firm, including a stint in Brussels. She had a 17 year break away from the city and is now in the corporate department at Orrick. Whilst they are a very diverse group, they do have something in common: grit, determination and ambition; they are raring to go. We asked the group for any advice they’d pass on to anyone considering the programme. Here are some of their tips: Your earlier experience and training hasn’t disappeared. Yes, some things have changed in the law but much hasn’t. And as a lawyer, you’re used to checking things and looking things up. Don’t worry about hitting the ground running on day 1. The whole point of the programme is to provide you with time to get back up to speed. Have an eye to the future. Think about where you’d like to be in five years, ten years not just six months from now. As they say on the reality TV shows, it’s a journey. Yes, you’ll be working with colleagues and people in more senior positions who are often much younger than you. It’s no big deal and they sometimes find it stranger than you - let them know it’s OK to delegate things to you. Value what you are bringing to the party: your networks, your maturity, your experience, your wisdom. Having a coach is a privilege. Use them wisely. You’re not on your own. Although the ten women in the pilot work across four different firms, they do stay together as a cohort and regularly communicate and encourage each other. Dictaphones are out. Document management systems are in: don’t worry, they’re not difficult to learn, it’s just different. I’ll leave the last words to Manjit, who joined CMS in January: “This is an incredible opportunity to get my city career back on track: everyone involved has been able to see beyond what looks like a strangely shaped CV and unusual career path. And yet for me, taking a break enabled me to come back stronger. I’m grateful for the chance and can’t wait to get started.” Have a look at current returnship opportunities here.
Returnships are a powerful way for forward-thinking companies to attract top talent who have been on a career break for some time and need that little bit of support to reenter the job market. The power of 2to3days is rooted in the Hood - our community of 28,000 mothers who are always on hand to give us insights into what forward-thinking companies should be offering to attract top talent. This year, in partnership with the returnship experts at Inclusivity, we’ve conducted a survey to find out what our mothers think about returnships. These programmes, which are designed to support people who have been on a career break get back into the job market, have only been around since 2014 and last year the total number available stood at just 50. Despite returnships still being in their early stages and relatively unknown in the wider business community, over 300 of our mothers shared their views between the beginning of December 2018 and the end of January 2019 and the baseline conclusion is that returnships are definitely in demand - assuming they can meet certain key criteria. Who answered the survey 31% of respondents have 16+ years’ experience. We know that our mothers reflect a high calibre of professional woman and the survey results confirmed this. Almost three quarters (73%) of respondents had reached a level of middle management and above before going on a career break, with almost a third (31%) having 16+ years of experience. These respondents represent a huge range of industries - including HR and recruitment, PR and marketing, financial services, legal, retail and education - and are based across the UK. Almost 3 out of 4 (74%) are currently on a career break, with the length of that break being quite varied: 34% have been on a break for 0-2 years, 30% for 3-5 years, 27% for 6-10 and 10% for 11+ years. Why they left and what they want now Reasons for a career break include redundancy, childcare costs and not being given the flexibility they need. There are lots of different reasons why our mothers leave their careers or take a career break. The survey brought up a wide variety but by far the most common was needing more flexibility because of motherhood and not getting this from their employer, so being forced to leave - 36% cited this reason. Others included: Being made redundant (14%) Changes in their partner’s role that made it no longer feasible for both of them to work 13% The cost of childcare 11% Becoming unwell and not being able to work any longer 4% More than half (52%) of the 2to3days mothers who responded to the survey are simply looking for a job that enables them to pursue their career when they are ready. However 43% are either seeking a middle management position or actively want to lead a team and progress as far as they possibly can. How our mothers feel about Returnships Almost half of our mothers think returnships are a good thing but 20% think they’re too selective in terms of functional area. This survey was specifically aimed at finding out more about what mothers think about returnships and whether there’s a need for more of them. The overall results were mixed. On the one hand, almost half (48%) felt that in general returnships are a good thing for companies to do. However, 20% believe they are too selective in terms of the functional area they’re geared for. That said, an enormous 78% of respondents were interested in going on a returnship programme, with only 6% not wanting to take part