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The 2025 Barclay Simpson Salary & Recruitment Trends Guide: In-house Legal & Company Secretarial
In-house legal permanent jobs market
The in-house legal recruitment market has struggled to gain traction over the last year, extending a hiring lull that began in the latter half of 2023.
In our 2024 Market Update, we reported that the in-house legal profession was facing a number of headwinds, both general and industry-specific. Unfortunately, many of these factors continue to constrain hiring as we head further into 2025.
Economic and political uncertainty are undermining business confidence, with last year’s General Election and a change in government so far failing to lift the mood of employers. A more enduring problem for in-house legal jobs, however, has been the ever-increasing starting salaries for private practice lawyers.
In the latest round of salary rises for newly qualified (NQ) lawyers, some firms bumped pay by as much as 20% – although the industry average was approximately 7.5%. We will explore this issue in more detail in the ‘Key Trends’ section of this report. But suffice to say, spiralling private practice pay is severely disrupting salary expectations for in-house jobs, as well as the overall talent supply pipeline.
“It’s been a challenging period for in-house legals jobs in the UK. A perfect storm of macroeconomic and market factors created a particularly difficult environment for the profession in 2024 – a year that was already quiet for recruitment overall,” says Tom Boulderstone, Head of Legal and Cosec at Barclay Simpson.
“The good news is that the first half of this year was busier across a number of areas, although it must be said the market is still relatively subdued.”
While the UK market has been quiet, hiring is more active in the US. In-house legal recruitment has remained relatively buoyant across the pond, and we are seeing steady demand from US organisations seeking skilled candidates. This is partly due to how the function is perceived stateside. In-house legal teams in the US are often seen as more of a strategic asset than a cost centre. Many play an active role in generating revenue, such as through affirmative litigation, which helps to raise their profile internally and unlock bigger budgets.
UK GCs could take a similar approach. Deals and transactions are often executed by in-house legal departments, so it should be associated more closely with first-line functions. We believe that GCs should therefore confidently make the case that their teams are genuinely impacting the bottom line. Lawyers in the UK could also benefit from upskilling themselves in the commercial application of their advice. It is key to develop good soft skills and interpersonal relationships, as well as exhibit a consistent understanding of how legal advice may affect the company’s profitability.
Looking ahead, more deal flow would go a long way to creating a better market for in-house legal recruitment. In 2024, what began as a muted year for UK M&A finished on a far stronger note, with deal volumes climbing 11% year on year and total value jumping 44% to £287 billion. The hope now is that 2025 can continue to build on that momentum and provide a much-needed boost to market confidence in the process.
Barriers to hiring
Finding the right in-house lawyers continues to be an ongoing challenge for employers. According to Barclay Simpson’s annual salary survey, 80% of organisations have faced difficulties attracting skilled talent in the current market.
57% of employers expect to hire additional in-house legal staff in 2025
The most commonly cited problem is salary expectations, with more than three-quarters (76%) of employers mentioning remuneration as an issue. This figure is up from 71% last year and emphasises the ongoing impact that private practice salaries are having on hiring within the in-house legal profession.
Meanwhile, almost half of employers (47%) struggle to find candidates with the right technical or regulatory skills, while 23% mentioned poor cultural fit as a recruitment hurdle.
Top four factors preventing hiring
Compensation challenges
Insufficient technical / regulatory knowledge
Poor cultural fit
In-house lawyers are largely optimistic about the opportunities available to them in the current market – 84% say they are confident about their job prospects. This figure represents a modest dip from 92% the previous year, but the proportion of candidates who are ‘very’ confident remains roughly the same (26% versus 25% in 2023).
For legal professionals, this positive sentiment is likely a result of the long-standing talent shortages within the profession, meaning that skilled candidates can still expect strong interest even when overall demand is subdued.
Company secretarial permanent jobs market
Hiring activity within the company secretarial (cosec) recruitment market remained relatively steady throughout 2024 and so far in the first half of this year, despite the challenging economic and political backdrop in the UK.
