The residential conveyancing market never stands still. Shifts in transaction volumes, lender requirements, internal changes, panel expectations, and technology mean that conveyancers often reach a point where they start wondering whether their current role is still the right fit for the longer term.

If you’re contemplating a move, I think it’s key to reflect a little before starting to apply. This can make the difference between a strategic career step and a sideways shuffle. Here’s what to consider when planning your next move in the residential conveyancing sector.

🧭 1. Clarify what driving the change

Before you look outward, look inward.

Ask yourself:

•             Are you seeking progression or simply escaping something that doesn’t sit well with you?

•             Are you seeking a different team culture, better support, or a more manageable caseload?

•             Is your current firm aligned with your long‑term goals?

•             Are you craving more autonomy, or more structure?

Understanding the “why” behind your move helps you avoid repeating the same frustrations in a new environment. When working with a trusted recruiter, sharing these openly, can help you achieve better outcomes.

🏛️ 2. Design your perfect environment.

Conveyancing is uniquely sensitive to firm structure. We all love a list, so writing down your “unicorn” firm can often help you realise what it is you need and want. It’s also key to note that we might realistically get 80% of it, but it’s a fantastic springboard into the job search journey.

•             Management style – Hands‑on? Hands‑off? KPI‑driven? Supportive?

•             Financial stability – Does the firm have a strong track record, is it expanding quickly, do they have high retention rates with employees?

•             Have they promoted within, do they have a strong career pathway? You will be surprised at how much data you can find on LinkedIn and company websites (something a recruiter can support with).  

•             Regulatory history – Any red flags in SRA decisions, Companies House filings, or lender panel status?

•             What do they project into the legal sector? Are they big on work/life balance, do they support their employees, do they offer strong benefits?

A firm’s foundation directly affects your workload, job satisfaction and long‑term security.

3. Understand the Caseload Expectations

Caseload is one of the biggest predictors of job satisfaction in conveyancing. Not always in terms of volume, but also centred around the flow of work, admin support, accountability and resources.

When exploring opportunities, dig into:

•             Average caseload per fee earner

•             Support structure (assistants, paralegals, post‑completion teams). Also, how are conveyancing operations managed?

•             File complexity mix (freehold, leasehold, new build, shared ownership)

•             Technology and workflow systems

•             What the firm prioritises day to day.

A manageable caseload with strong support can transform your day‑to‑day experience.

💬 4. Assess Culture Beyond the Job Description

Culture is often the deciding factor in whether a move feels “right.”

Look for clues about:

•             How the team communicates

•             Whether fee earners collaborate or operate in silos

•             How mistakes are handled

•             Whether leadership is visible and approachable

•             The firm’s attitude toward wellbeing and flexibility

Ask TONS of questions to the recruiter – if they can’t answer straight away they should be able to find the info. A job spec can’t tell you what the office feels like on a busy Friday afternoon… or end of the month!

📈 5. Map Out Your Career Progression

Conveyancing careers don’t always follow a linear path, so it’s important to understand:

•             What progression looks like at the firm, historically.

•             Whether there’s a clear route to senior roles, team leadership, or specialist work

•             If the firm invests in training, qualifications, or CPD

•             Whether you’ll be encouraged to grow, or simply expected to produce

A move should support your long‑term development, not just your short‑term comfort.

💷 6. Looking beyond salary

Salary matters, but it’s only one part of the package.

Also consider:

•             Bonus structure and transparency in how to achieve it

•             Pension contributions

•             Holiday allowance

•             Hybrid or remote working options

•             Tech investment

•             Maternity/paternity policies

•             Hidden expectations (out‑of‑hours work, weekend cover, etc.)

A slightly lower salary at a well‑run firm can be far more valuable than a higher salary in a high‑pressure environment.

🤝7. Work with a recruiter who is a specialist in the sector

Residential conveyancing should have a bespoke approach to hiring. Working with a recruiter who understands the nuances of conveyancing operations, what it means to be successful in conveyancing, caseload pressures, lender panel requirements, compliance expectations, and the realities of fee‑earning across your career, can help you:

•             Identify firms that genuinely match your goals

•             Avoid firms with hidden issues

•             Explore meaningful aspects of your job search

•             Navigate salary negotiations confidently

•             Access roles that aren’t advertised

•             Make a move that supports your long‑term career, not just your next pay packet

A good recruiter acts as an advisor, not a salesperson.

🧠 Final Thoughts

A job move in residential conveyancing is more than a change of scenery, it’s a strategic decision that affects your wellbeing, career trajectory, and professional reputation. Taking the time to reflect, research, and ask the right questions ensures your next step is a meaningful one.