and the rest being unsure. But interestingly almost a third (32%) were concerned that these programmes are a way for companies to be ‘seen’ to be promoting women’s careers in order to tick a CSR box. Those who were interested in a returnship programme were motivated by a range of factors. But the primary one (46%) was the opportunity to get great experience with the prospect of being able to continue their career with a company they want to work for. A further 27% had tried applying for roles without success so were hoping that a returnship programme would enable them to restart their career. Other motivators included getting experience that looks good on a CV without having to commit to a job, gaining the confidence needed to re-enter the workplace, and changing careers at a time when they can’t commit to a fulltime job. What our mothers want from returnships 87% of respondents rate job training as an important part of a returnship programme. With the opinion on returnships one of positivity for the most part, we wanted to know more about what mothers in the 2to3days hood wanted from these programmes. The front runner was job training with 87% saying this was important to them. Next came mentorship with 69%, then networking opportunities (59%), long term career advice (54%), one-to-one coaching (53%), workshops (42%), a buddy system with fellow returners (42%) and regular get togethers with fellow returners (38%). A key requirement for returnships, according to the mothers who responded to our survey, is a degree of flexibility. 63% would only consider four days a week or less, 29% would be happy to work full time but only with genuine flexibility, and just 9% would consider working a standard full time week. Returnships are particularly appealing if they offer benefits in addition to a fair rate of remuneration. Most important is holiday entitlement, which 84% would like to see. This was followed by pension contributions (67%), private healthcare (43%) and emergency childcare (37%) How to encourage more mothers into returnships If so many mothers are keen to take part in a returnship programme, why aren’t more doing so? The reality is that there are still many barriers in place that make it difficult or even impossible for them to do so. A lack of flexibility is the biggest issue with 54% of our respondents saying that the time requirements are too high. Interestingly the second biggest issue was actually finding a returnship to go on, suggesting that there is huge potential for companies to tap into this way of recruiting top talent. Other barriers to going on a returnship programme included: Childcare (37%) Excessive commute (28%) Lack of confidence (21%) Uncertainty about getting a job at the end (21%) Our mothers were willing to consider an alternative to a returnship programme though, in the form of supportive hire. This is where a returner is hired to a permanent position and given coaching support as part of the transition back into work. 88% of respondents said they’d be interested in this option with only 4% saying no and the rest being unsure. In conclusion, it is clear that returnships are attractive in principle. But it’s important that returnships do not become a box ticking exercise and that they are developed with the very people they are trying to attract in mind, especially by offering flexible options that take into account childcare demands. Where these criteria are met, returnship programmes have huge potential for helping forward-thinking employers tap a previously hidden talent pool. In this way they can improve the quality of their teams, help address diversity issues and the gender pay gap, and so much more. To find out how we can help you develop and fill your returnship programme with top calibre professional mothers, get in touch today.
Juliet Turnbull, Founder & CEO of 2to3days, reflects on this year’s International Women’s Day theme, #BalanceforBetter and explains why we’ve got your back. Gender balance at work is a 2019 commercial imperative if companies want to perform at their best. The answer, in my humble opinion, to attracting and retaining women of all ages is to enable mothers to work flexibly. By doing so you will plug your female talent pipeline and attract senior talent, where the gap is glaring. Female role models working flexibly will also inspire younger women that they can progress their career with your company, knowing that it doesn't have to stop when they become a mother. 2to3days’ sole purpose is to close the void between the business world and motherhood by championing mothers’ careers on a flexible basis. Our mission is therefore to unearth all of the companies, large and small who get and support gender balance in the workplace and connect them to our rapidly growing community of highly capable mothers. It’s absolutely right that International Women’s Day is highlighting the central role business can play when it comes to driving gender balance. And it’s not a question of compromise - the business benefits are clear. So when it comes to powering your company's performance, we've got your back with our highly capable mothers. Access the power of the hood today.
How do companies get on hiring from our amazing pool of talented mothers? Find out more from companies themselves. Aiesec Volcano Coffee Works Hamilton & Hare TalentPool Access the power of the hood today and power your company's performance.