While confidence among employers continues to be a problem, business performance across many sectors has been broadly stable. Indeed, free from the industry-specific issues facing in-house legal recruitment, company secretarial jobs have held up reasonably well, with firms still looking to bolster their teams with growth hires.
Where expansionary hiring is occurring, we are seeing demand for company secretaries with strong strategic skills who can take a more proactive, future-focused role in shaping governance policies and frameworks.
This is part of a gradual evolution of the cosec role, which is bringing it closer to the centre of businesses’ decision-making. Organisations are placing more value on company secretaries who can blend compliance know-how with commercial instinct and tech-savviness, while still possessing more traditional board-support skills.
“In the cosec space, employers are looking for candidates who are open-minded about emerging technologies, including AI, as well as those who recognise that good governance must be balanced effectively with business growth,” says Mario Pafundi, Consultant at Barclay Simpson.
Company secretaries also remain bullish about their job prospects, with 84% saying they are confident in the current job market. Of these, a third said they are ‘very confident.
How confident are you in the current job market?
Very confident
Somewhat confident
Not at all confident
However, as noted in our Market Update last year, it remains difficult for company secretaries to move between listed and non-listed companies. This is especially true for those trying to switch from non-listed to listed due to the more complex requirements of the latter.
Contract recruitment for in-house legal and cosec
Interim staff are a valuable resource for many organisations, with more than three-quarters (76%) of employers utilising contract recruitment in 2024 to engage with in-house lawyers and company secretaries to further support their teams.
The most commonly cited day rate for in-house legal contractors is £1,000+
In recent years, absence cover has typically been the most commonly cited reason for using contractors and temporary workers. Encouragingly, however, project work was the primary requirement over the last year (44% of organisations), which may indicate that employers are beginning to focus more on growth-oriented activities.
That being said, a desire to keep permanent headcounts low was also an important consideration for a sizeable minority (25%) of organisations, suggesting there is still a lack of confidence within the market overall.
Primary reasons for using interim, contract and co-source staff
2024
2023
2022
Meanwhile, the impact of IR35 reforms, which were introduced in April 2021, appears to be waning as organisations become more familiar and comfortable with the changes. Two-thirds of employers say the off-payroll working reforms are having zero effect on their ability to engage with skilled contractors. Interim workers themselves have responded to the reforms in different ways, although the most common has been to seek or accept a full-time role (38% of candidates).
How have IR35 reforms affected you over the last year?
Key trends for in-house and cosec recruitment
Various political, economic and social forces are shaping the in-house legal and company secretarial markets, creating both challenges and opportunities in recruitment. Here, we take a closer look at the trends driving demand today and the factors that could influence hiring in the future.
Private practice salaries
Generous annual pay bumps for Associates at private practice firms have become the norm across the US and the UK for almost a decade – speculation about how unsustainable this trend is have circulated for nearly as long. And yet, 2024 was not the year in which starting salaries faltered.
As mentioned in the ‘In-house permanent jobs‘ section of this report, the latest round of NQ salary increases saw many Magic Circle law firms raise starting pay by 20% to £150,000 to compete with their US peers. Last year, an anonymous managing director of a global law firm told the Financial Times that NQ pay has become ‘insane’. It is tough to disagree.
At Barclay Simpson, we first commented on this trend back in 2019 because of the impact it was already having on salary expectations and talent supply for in-house legal roles. This impact has only become more profound over time.
Historically, lawyers were willing to accept reasonable salary reductions to move in-house, as they considered this a fair compromise for a better work-life balance, more commercial expertise, greater autonomy and the opportunity to see projects through from start to finish. Over time, in-house teams have become increasingly unable to keep pace with the substantial private practice salary rises we are seeing each year, and so the pay sacrifices that lawyers must make to move in-house have become unpalatable.
It is difficult to predict when, or if, this trend will reverse, although we are beginning to see greater concern within law firms about how NQ salary increases are affecting the culture and perception of the legal sector, as well as the mental health of young lawyers.
The rise of internal training contracts
Because fewer lawyers are making the jump to in-house roles, a growing number of organisations are looking at ways to reduce their reliance on the private practice pipeline.
