Case study · Conveyancing Five property lawyers hired in six weeks
Simply Conveyancing · Five experienced property lawyers · October 2026
In short
Simply Conveyancing needed experienced property lawyers against a hard deadline, with three-month notice periods in the way. We were asked to fill five of the roles and filled all five in six weeks, then found a standout replacement quickly when one original hire did not work out.
In their words
Mari Escalona, Simply Conveyancing explains the challenge and what made the difference.
Read the transcript
For summer 2026 specifically, we needed to do high-volume recruitment for property lawyers. We started trying to get all the candidates we needed on our own, but because of the niche of the role and the demand out there, we needed some help. So we reached out to you through Alex specifically. She had worked with you in the past and we are connected, so we could see if you could help us get a fuller pool of candidates to support our recruitment needs for the property lawyers.
I don't know if you remember the numbers, but it started as six and six: six for June and six for July, so a total of 12. We received the news that we needed that number of candidates in the last week of April. And knowing the dynamic of these roles, most solicitors and qualified property lawyers are on a three-month notice period, so it was a huge challenge to find that many who were available to start when we needed them.
I will say, yes, you listened to what the needs were, what your client, being us, needed, and what we were looking for in the candidates. I think that is probably one of the main reasons you were successful helping us with this project.
It was very helpful that you were doing your screening too, so you could vouch for the candidates. We were picking up the more behavioural questions that we do at the screening stage. What we need to know about their experience, you completed that part. With the volume we had, that shortened the time we needed to spend with each candidate. So we were able to take over the behavioural side and then schedule the official interview, which includes the case study. It was very helpful.
There was a change in the numbers, from 12 down to, I believe, 10, because of budgeting reasons and a finance review. That is the part we have to manage internally. But it was successful, even with the challenges I had internally. We were able to continue to partner with you to have all the roles filled, between both of us together.
We connected again to find another person, and we had a couple of candidates presented, some of them very good. But you found a real star. She is amazing, and I have no doubt she is going to do very, very well. I shared in the email that it is not only about her experience but her personality. She is a very amazing cultural fit for the company and for the team, and she has the attitude that she will spread within her team as well.
I will say that you might be, in their eyes, fresh to this. I don't think so. I think you have very vast and great experience and you are very dedicated. You take challenges on. You might be banging your head against the wall after you take it on, but you roll your sleeves up and you look for candidates. And again, because you listened, you submit candidates that they will be happy to review and consider.
- Roles we were asked to fill
- 5
- Roles filled
- 5 of 5
- Time
- 6 weeks
- Notice periods
- 3 months
The role.
Simply Conveyancing was running a high-volume hiring campaign, with experienced property lawyers needed against an extremely demanding deadline.
The challenge was not generating more CVs. Candidates needed the right conveyancing experience, had to pass a detailed screening process and a case study, and had to be genuinely available within a very tight timeframe, with three-month notice periods to work around.
What we did.
We listened carefully to what Simply Conveyancing actually needed, built the search around its specific criteria and screened every candidate before submission.
No unnecessary sales pitch, and no sending CVs simply to make up the numbers. Just honest communication and focused delivery.
What happened.
All five roles assigned to Wilson Mannion were filled. Simply Conveyancing had a stronger, better-qualified candidate pool, spent less time reviewing unsuitable applications, and met candidates who properly understood the opportunity.
When one of the original hires did not work out, a standout replacement was secured quickly.
“You listened to what the needs were, what your client, being us, needed, and what we were looking for in the candidates. I think that is probably one of the main reasons you were successful helping us with this project.”
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