Engagement Managers (Mid-Level and Senior Associate)

The Engagement Manager at Cognia Law is responsible for delivering exceptional client service while managing third-party vendors for seamless operations. This role involves coordinating interviews, providing comprehensive candidate support, leading compliance management, and overseeing internal and external reporting with accuracy. Additionally, Engagement Managers will ensure ongoing assignment oversight, feedback resolution, and delivery excellence, ultimately driving retention within Cognia's Flex community.

To apply for the Engagement Manager position at Cognia Law, candidates need a tertiary-level qualification (BA/BS) as the foundation of their professional expertise. Furthermore, having 2-5 years of experience as a relationship manager, ideally in legal, financial, or professional services, is essential. This experience should have equipped candidates with exceptional communication skills, organizational prowess, and a proactive mindset to thrive in fast-paced environments.

The work environment at Cognia Law is dynamic and collaborative. Engagement Managers can expect to work three days a week at our London office with the flexibility of two remote working days. Cognia Law promotes an inclusive culture where team members are encouraged to bring their whole selves to work and actively participate in shaping the future of legal services together.

Cognia Law actively supports the professional development of its Engagement Managers through an environment that values growth opportunities. Team members are encouraged to pursue continuous learning and development while working closely with top-tier clients and engaging in innovative solutions in the legal service sector, ensuring they are equipped for future challenges and advancements.

Essential skills for an Engagement Manager at Cognia Law include exceptional communication and relationship-building skills, outstanding multi-tasking abilities, and a solutions-driven mindset. The role demands agility to manage diverse tasks while ensuring effective collaboration with clients and candidates. A polished phone manner and strong objection-handling skills are crucial for contributing to the ongoing success of our team.

When managing client expectations as an Engagement Manager, it’s essential to maintain transparent communication, setting realistic timelines, and delivering on commitments. Regular check-ins and updates will reassure clients that their needs are being met effectively, while also offering opportunities to address any concerns promptly.

In a fast-paced environment, I prioritize tasks by assessing deadlines and the impact of each task on overall goals. Utilizing a structured system, such as a task management tool, helps me stay organized and ensure that I can adapt to changing priorities while maintaining focus on delivering results.

An effective way to resolve conflicts between a client and a candidate is to facilitate open communication. For instance, if there was a disagreement over role expectations, I would arrange a meeting where both parties could voice their concerns. My role would be to mediate, ensuring both sides feel heard, which often leads to finding common ground and a satisfactory resolution.

Driving retention within a talent community requires a proactive approach, such as creating a strong sense of belonging. I implement regular engagement events and feedback loops to keep communication open, ensuring members feel valued. Personalized follow-ups also show candidates that we care about their growth and well-being, which ultimately keeps them connected to our community.

Ensuring compliance involves establishing protocols that are closely adhered to throughout recruitment processes. I maintain rigorous tracking of documentation, conduct regular audits, and keep updated on legal regulations to mitigate risks. This diligence helps to build trust and accountability within our team and with clients.

To measure the success of placements, I typically assess various metrics, including retention rates, client satisfaction scores, and overall performance feedback from both candidates and clients. Regular follow-ups are key to gathering insights that help refine our recruitment process and ensure continued excellence in our placements.

Handling an underperforming candidate requires a supportive approach. I would initiate a conversation with the candidate to understand any challenges they are facing and collaborate on developing a plan for improvement. Furthermore, involving the client in the process can ensure all parties are aligned in facilitating the candidate's success.

In my previous roles, I managed multiple client accounts by establishing clear communication channels and developing detailed project plans that outlined deliverables. This approach allowed me to allocate resources efficiently and remain responsive to each client's unique needs, ensuring their expectations were consistently exceeded.

Building relationships is crucial in legal services because trust is foundational to effective collaboration. Strong relationships facilitate open communication, allowing for better understanding of client needs and increasing the likelihood of successful outcomes. Ultimately, fostering these connections drives long-term partnerships and enhances overall service delivery.

To stay organized and manage time effectively, I utilize a combination of digital tools for scheduling and task management, along with prioritization techniques such as the Eisenhower Matrix. This helps me to categorize tasks based on urgency and importance while allowing space for flexibility to accommodate any unexpected changes in a dynamic work environment.