More companies are offering internal training contracts, and there is a corresponding increase in employers’ willingness to consider professionals who have trained in-house rather than at a law firm. Not only do these candidates often possess good commercial understanding, but they may also still have private practice experience through secondments.
“More organisations are now offering internal training contracts, and it’s not just the big banks and other large businesses,” says Mario Pafundi, Consultant at Barclay Simpson.
“There is now less stigma around training in-house than there has perhaps traditionally been. In fact, internal training often builds the soft skills and commercial awareness lawyers need to thrive in a commercial legal team.”
Offering training contracts does come with risks, however. For example, it takes time for organisations to see a return on their investment, and it is not uncommon for employees to accept a role elsewhere once they are fully trained.
AI in the company secretarial function
As with many professions, AI is starting to make inroads into the company secretarial world, though not without caveats. While there is plenty of buzz around automation, the most immediate benefits are fairly practical, such as helping company secretaries cut down time on admin-heavy tasks like minute-taking, document review and tracking regulatory updates.
Even then, adoption is relatively low. According to a GC100 poll, only 8% of company secretaries say that AI is currently being used to take minutes or help with the preparation of minutes at their organisation. Moreover, 84% of organisations do not have any internal policies around the use of AI transcription for taking minutes.
We are nevertheless beginning to see more employers consider how automation tools could be used within the cosec function. Adoption efforts are mostly still in the infancy stages, but there is growing recognition that new technologies, such as Generative AI, could streamline boardroom management tasks.
This would free up company secretaries to focus more time on the strategic elements of their role, which are becoming more central to their remits. From a recruitment perspective, employers are aware of the benefits of AI and are keen to hire company secretaries with an open-minded approach to emerging technologies.
Diversity in in-house legal and cosec
At Barclay Simpson, we are committed to building diverse and inclusive workplaces where everyone’s contributions are respected and valued. Recruiters are in a unique position to promote the benefits of equality, diversity and inclusion (EDI) within the world of employment, and we believe agencies should not only embrace these values internally, but also promote and support them across their wider communities.
In our 2025 In-house Legal and Company Secretarial report, we will for the first time be publishing additional diversity-focused data gained from our annual salary surveys in order to provide greater insight into employers’ and candidates’ perspectives on EDI. We intend to follow these trends year on year to track the progress and evolution of EDI policies and attitudes in the workplace.
Gender parity needed at senior levels
In-house legal and cosec roles show excellent levels of gender diversity. Women comprise 56% of company secretaries in FTSE 100 companies and 58% of in-house lawyers across the UK. However, more work needs to be done to achieve better representation at senior levels within organisations. For example, our in-house legal candidate survey showed that men were more likely than women to report being the head of their function (30% versus 20%, respectively).
To which gender do you most identify?
In-house lawyers
Company secretaries
The good news is that there is widespread recognition of the imbalance at senior levels. When asked about the biggest EDI challenge in their organisation, 62% of employers and 45% of candidates chose improving representation in senior and board-level roles. Also, both women and men identified it as the top challenge, though the proportion was notably higher among women (54% compared to 37%).
Candidates doubt EDI impact
Support for diversity-driven policies is high among in-house lawyers and company secretaries, but there remains some scepticism about whether EDI initiatives are achieving their goals.
How important is EDI to you personally?
Candidates
Employers
We asked professionals whether EDI is making a real difference at their organisation and the most common response was ‘neither agree nor disagree’ (43%). This indicates that a plurality of workers are yet to be convinced of the impact of their organisations’ diversity efforts.
Despite many employees taking a neutral stance, it is nonetheless encouraging to see that far more professionals agree than disagree that EDI is making a real difference in their workplace – 39% versus 18%, respectively. We are also pleased to see that 61% of candidates believe their organisation shows a strong commitment to EDI, suggesting that people recognise their employers’ initiatives are well-intentioned even if there is still some room for improvement on outcomes.
For companies serious about EDI, understanding these nuanced perspectives is crucial. By really listening to employees about what matters to them, and using that to shape meaningful policies around diversity and inclusion, organisations have a better chance of creating a sense of belonging and making a positive difference in the workplace.
