Parchment scroll with 'The Candidate's Bill of Rights' written on it

The Candidate’s Bill of Rights: What You Should Expect from Your Legal Recruiter

We may be biased (😉), but we think working with a legal recruiter is the best way to go if you are in the market for a new opportunity. Legal recruiters are trained to present your best foot forward, they know their roles and the hiring managers inside and out (or they should), and they may be working on exclusive roles on behalf of specific clients which aren’t publicly advertised. 

This being said, we know that not all recruiters operate at the highest moral and ethical standards, so we have come up with a quick guide for what you should expect from your legal recruiter.


  • You have the right to expect that your recruiter has been briefed by the firm/company that is hiring so they are accurately representing the role to you. We highly recommend that you ask whether the legal recruiter has been retained to work on the role, and whether they can send you a full brief, so that you can ascertain your own suitability to the vacancy. As an alternative, the company may have instructed several agencies to work on the role for them. This scenario is fine, but in this case, the recruiter should explain the position to you.


  • You have the right to expect that your recruiter has permission from the hiring company to send CV’s to them. Be very aware of any recruiter that states they will ‘float your CV in to ascertain interest in your skillset’. This type of behaviour is a warning sign that the recruiter does not have the mandate to send your information through. It is bad form for a recruiter to flick your CV to a prospective employer ‘on a wing and a prayer’. This type of activity says more about the recruiter than about you, and puts you in an awkward position moving forward, particularly if the prospective employer takes a dim view of floated CV’s. 


  • You have the right to expect that your recruiter will ask you for your specific permission, in writing, before sending your CV or any of your personal details to anyone, including a firm/company that is hiring. You may be surprised that not all legal recruiters do this. It is reasonable to ask the recruiter to provide you with their Privacy Policy. Don’t get fooled into signing a blanket authorisation, as you could essentially lose control over your personal information.


  • You have the right to be updated regularly about the status of an application you have made. This is common courtesy!  


  • You have the right to expect that your recruiter will discuss with you if a position you have expressed interest in is not right for you, from a skill, experience, competency, or culture standpoint. 


  • You have the right to be treated more than just a number to fulfil a recruitment consultant’s quota. Yes, if you are hired it will help the recruitment consultant pay their bills, but they should also have a genuine interest making sure the role is the right fit for you. If that is the case, you will both succeed, and it’s a win-win! 


  • You have the right to work with a recruiter who is friendly, professional, and respectful. 



Here at Clarity Consulting Group, we strive to respect your rights as a candidate at all times and hold ourselves to the highest of standards. Here is what a candidate recently had to say about our services:

“From the outset, I could tell that I was in good hands with Frieda and her team at Clarity Consulting Group. They were in constant contact throughout the recruitment process, providing updates at every step of the way (something I truly appreciate as a candidate) … Clarity Consulting Group definitely has your best interests at heart, and they go above and beyond to make you feel valued as a candidate! I can’t speak highly enough about them – they’re the MVP’s of recruitment and are awesome at what they do!” 


If you want to work with a recruitment agency operating at best-practice levels, get in touch with us today!