A diverse team of senior professionals collaborating around a table

For senior legal professionals

You didn't build this career by accident. The next move deserves the same precision.

For lawyers already established in their field, repositioning into compliance, legal operations, privacy, ALSPs, in-house, or their first General Counsel or board seat. A structured, confidential engagement, not a coaching hour.

What a lateral placement already costs an employer

25–30%

of first-year salary, paid to a recruiter, for the introduction alone

What we're priced against

That, not

a career-coaching hourly rate

This is priced as a serious South African engagement, not a converted US or UK rate. It's premium. It isn't arbitrary.

Three ways in

Start with a single intensive, or go straight to an ongoing retainer.

Most clients start with the Intensive to prove the fit, then move into the Retainer once they're actively positioning for a move. The Accelerator is a standalone engagement for a specific, imminent GC or board opportunity.

Entry point

Legal Repositioning Intensive

Practising lawyers, 2–8 years qualified, moving into compliance, legal ops, privacy, or an ALSP.

A focused, two-to-three-week engagement built around one thing: getting you in front of the right people, not rewriting documents you've already had rewritten before.

R18,000

one-off, fixed scope · 2–3 weeks

What's included

A transition-readiness audit against the specific field you're targeting
A shortlist of realistic target employers or ALSPs, built from who's actually hiring, not who's advertising
A warm-introduction strategy into those targets, through our own network
A positioning brief you can hand to any recruiter or hiring manager we introduce you to

Why this beats using your own network

Your network can vouch for you as a lawyer. It usually can't vouch for you in compliance, legal ops, or privacy, because most of your contacts have never seen you do that work. That credibility gap is a translation problem, not an introductions problem — this is what closes it, and it happens without your current employer or colleagues ever knowing you're exploring.

How we actually execute it

A structured intake interview mapping your actual legal experience onto the target function's real competencies
Market mapping of 8–12 realistic employers or ALSPs genuinely expanding in that function, not just the ones advertising
A specific "why you, why now" positioning brief built per target, not one generic pitch reused everywhere
Activation of 1–2 warm paths per target through LexLaunch's own recruiter, GC, and compliance-lead relationships — never yours

Skills this takes to deliver well

Legal-domain fluency, to translate legal experience credibly into compliance/ops/privacy languageA live relationship network with compliance, legal-ops, and privacy hiring managers, not just law firm recruitersSharp narrative and positioning writingDisciplined market-mapping and desk research

Most common

Executive Positioning Retainer

Senior associates and heads of department building a public profile ahead of a GC-track or in-house move.

Ongoing positioning while you're still employed. Your public profile, your written voice, and your visibility to the people who actually make senior hiring decisions, built over a fixed term rather than a single sprint.

R12,000

per month, 3-month minimum · 3–6 months

What's included

LinkedIn and thought-leadership writing, in your voice
A quarterly 1:1 strategy session
Ongoing mapping to recruiters and hiring GCs in your target space
Direct access between sessions for live opportunities

Why this beats using your own network

Right now, the only public signal of who you are is "a practising lawyer" — it's the only content that exists about you. Your network can't manufacture a second signal that says you're already credible in governance, risk, or compliance thinking. This does, deliberately, over months, so that by the time an opportunity surfaces, the market already sees you as someone who belongs in that room.

How we actually execute it

A monthly content calendar built from real developments in your target field, mapped onto your specific expertise
Ghostwritten in your voice, not generic marketing copy that reads as written by someone else
A quarterly 1:1 to check direction and surface live opportunities as they appear
Ongoing, quiet outreach to relevant recruiters and GCs on your behalf — we tell them you exist, not you

Skills this takes to deliver well

Professional ghostwriting with real legal/governance subject-matter credibility, not generic content marketingEditorial judgment on what's worth publishing versus noiseDisciplined, ongoing relationship management with the recruiter and GC network

Top tier

GC & Board-Readiness Accelerator

Lawyers targeting their first General Counsel, Head of Legal, or non-executive director seat.

The full case for you at board or exco level: how you're positioned, how you're introduced, and how you perform once you're in the room. Priced against what it already costs to place someone at this level, not against a coaching hour rate.

R45,000

fixed, 3-month engagement · 3 months

What's included

Full narrative and governance-readiness positioning
Board-CV and NED interview preparation
Direct introductions within our recruiter and GC network
Weekly access for the full engagement

Why this beats using your own network

This is where the objection is strongest and weakest at once. You do have a real network at this level. But GC and board appointments run through nomination committees and retained search mandates specifically to avoid "my friend recommended them" as a governance basis. Your network can get you a conversation. It generally cannot get you through the formal process itself — only being properly positioned and introduced through the right channel can.

How we actually execute it

A governance-readiness audit against actual board committee needs — audit, risk, remuneration literacy
A formal board-CV built to the standard nomination committees expect, not a senior version of a normal CV
Mock NED interview panels, including the governance-literacy questions a normal interview never asks
Direct, warm introductions specifically into our retained-search and board-network relationships

Skills this takes to deliver well

Real governance and company-secretarial knowledge, to build a credible board-CV and prep governance questions properlyStanding relationships with retained search firms and board/NED networksExecutive coaching ability, specifically for presence and command at board level

Not ready to commit to any of the above?

Join the Registry instead. It's free.

A confidential, opt-in profile for lawyers open to the right opportunity. We tell you what we see in your background, and one clear consent given at signup makes you visible to approved, paying recruiters and employers, never made public.

View the Registry

A few details, so the actual conversation isn't spent on context you could have told us upfront.

We'll come back to you within one business day to arrange a confidential fifteen-minute call. No obligation, and this stays private regardless of your current employer.

Entry point

Legal Repositioning Intensive

Practising lawyers, 2–8 years qualified, moving into compliance, legal ops, privacy, or an ALSP.

A focused, two-to-three-week engagement built around one thing: getting you in front of the right people, not rewriting documents you've already had rewritten before.

R18,000

one-off, fixed scope · 2–3 weeks

What's included

A transition-readiness audit against the specific field you're targeting
A shortlist of realistic target employers or ALSPs, built from who's actually hiring, not who's advertising
A warm-introduction strategy into those targets, through our own network
A positioning brief you can hand to any recruiter or hiring manager we introduce you to

Why this beats using your own network

How we actually execute it

A structured intake interview mapping your actual legal experience onto the target function's real competencies
Market mapping of 8–12 realistic employers or ALSPs genuinely expanding in that function, not just the ones advertising
A specific "why you, why now" positioning brief built per target, not one generic pitch reused everywhere
Activation of 1–2 warm paths per target through LexLaunch's own recruiter, GC, and compliance-lead relationships — never yours

Skills this takes to deliver well