If you would like to know more about any of the diversity-related findings in this report or the EDI advice and support we can provide, please contact us today.
Salary and bonus trends
Our 2024 Legal and Company Secretarial Salary Guide reported that a scarcity of suitable candidates and ongoing budgetary concerns were tempering the strong upward pressure on salaries that was prevalent in the post-pandemic period. Market conditions remain much the same today, with salaries staying broadly flat in the UK and Europe over the last 18 months.
Junior in-house legal salaries have typically enjoyed solid growth in recent years, driven in part by efforts to mitigate the increasing disparity with private practice starting salaries for NQ lawyers. However, we are now nearing the limits of what employers are willing — or able — to offer at the junior level.
Our data shows that nearly half of organisations (48%) already believe that candidates’ salary expectations are not at all aligned with what they’re able to offer. Teams must therefore work hard to justify salary increases or additional headcount, with extra budget often spent on expanding teams to combat high workloads. Furthermore, base salary and bonus increases for existing staff are likely to be limited this year. The vast majority of employers (91%) say salaries will rise by less than 5%, and only a quarter of organisations are offering staff higher bonuses.
“Salary growth has plateaued for in-house lawyers in the UK over the last year, with most organisations simply unable to keep up with private practice starting salaries,” says Tom Boulderstone, Head of Legal and CoSec at Barclay Simpson.
“It’s a different story in the US, however, where in-house legal salaries have held up remarkably well, which is reflective of the market’s greater buoyancy overall.
What motivates professionals to move?
Every year, we ask candidates why they are considering exploring new job opportunities, and the most common answer is typically remuneration. This year was no exception, with 59% of in-house lawyers and 44% of company secretaries citing pay as their top priority when considering a move.
While the headline result is no surprise, there are some differences between what is motivating professionals in the current market. For in-house lawyers, a better work-life balance pipped career development (16% versus 15%) as the first-choice reason for switching roles, while roughly one in six company secretaries wants greater job security. Given that many in-house legal teams are stretched and overburdened, it is perhaps to be expected that a better work-life balance is becoming more important to in-house lawyers.
What is your main priority when considering a new role?
In-house lawyers
Remuneration: 59%
Work-life balance: 16%
Career Development: 15%
Remote working: 6%
Job security: 3%
Better benefits: <1%
Company secretaries
Remuneration: 44%
Career Development: 17%
Job security: 17%
Remote working: 11%
Work-life balance: 11%
Better benefits: 0%
On the topic of benefits, both in-house lawyers and company secretaries favour annual bonuses, flexible working and remote working, albeit in a differing order of priority. For legal professionals, the most important job benefit to receive is an annual bonus, while company secretaries value flexible working more highly.
Which job benefits do you value the most?
In-house lawyers
Company secretaries
Legal salaries
Investment Banking Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £85k | £60k – £70k | £60k – £70k |
| Junior Lawyer (2 – 3 years exp) | £80k – £110k | £70k – £90k | £70k – £85k |
| Lawyer (4 – 5 years exp) | £105k – £135k | £90k – £110k | £80k – £105k |
| Lawyer (6 – 7 years exp) | £120k – £150k | £105k – £125k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £130k – £170k | £115k – £130k | £110k – £130k |
| Head of Legal | £180k – £250k | £130k – £180k | £120k – £170k |
| General Counsel | £180k – £500k | £160k – £350k | £150k – £300k |
Asset Management / Wealth Management Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £95k | £60k – £80k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £90k – £120k | £80k – £100k | £70k – £95k |
