What should a law firm clarify before hiring AML and Conflicts professionals?
Key questions law firms must answer before they go to market for AML and Conflicts talent.
The Short Answer
Before you write the job spec, clarify three things: the reporting line, the tech stack, and the 'Risk Appetite'. If you aren’t clear on who the person reports to or what systems they’ll use, you’ll struggle to attract top-tier candidates who want stability and clear tools.
The Tech Reality
Are you using Intapp or a manual spreadsheet system? Candidates will ask. If your tech is outdated, be honest about it—some candidates love the challenge of a 'digital transformation' project, while others will want a turn-key solution.
The 'Risk Appetite'
Is your firm aggressive in taking on work, or very conservative? This affects the 'type' of professional you should hire. An analyst who is used to a high-risk, international environment might find a conservative, regional firm frustratingly slow—and vice versa.
The Bottom Line
Recruitment is a two-way street. By being clear on your internal culture and systems from the start, you avoid the 'wrong fit' hires that lead to early turnover.
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