Two years after returning to work on the first ever EY Reconnect programme, Louise is now supporting others through their own career transitions. Here’s her take on why the programme works so well. You’re welcome, whatever your story “Like a lot of people, I came into EY Reconnect assuming it was aimed at mums, like me. But I was wrong! Men and women take career breaks for all sorts of reasons – from caring for elderly parents to doing further study – and it’s been great to see a variety of people flourish through the programme.” You get lots of support “Coming back to work after nine years away, I knew my skills were still there and that I had even picked new ones up during this time. But I had doubts. How would I turn these into something that’s useful at work? Would it be OK if I had to go home to care for my child? “Fortunately, I was surrounded by people who understood what I was going through and wouldn’t hesitate to help. During one demanding project, I had some serious family issues to deal with. When I eventually asked my colleagues for help, I was amazed at how supportive they were. As a result, I now encourage others to be open and ask for help. Share what you’re going through – because you’re not alone.” Your experiences are valued “It’s common to think that time out from work means switching off completely. But since being back, I’ve seen that life skills gained during this time can be used at work to great effect. For me, serving as school governor and organising my sister’s wedding were fantastic lessons in motivating people and managing projects. “I was also pleased to find that my career-break experiences have strengthened relationships with my clients. Empathy is a useful skill in this business, and having similar life experiences really helps with that, not to mention creating topics for small talk. For the team, having diverse perspectives from people at different stages of life enriches the whole EY experience.” You’re given relevant coaching “Coaching is a very helpful part of the Reconnect programme. It can be daunting, walking onto a client site after time away, able to confidently position yourself and your value to them. This is just the kind of thing we’d cover in group sessions, where we’d work on our personal elevator pitch, evaluate our skills, or learn how to build our networks on LinkedIn. “Then there’s the one-on-one coaching, which you can tailor to . I used it to help me reflect on what I’d achieved during the programme and make a case for why I should stay on as a permanent team member. I found this hugely helpful.” You’ve got nothing to lose “Programmes like EY Reconnect are a very low-risk way to explore returning to work. They’re here to help you decide what’s right for you. “I told myself that if the 12 weeks didn’t work out, there’s no harm done. At least I gave it a go. I wasn’t signing up to some long-term commitment. Fortunately for me, it worked out well and I was really happy to secure a permanent position at the end of the programme You see different ways to make it work “Once you do get into the programme, it’s so much easier to see what your options are. For me, the revelation was that flexible working doesn’t just mean taking one day off each week. From home-working, to half-days, to job-sharing; I saw people working flexibly in all sorts of different ways. EY has a very trusting, autonomous culture, which is one of the reasons it works so well.” You meet inspiring role models (and become one yourself) “The EY Reconnect programme doesn’t just expose you to great role models, it creates them. When I came in, I learned so much from people who had been in my position and were now thriving in their careers. I’m now privileged to be a career counsellor myself and I hope that my experiences can have a positive effect on others. “As a society, programmes like EY Reconnect are helping to shift our view of what life can look like. Career paths can stop and start, twist and turn, and that’s OK. Whatever your journey, there’s flexibility to fit in and make your mark.” To find out more about opportunities with EY Reconnect, click here.
Flexibility and the opportunity to work at the cutting-edge of technological innovation are up for grabs as the Home Office launches a 6-month programme for skilled organisers and communicators returning to work after a career break. With responsibility for homeland security; public safety and borders; and immigration and citizenship, the Home Office is charged with keeping the country safe. The work can be fast-paced and challenging, with the reward of knowing you’re making a difference. The Home Office Digital Data and Technology (DDaT) branch is looking for ten Delivery Managers to undertake a 6-month supported return-to-work programme. The programme follows similar initiatives in other parts of the Home Office and wider government, part of a strategy to make Civil Service jobs accessible to a wide range of talented individuals. This is a great opportunity to utilise transferable skills. “Experience or knowledge of the delivery of technology-based projects would be helpful but most importantly it’s about having great communication skills, good planning, organisation and budgeting,” says Sonia Douspis, the Resourcing Business partner for DDaT. “The people we bring on board will be based in different parts of the digital unit, across the portfolios.” These include biometrics, immigration, borders technology and police and public protection. This is an exciting opportunity to work in unique areas, contributing towards keeping this country safe. “We will provide returners with unique experiences and opportunities, building their skills so they can thrive.” Delivery Managers support teams by keeping them motivated, and ensure they have the tools and people they need to see projects through. Returners could find themselves working with the teams designing and building solutions to help people prove their identity or apply for visas; or those working on IT systems that support policing and counter terrorism. They will be ensuring that such projects, which use cutting-edge technology, run smoothly. The return-to-work programme positions are available on a flexible basis – whether that’s part-time, compressed hours, a job share or including an element of home working. “We are very aware that we are targeting returners and they may need some degree of flexibility,” says Sonia. Most roles will be based in Croydon or London, although there are options for other locations. She adds that returners will be coming into a supportive and flexible environment, something she knows first-hand. “I joined the Home Office when my son was one and was very conscious of finding an employer who would be flexible enough for me to have a reasonable work/life balance,” she says. “Little did I know the Home Office would go above and beyond my expectation in terms of flexible working. I am currently working condensed hours from 7.30am to 4pm Monday to Thursday and Friday morning. This pattern not only allows me to pick my son up from nursery but also to have my Friday afternoons off to spend some quality time with him (and save on the high nursery fees) and to squeeze in a gym session or two during the week.” At the end of the 6-month programme the Home Office will run an open competition process for roles that would suit the returners. The aim of the pilot is to ensure they are prepared and motivated to join Home Office DDaT permanently. “We will appoint on merit but are confident that the returners will be armed with all the tools they need to be appointed to the permanent roles following the return-to-work programme,” says Sonia. Hannah Davies, Talent and Development Officer in DDaT’s Enterprise Services, says she can’t imagine leaving the Civil Service, simply because of how supported she feels.“I have had two periods of maternity leave since 2009. When I returned to work, I was able to work 23 hours over four days and I continued this until 2018. This allowed my partner and me to work flexibly and to equally spend time with the family, which meant minimal childcare costs.” Hannah has also been able to advance her career. “In March 2018 I was successful in a promotion and my new team have been equally supportive. Now that my girls are in full-time school, I have been able to increase my hours to 30 hours over five days which allows me to pick them up on all five days.” The return-to-work programme is now open for applications, with interviews in April/May. Successful candidates are likely to start in September. “It’s about finding the right people, supporting them coming back to work after time away and preparing them for permanent roles,” says Sonia. Apply now for a place on the programme.
