1. The Background
Dickson Minto is an independent law firm that specialises in corporate transactions and complex commercial advice.
This recent need to recruit came due to a forthcoming retirement. The retiring employee had been brought in initially as a system implementation project management hire, but over the years the role had expanded well beyond that. It now covered system implementation, data extraction and analysis, and a mix of technical and operational work.
It soon became clear that this wasn’t going to be a straightforward replacement. It meant stepping back and working out what the role actually looked like today, not what it was originally hired for.
2. The challenge for Dickson Minto
The biggest difficulty for Dickson Minto was clearly defining the role.
It sat somewhere between a Data Analyst and a Systems or Project Lead. Not quite one or the other, but a blend of both. That made writing the brief tricky and even harder to translate into something the market would understand.
As Alex Smith, Chief Operational and Financial Officer described it, Dickson Minto are “never looking for the typical candidates. It’s always a ‘unicorn’ – somebody who’s got a unique mix of experience and skills. This is because we’re not a huge firm, so our employees wear many hats.”
Most candidates naturally leaned one way. Either strong technically, or strong from a systems and project perspective. Very few could do both. And the added requirement of understanding legal practice systems narrowed the pool even further.
3. iMultiply to the rescue!
Dickson Minto already had an established relationship with iMultiply, built on previous hiring processes and past events, such as iMultiply’s annual Christmas Drinks.
That meant when the need arose, there was a level of trust from the start.
This is where iMultiply’s Associate Director, Andrew Robinson really made a difference to Dickson Minto’s search.
Rather than rushing into the search, Andrew helped shape the role properly. He worked through what was essential, how it should be positioned, and how to communicate it clearly to candidates.
On the candidate side, he took time. CVs weren’t just passed across, each person had to be properly screened, both on technical capability and whether they could realistically handle the broader scope of the role – as well as whether they would be a good cultural fit.
Just as important, he managed the process closely. Candidates were kept informed, expectations were handled well, and momentum was maintained even when decisions took time.
On Dickson Minto’s side, they were consistently kept up to date and supported at every stage of the hiring journey.
4. Achieving the balance: the perfect hire is found
iMultiply ultimately identified a candidate who genuinely brought both sides of the role together. Strong on the technical side, but also comfortable with systems and projects. Crucially, they also had relevant background experience, which meant they could step in more quickly.
It was the balance Dickson Minto had been looking for from the start.
From there, the process moved quickly. iMultiply had already done the groundwork. Compliance checks, references, and key onboarding details were in place early, which meant there were no delays once the decision was made.
That speed helped close the gap created by the retirement and ensured a smooth transition.
5. Where iMultiply stands out
This is a strong example of how iMultiply approaches hiring.
It’s not about quick wins or high volumes. It’s about taking the time to understand the role properly and finding the right fit. Especially when the brief isn’t straightforward.
If you’re hiring and facing a similar challenge or just want a better sense of what’s out there, the team is always open for a conversation.