| Lawyer (4 – 5 years exp) | £110k – £140k | £100k – £120k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £125k – £150k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £140k – £170k | £125k – £150k | £110k – £130k |
| Head of Legal | £180k – £250k | £140k – £180k | £120k – £150k |
| General Counsel | £200k – £500k | £170k – £250k | £140k – £220k |
Hedge Funds / Private Equity Salaries
| Area | London |
|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £95k |
| Junior Lawyer (2 – 3 years exp) | £90k – £120k |
| Lawyer (4 – 5 years exp) | £110k – £140k |
| Lawyer (6 – 7 years exp) | £125k – £150k |
| Senior Lawyer (8+ years exp) | £140k – £170k |
| Head of Legal | £180k – £270k |
| General Counsel | £200k – £700k |
Insurance Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £85k | £60k – £80k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £85k – £110k | £80k – £100k | £70k – £90k |
| Lawyer (4 – 5 years exp) | £110k – £140k | £100k – £120k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £125k – £150k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £140k – £160k | £125k – £150k | £110k – £130k |
| Head of Legal | £160k – £250k | £140k – £180k | £120k – £150k |
| General Counsel | £200k – £400k | £170k – £250k | £140k – £220k |
Commerce Salaries – FTSE 100 (or Equivalent Multinational Company)
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £95k | £60k – £80k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £90k – £120k | £80k – £90k | £70k – £85k |
| Lawyer (4 – 5 years exp) | £110k – £140k | £100k – £120k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £125k – £150k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £140k – £170k | £125k – £150k | £110k – £130k |
| Head of Legal | £200k – £300k | £180k – £250k | £180k – £250k |
| General Counsel | £300k – £700k | £250k – £550k | £250k – £500k |
In-House Commerce Salaries – FTSE 250
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £85k | £60k – £75k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £80k – £110k | £80k – £90k | £70k – £95k |
| Lawyer (4 – 5 years exp) | £100k – £120k | £90k – £110k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £110k – £140k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £130k – £170k | £125k – £150k | £110k – £130k |
| Head of Legal | £160k – £250k | £140k – £180k | £120k – £150k |
| General Counsel | £200k – £350k | £170k – £250k | £140k – £220k |
Fin Tech Salaries – Payments / Retail
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £60k – £85k | £60k – £80k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £90k – £110k | £80k – £100k | £70k – £95k |
| Lawyer (4 – 5 years exp) | £110k – £130k | £100k – £120k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £125k – £140k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £140k – £160k | £125k – £150k | £110k – £130k |
| Head of Legal | £160k – £200k | £140k – £180k | £120k – £150k |
| General Counsel | £200k – £300k | £170k – £250k | £140k – £220k |
Crypto / Brokerage Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £60k – £85k | £60k – £80k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £90k – £110k | £80k – £100k | £70k – £95k |
| Lawyer (4 – 5 years exp) | £110k – £130k | £100k – £120k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £125k – £140k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £140k – £170k | £125k – £150k | £110k – £130k |
| Head of Legal | £160k – £250k | £140k – £180k | £120k – £150k |
| General Counsel | £200k – £350k | £170k – £250k | £140k – £220k |
Company Secretarial salaries
Investment Banking Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Board Support (0 – 1 years exp) | £25k – £40k | £25k – £35k | £25k – £35k |
| Co-Sec Assistant (2 – 3 years exp) | £40k – £60k | £35k – £55k | £35k – £55k |
| Assistant Co-Sec (4 – 5 years exp) | £60k – £80k | £50k – £75k | £50k – £75k |
| Senior Co-Sec (6 – 7 years exp) | £80k – £100k | £70k – £100k | £70k – £100k |
| Deputy Co-Sec (8+ years exp) | £100k – £130k | £100k – £120k | £110k – £120k |