Becoming a Solicitor with Cognitive Law changed Karen Blakesley's life for the better. Here she shares her reflections on two years as a Consultant Solicitor with this thoroughly modern law firm that is built on 100% flexibility. Today is my 2nd anniversary as a Consultant Solicitor! And I couldn’t be happier. Working in this way has allowed me to finally crack the work/life balance conundrum. Working for a firm in Kent for 14 years, I quickly progressed to partnership. I thrived in a busy commercial litigation department but when I started a family, things became difficult. The commute, the demands of the job, the changes in the legal sector, all meant that work took up so much of my time there was very little left for my family. There are challenges to working in this way as it differs so much from the partnership model. However you quickly become accustomed to having complete control over everything you do – and when you do it. And knowing that the more you work, the more you will earn is satisfyingly refreshing. I simply can’t ever see myself going back to the traditional legal firm model. Cognitive are friendly and supportive, with excellent back office support. Whilst you don’t have a secretary, they will help with pretty much any request, deal with all billing and credit control and proactively help with marketing the firm and you personally. As a mother of two, it has given me the freedom to be a solicitor and still have the time and energy to be a good parent and spend quality time with my children. In my first year, my youngest was not yet at school, so I broke myself into this new way of working gently. By the end of my second year, I have more than doubled my fee income and am now looking for more new and exciting ways to develop my practice. I set my own hours – and can actually turn down work if I don’t have time for it. This was unheard of in my old practice! I have even found time to take up running and ensure that my self-development is as important as my work and family life. All of this adds up to a very contented solicitor. That’s not something you hear all that often! ------- Reading Karen's piece, the positives are joining Cognitive Law will no doubt be very apparent – complete flexibility, being able to choose where you work, how many hours you would like to work, and the freedom to work with whom you like. Increased family time, or the freedom to pursue leisure interests, becomes achievable within the working day. However, Cognitive Law know the conversations inevitably raise questions about the perceived drawbacks of becoming a consultant solicitor. In these FAQs they have tried to address some of these frequently asked questions honestly. Where will my clients come from? Clients are notoriously loyal to their solicitor. If you are a good solicitor with a strong following, clients will often move with you. I would hasten to add however, that you must adhere to any restrictive covenants in your previous contract of employment. Nevertheless relying on an existing client base may not be enough. Tuning into your entrepreneurial flair will be required to build on your networks and relationships; as will marketing (more on that later). But if you are ready to pursue a career as a consultant, your ambition and drive will instinctively be geared towards getting out there and networking. How will I make money? Join on our industry leading fee sharing model and earn up to 70% on all received fees. What sort of support will I get? We arrange professional indemnity insurance, handle compliance management and can facilitate any training requirements. Our back office support will provide you with everything you need to get going. Full training is provided to get to grips with our very easy to use case management system. We look after your invoicing and credit control, and we pay our consultants weekly on a fees received basis. We have regular 1 to 1’s with all consultants, and quarterly consultants meetings. There is always someone at the end of the phone to talk to, discuss any concerns with, and share ideas of best practice. We encourage our consultants to support each other with cross referrals, which not only earns them a referral fee, it allows them to offer a broader range of services outside their area of expertise. What about marketing? Our marketing team is set up to help our consultant solicitors hit the ground running. We offer full marketing and business development support from the outset, and throughout your consultancy career with Cognitive Law. Our marketing support includes but is not limited to the following: Business cards and other marketing literature Website profiles, dedicated area of services you offer and testimonials Social media training, including LinkedIn profiles and building networks Article writing and blog support Campaign creation and implementation for your area of law Networking and event schedules and suggestions Promotion of your specialism through our social media networks Client satisfaction questionnaires Award entry support What do I need to start? “Fail to plan….” – you know the rest! Along with your entrepreneurial flair, a business plan will be essential. A detailed plan (that you stick to!) and the dedication to build your network is the key to success. The luxury of being a consultant is that you get to do it all your way. You can pursue the clients you’d actually like to work with, in a way you are comfortable with, and in your own time. And to top it off, you get a bigger slice of the reward to take home! If taking the plunge into consultancy is for you then take a look at the great opportunities currently available with Cognitive Law.