Content of the Week: 8th September 2025

If I was searching for a job in the UAE at the moment, here's a list of all the things I'd do

1) Have 3 versions of my CV. (1) would be general, covering a bit of everything I've done. If I'm not sure of the exact scope of the role, or it's broad, I'm sending this. (2) and (3) would be specific to roles I want to take on e.g. if I was looking to exclusively recruit lawyers into banks, I'd have a breakdown of all the banks I've worked with.

2) Update my LinkedIn to reflect my CV (taking out all confidential info). Add languages, skills, and put myself as 'open to work' (it'll only show for people with LinkedIn Recruiter, and not for anyone in my business).

3) Reach out to a headhunter to understand the market (before applying to jobs). Gives me an indication as to the volume of roles, whether I need flexibility in my search in certain areas, salary expectations, challenges I'll face. Then go away and try to overcome these e.g. short courses, upskilling, taking on certain projects at work

4) Connect up with 2 more headhunters. No singular headhunter covers the entire market, but more than 3 headhunters is too many. This gives me accuracy and coverage in my search whilst protecting my reputation. If I don't know which headhunters to use, ask a friend who recently got a new job how they found it - and get an intro to that headhunter.

5) Search for jobs online. If I see a job I love, I reach out to either someone I know working for the business, or the headhunter I feel is best positioned to make a direct introduction. If they can't help, I tailor my CV on a role-by-role basis, plus connect with HR and hiring manager in that business on LinkedIn.

6) Network, network, network. I'd try and get on panels at conferences, speaking engagements, roundtables - anything to get my name out there without directly applying to roles. about 30% of jobs aren't advertised, so I'm now capturing these too.

7) Proactively reach out to CEOs, HR Directors, and hiring managers. It's part of the long game, but if a job comes up in that business in 6-12 months time I'm confident I can make a positive and warm approach.

What do hiring managers really look for in compliance CVs? (Hint - it's not just the acronyms!).

When I speak with hiring managers, they always give me a quick skim of the same frameworks and acronyms that the right candidates will have. The usual AML, money laundering, SMCR, MAR, MiFID etc.

But everyone has that on their CVs. The reality is that you need them there, but they don't make you stand out. You need to show real-world judgement, influence, improvements, and the ability to really manage those grey areas.

The best compliance CVs I see show:

- stakeholder impact - who did you influence, how?

- lots of outcomes - what changes were made because of your advice? What did you prevent from going wrong?

- context - was it BAU, a remediation, a regulatory visit?

ATS systems will put your CV in front of a hiring manager, but what you've written about your impact will put you in front of them for an interview.

𝗧𝗵𝗲 𝗥𝗶𝘀𝗲 𝗼𝗳 𝗜𝗻𝘁𝗲𝗿𝗶𝗺 𝗟𝗲𝗴𝗮𝗹 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁𝘀 𝗶𝗻 𝗨𝗔𝗘

Organisations in UAE are increasingly turning to interim legal counsel as they seek agile, flexible solutions to respond quickly to changing business needs.

Why?

- Project-driven work: Many companies now have short-term projects, transactions, or regulatory deadlines that don’t require full-time hires.
- Specialist expertise on demand: Interim lawyers can bring targeted skills for - M&A, corporate restructuring, or compliance without long-term commitment.
- Cost efficiency: Businesses can access top talent without the overhead of permanent staff.
- Adaptability: The fast-paced UAE market means priorities shift quickly; interim counsel provide instant, flexible support.

For lawyers, this trend brings exciting opportunities:
- Work across multiple industries and deals
- Expand your experience and skill set rapidly
- Grow your professional network
- Balance career progression with flexibility

What does an Interim Legal Counsel actually do?

One of the most common questions I hear is: “What value can an interim legal counsel really bring to our business?”

The answer: a lot more than many realise.

Interim legal professionals step in when businesses need immediate, flexible support. They:
- Cover parental leave, sabbaticals, or sudden gaps in the team.
- Handle spikes in workload, from M&A projects to regulatory reviews.
- Provide specialist expertise for short-term, high-stakes matters.
- Offer objective, independent advice without long-term overheads.

In today’s market, companies often need to be agile. An interim counsel gives you the reassurance of having an experienced lawyer embedded in your business, without the time and cost of a permanent hire.

At its core, interim legal support is about bridging gaps, managing risk, and keeping the business moving smoothly.

“𝑰𝒏𝒕𝒆𝒓𝒊𝒎 𝒓𝒐𝒍𝒆𝒔 𝒂𝒓𝒆 𝒋𝒖𝒔𝒕 𝒇𝒐𝒓 𝒍𝒂𝒘𝒚𝒆𝒓𝒔 𝒃𝒆𝒕𝒘𝒆𝒆𝒏 𝒋𝒐𝒃𝒔.”

It’s a phrase I hear often, but it couldn’t be further from the truth.

The interim legal market has evolved massively over the last few years. Today, many highly skilled lawyers choose interim assignments as a deliberate career path. Why?
𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲: Interim roles allow lawyers to design a career around their lifestyle, whether that’s balancing family, pursuing side projects, or simply avoiding the rigidity of traditional structures.
𝐄𝐱𝐩𝐨𝐬𝐮𝐫𝐞: Working with a variety of clients, sectors, and transactions accelerates experience in a way that permanent positions often can’t match.
𝐕𝐚𝐥𝐮𝐞 𝐂𝐫𝐞𝐚𝐭𝐢𝐨𝐧: Organisations rely on interim lawyers not as stop-gaps, but as critical specialists who can parachute in and immediately deliver impact.
𝐂𝐚𝐫𝐞𝐞𝐫 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲: Many senior lawyers use interim work to broaden their portfolio, keep their skills sharp, and stay at the cutting edge of market developments.

The reality is: interim is no longer a “waiting room.”
It’s a respected, strategic career choice. And for many, it’s the future of legal work.

A Top Tip for Interim Lawyers

When you step into an interim role, treat it like a permanent one.
Even though the contract is temporary, the impression you leave is lasting.

Clients often extend assignments, or even offer permanent positions, to lawyers who integrate quickly, add value fast, and build strong relationships.

In the world of interim, professionalism and adaptability are your best assets.

𝗧𝗵𝗲 𝗥𝗢𝗜 𝗼𝗳 𝗜𝗻𝘁𝗲𝗿𝗶𝗺 𝗟𝗮𝘄𝘆𝗲𝗿𝘀

One of the biggest misconceptions about interim lawyers is that they’re a “nice-to-have” or a stop-gap. In reality, the value they bring often far outweighs the cost.

A recent example:
A client had an urgent gap in their legal team during a live M&A deal. They were debating whether to wait until a permanent hire joined or to bring in an interim solution.
We placed an interim lawyer with the right experience who:
✅ Stepped in within a week (vs. the 3-4 months it typically takes to secure a permanent lawyer)
✅ Negotiated critical transaction documents, avoiding costly external counsel fees
✅ Flagged risks early in the process, saving the business time, money, and potential disputes down the line

The result? The transaction completed smoothly, external spend was reduced by almost 40%, and the business avoided a potentially expensive delay.

👉 Interim hires aren’t just about filling a seat. They provide measurable ROI when it matters most.