| Company Secretary | £150k – £220k | £100k – £180k | £100k – £180k |
| Group Company Secretary | £180k – £250k | £160k – £200k | £150k – £200k |
Asset Management / Wealth Management Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Board Support (0 – 1 years exp) | £25k – £40k | £25k – £35k | £25k – £35k |
| Co-Sec Assistant (2 – 3 years exp) | £40k – £60k | £35k – £55k | £35k – £55k |
| Assistant Co-Sec (4 – 5 years exp) | £60k – £80k | £50k – £75k | £50k – £75k |
| Senior Co-Sec (6 – 7 years exp) | £80k – £100k | £70k – £100k | £70k – £100k |
| Deputy Co-Sec (8+ years exp) | £100k – £130k | £100k – £120k | £110k – £120k |
| Company Secretary | £150k – £220k | £100k – £180k | £100k – £180k |
| Group Company Secretary | £180k – £250k | £160k – £200k | £150k – £200k |
Hedge Funds / Private Equity Salaries
| Area | London |
|---|---|
| Board Support (0 – 1 years exp) | £25k – £40k |
| Co-Sec Assistant (2 – 3 years exp) | £40k – £60k |
| Assistant Co-Sec (4 – 5 years exp) | £60k – £80k |
| Senior Co-Sec (6 – 7 years exp) | £80k – £100k |
| Deputy Co-Sec (8+ years exp) | £100k – £130k |
| Company Secretary | £150k – £220k |
| Group Company Secretary | £180k – £250k |
Insurance Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Board Support (0 – 1 years exp) | £25k – £40k | £25k – £35k | £25k – £35k |
| Co-Sec Assistant (2 – 3 years exp) | £40k – £60k | £35k – £55k | £35k – £55k |
| Assistant Co-Sec (4 – 5 years exp) | £60k – £80k | £50k – £75k | £50k – £75k |
| Senior Co-Sec (6 – 7 years exp) | £80k – £100k | £70k – £100k | £70k – £100k |
| Deputy Co-Sec (8+ years exp) | £100k – £130k | £100k – £120k | £110k – £120k |
| Company Secretary | £140k – £220k | £100k – £180k | £100k – £180k |
| Group Company Secretary | £150k – £240k | £140k – £200k | £140k – £200k |
Commerce Salaries – FTSE 100 (or Equivalent Multinational Company)
| Area | London | South East | Regional |
|---|---|---|---|
| Board Support (0 – 1 years exp) | £25k – £40k | £25k – £35k | £25k – £35k |
| Co-Sec Assistant (2 – 3 years exp) | £40k – £60k | £35k – £55k | £35k – £55k |
| Assistant Co-Sec (4 – 5 years exp) | £60k – £80k | £50k – £75k | £50k – £75k |
| Senior Co-Sec (6 – 7 years exp) | £80k – £100k | £70k – £100k | £70k – £100k |
| Deputy Co-Sec (8+ years exp) | £100k – £150k | £100k – £140k | £110k – £140k |
| Company Secretary | £170k – £250k | £150k – £225k | £150k – £225k |
| Group Company Secretary | £200k – £300k | £180k – £250k | £180k – £250k |
In-House Commerce Salaries – FTSE 250
| Area | London | South East | Regional |
|---|---|---|---|
| Board Support (0 – 1 years exp) | £25k – £40k | £25k – £35k | £25k – £35k |
| Co-Sec Assistant (2 – 3 years exp) | £40k – £60k | £35k – £55k | £35k – £55k |
| Assistant Co-Sec (4 – 5 years exp) | £60k – £80k | £50k – £75k | £50k – £75k |
| Senior Co-Sec (6 – 7 years exp) | £80k – £100k | £70k – £100k | £70k – £100k |
| Deputy Co-Sec (8+ years exp) | £100k – £130k | £100k – £120k | £110k – £120k |
| Company Secretary | £140k – £220k | £100k – £180k | £100k – £180k |
| Group Company Secretary | £150k – £240k | £140k – £200k | £140k – £200k |
Attract and retain the legal and CoSec professionals you need with Barclay Simpson
Barclay Simpson’s legal division specialises in providing in-house legal recruitment solutions to a wide range of organisations, be they global institutions with large legal functions, or small privately owned businesses looking to recruit their first in-house legal advisor. We work with lawyers at all levels from newly qualified to general counsels and we have built an excellent reputation within in-house markets.
Our consultants are sector specific, with some covering niche areas of financial services, whilst others recruit for some of the leading brands in commerce and industry.
We can help you create a talent attraction strategy with competitive salary offerings or help you find a role that aligns with your skills and long-term career goals, and support you from interview through to salary negotiations. Arrange a consultation today to see how Barclay Simpson can support you as you build a legal and secretarial team that’s future proof.
