Consent-only • Confidential • Fit-first
Standards
Consent-only. Confidential. Culture & platform fit first. We operate toward clear standards aligned with NALSC principles and uphold GDPR-level privacy globally.
KiLawyers™ is the specialist lateral partner division of the KiTalent®. We operate to a clear ethical standard designed for high-stakes partner moves and aligned with the principles reflected in the NALSC Code of Ethics (accuracy, consent, confidentiality, non-solicitation, non-discrimination, and compliance). (We reference these published standards for alignment and transparency; we are not representing membership status.)
Our non-negotiables
- Written consent required — we never submit your materials or disclose your identity without your explicit approval (email confirmation qualifies).
- Staged disclosure — we share the minimum necessary information at each step; anonymity is preserved until mutual interest is confirmed.
- No mass outreach / no “shot-gunning” — we contact only a pre-approved shortlist with context and intent.
- Fit assessed before sharing — culture and platform fit are evaluated before any application is put forward.
- Accurate, complete information — we avoid omissions a party would reasonably consider essential and do not make false or deceptive representations.
- Respectful market conduct — we observe a cooling-off window after placements and do not solicit the attorney we placed while they remain with the fee-paying employer.
- Equal opportunity — we do not discriminate and support equitable access across regions and practices.
- Confidential channels — on request, we use secure email/messaging; your preferences govern how we communicate.
Alignment with the NALSC principles (plain English)
- Submit only with consent — express prior authorization precedes any submission.
- Tell the truth, fully — accurate information, no material omissions, no deceptive claims.
- Keep confidences — information supplied in confidence is treated accordingly.
- Don’t poach what we just placed — hands-off window respected post-placement.
- No discrimination — services provided without bias and in line with applicable law.
- Follow the law & agreements — client agreements and applicable laws control; we also observe antitrust guidance.
GDPR & Global Privacy (benefits for all candidates)
Our HQ is in the EU, so we process personal data under the GDPR. In practice, we apply this standard to all candidates—wherever you are—so you benefit from stronger rights and higher security by default.
What this means for you
- Clear purpose, no surprises — we collect only what’s needed to explore agreed opportunities and explain how it’s used.
- You’re in control — request access, correction, deletion, restriction, or objection; where applicable, request data portability. We respond without undue delay (typically within 30 days). You’re also protected from decisions based solely on automated processing.
- Confidential handling — data is stored securely and retained only as long as needed for your engagement and legal obligations; on request, we delete and confirm.
- Cross-border transfers, safeguarded — when data leaves the EEA (e.g., to coordinate with a firm elsewhere or use a vetted vendor), we use Standard Contractual Clauses or equivalent safeguards.
- No sale of personal data — we don’t sell or trade your information.
- Your channel, your cadence — email, phone, or secure messaging; your preferences lead.
How to exercise your rights
- Email: privacy@kilawyers.com (or your KiLawyers consultant)
- We acknowledge requests promptly and aim to complete them within 30 days; if more time is needed due to complexity, we’ll explain why.
For law firms (our partners in compliance)
- We use data-processing agreements, minimise shared information, and observe staged disclosure.
- Where international transfers occur, we implement SCCs (or UK-specific tools where applicable) and appropriate technical/organisational measures.
What this means for partners
You stay in control — identity and materials are protected; nothing is sent without your written “go.” You approve targets, timing, and disclosure sequencing, and you may pause or withdraw at any time.
You see what we see — target list, feedback, and rationale are shared; we prepare your narrative and diligence with you, not for you.
What this means for law firms
Signal over volume — every introduction is fit-qualified against your culture, strategy, economics, and credit philosophy—with candidate consent. Early calibration on “what good looks like.” Respectful outreach and staged disclosure protect your brand.
Candidate experience matters — transparent process, timely feedback, and integration planning (day-1 / day-100) are standard.
How We Put This Into Practice — Operational Excellence
The Challenge of Ethical Recruitment
The legal recruitment industry faces inherent tensions. Recruiters are compensated for placements, creating potential conflicts with candidate interests. Information asymmetry can leave candidates in the dark. Speed pressures can compromise thoroughness. These structural challenges require systematic solutions—not just good intentions.
Our Systematic Approach
We’ve built specific operational systems to address each challenge.
Information Management — Protecting What Matters
- Purpose Limitation: Information is tagged with specific use authorization; systems prevent unauthorized use.
- Data Minimization: We collect only what’s essential. Background/reference checks and detailed financials occur only when required and agreed.
- Retention Protocols: Data is flagged for deletion based on engagement timelines—compliance without you having to ask.
- Security Infrastructure: Enterprise‑grade encryption, MFA, and regular security audits protect against external threats.
- Access Controls: Information is compartmentalized internally; team members see only what is required for their role.
Professional Standards — Beyond Compliance
- Conflict Management: Potential conflicts are identified early. Where we represent both sides, we disclose and manage with consent—or decline one engagement.
- Fee Transparency: Candidates never pay fees. Hiring firms typically compensate 25–35% of first‑year compensation, aligning incentives toward long‑term success and selectivity.
- Technology Integration — Enhancing, Not Replacing Judgment: Tools help organize information and surface patterns, but senior consultants review assessments. Automation always includes human oversight and override.
- Continuous Improvement: We audit processes, collect feedback, monitor best practices, and train regularly to ensure consistent standards.
The pledge, in one line
We will never trade your reputation for activity.
Every action must protect your options, reflect the truth, and advance a fit that lasts.