Conflicts of interest jobs
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Active jobs
Compliance Assistant
Birmingham
West Midlands
Up to £26,000
We are working with a leading law firm to hire a Compliance Assistant for their Birmingham office. In this role you will take ownership of the client and entity onboarding process, setting up new clients and matters within the case management system while fulfilling all regulatory and compliance requirements.
Risk & Compliance Manager
Oxford
Oxfordshire
Up to £85,000
We are working with a rapidly expanding top 35 accountancy practice to hire a Group Risk and Compliance Manager for their compliance team. In this role, you will support the director in delivering the overarching compliance strategy, coordinating group-wide risk governance frameworks and managing integration activities for newly acquired UK firms.
Risk & Compliance Manager
Bristol
County of Bristol
Up to £85,000
We are working with a rapidly expanding top 35 accountancy practice to hire a Group Risk and Compliance Manager for their compliance team. In this role, you will support the director in delivering the overarching compliance strategy, coordinating group-wide risk governance frameworks and managing integration activities for newly acquired UK firms.
Risk & Compliance Manager
London
Greater London
Up to £85,000
We are working with a rapidly expanding top 35 accountancy practice to hire a Group Risk and Compliance Manager for their compliance team. In this role, you will support the director in delivering the overarching compliance strategy, coordinating group-wide risk governance frameworks and managing integration activities for newly acquired UK firms.
Compliance Analyst
London
Greater London
Up to £55,000
We are working with a global law firm to hire a Compliance Analyst in London. This role spans conflicts of interest clearance, anti-money laundering, and international sanctions screening.
Conflicts Attorney
Charlotte
North Carolina
Competitive
We are working with a leading international law firm to hire a Conflicts Attorney I. In this role, you will join a growing and dynamic department dedicated to managing the firm’s global new business intake, lateral hiring, and broad risk management programmes.
Conflicts Attorney
Miami
Florida
Competitive
We are working with a leading international law firm to hire a Conflicts Attorney I. In this role, you will join a growing and dynamic department dedicated to managing the firm’s global new business intake, lateral hiring, and broad risk management programmes.
Conflicts Attorney
New York
New York
$120,000 to 155,000
We are working with a leading international law firm to hire a Conflicts Attorney I. In this role, you will join a growing and dynamic department dedicated to managing the firm’s global new business intake, lateral hiring, and broad risk management programmes.
Read our Blogs
09. 06. 2026
When should law firms use a specialist Risk & Compliance recruiter?
When a high-stakes vacancy requires a candidate with rare regulatory judgment, a standard generalist approach will quickly stall. Discover why engaging a dedicated legal risk recruiter is essential for critical executive functions like Head of AML, COLP support, or complex Conflicts advisory roles—and how their ability to challenge unrealistic briefs can completely turn a search around.
09. 06. 2026
How to reduce reliance on agencies for Risk & Compliance hiring
Relying on external recruiters for every repeatable compliance opening is a costly indicator of weak internal pipeline discipline. Discover how law firm internal talent teams can slash external spend by drafting hyper-specific job briefs, mapping competitor risk teams, and nurturing passive candidate pools—while learning exactly when to reserve premium budget for specialist agencies on high-stakes executive or confidential searches.
09. 06. 2026
Why counteroffers rarely solve Risk & Compliance retention issues
Throwing a reactive salary increase at a resigning compliance professional is like treating a structural fracture with a band-aid. Discover why most risk and compliance departures are driven by poor role design, chronic workload overloads, or a lack of clear career progression rather than compensation alone—and learn how to address these operational bottlenecks before your top talent checks out.