Privacy Notice

Last updated: July 2026
EMGS Recruitment Consultancy Ltd (“EMGS”, “we”, “us” or “our”) respects your privacy and is committed to handling personal information lawfully, fairly, transparently and securely.

This Privacy Notice explains how we collect, use, store and share personal information when you visit our website, contact us, discuss recruitment services with us, are represented by us as an attorney or other candidate, are considered for an opportunity, or engage with us as a law firm, client, supplier or business contact.

1. Who we are
EMGS Recruitment Consultancy Ltd is a UK-founded recruitment business focused primarily on permanent legal recruitment in the United States. We support law firms with associate, counsel and partner recruitment and provide confidential representation to attorneys considering lateral moves. We also support permanent recruitment across manufacturing, engineering, operations, procurement and supply chain.

Contact email: eshore@emgsrecruitment.co.uk
Registered office: 2 Leman Street, London, E1W 9US, United Kingdom
Company number: 16090273

If you have any questions about this Privacy Notice or how we handle personal information, please contact us using the email address above.

2. The personal information we may collect

The information we collect depends on your relationship with us and may include:

Contact and enquiry information: your name, email address, telephone number, company or law firm, job title, enquiry details and any message you send to us.
Attorney and candidate information: your resume or CV, employment history, education, qualifications, practice area, seniority, bar admissions, professional experience, compensation expectations, notice period, location preferences, work authorisation where relevant, career objectives and role preferences.
Professional profile information: information contained in public professional profiles, law-firm biographies, company websites, professional directories and other publicly available business sources.
Partner recruitment information: where relevant, information about your practice, commercial objectives, business development, platform requirements and other information you choose to provide in connection with a potential partner move.
Law-firm and client information: contact details, hiring requirements, practice needs, role information, interview feedback, commercial terms and communication history.
Recruitment-process information: notes from conversations, suitability assessments, professional profiles submitted with agreement, interview arrangements, feedback, offer information and placement records.
Technical website information: your IP address, device information, browser type, pages viewed and basic website analytics where enabled.
Marketing information: your preferences for receiving updates from us and your interaction with those communications.

We aim to collect only the personal information reasonably required for our recruitment, representation, relationship-management and legal purposes.

We do not routinely request special-category personal information. If you voluntarily provide sensitive information, we will use it only where there is a lawful reason, an appropriate condition for processing and a genuine need to do so.

3. Where we collect information from

We may collect personal information:

Directly from you when you contact us, send a resume or CV, speak with us, use our website or engage with us through email, telephone, LinkedIn or another communication channel.
From law firms, clients, hiring managers, attorneys, candidates and other participants in a recruitment process.
From publicly available professional sources, including LinkedIn, law-firm and company websites, professional biographies, state bar directories, job boards and other professional directories.
From referrals, recommendations, referees, previous employers or other professional and business contacts where appropriate.
From our website, communication systems and service providers, including Wix, email, recruitment databases, calendars and messaging tools.

Where we obtain your information from another source, we will provide appropriate privacy information within the period required by law, unless an applicable exception applies.

4. How we use personal information

We may use personal information:

To respond to enquiries and communicate with you.
To provide legal recruitment, attorney search, confidential representation and manufacturing recruitment services.
To understand law-firm hiring requirements and define appropriate associate, counsel, partner or other professional profiles.
To identify, research and approach attorneys or other professionals about potentially relevant opportunities.
To understand an attorney’s or candidate’s experience, career objectives, motivation, compensation expectations, timing and suitability for an opportunity.
To discuss relevant law firms, roles and lateral opportunities with attorneys and other candidates.
To introduce an attorney or other candidate to a law firm or client where there is a genuine recruitment reason and the individual has been informed and has clearly agreed to the introduction.
To arrange interviews, manage feedback, support offer discussions and maintain appropriate recruitment records.
To communicate with law firms, clients and business contacts about hiring needs, market conditions and potential recruitment support.
To manage professional relationships with attorneys, candidates, law firms, clients, suppliers and other business contacts.
To send relevant recruitment or market communications where lawful and appropriate.
To operate, secure and improve our website, systems, services and communications.
To comply with legal, regulatory, tax, accounting and record-keeping obligations.
To establish, exercise or defend legal rights and protect our legitimate business interests.

We do not send an attorney’s or candidate’s identifying information to a law firm or client without their knowledge and clear agreement.

5. Lawful bases for processing

We process personal information only where we have an appropriate lawful basis. Depending on the circumstances, we may rely on:

Legitimate interests: to provide recruitment and representation services, identify and approach potentially relevant professional contacts, assess suitability, manage recruitment processes, maintain professional relationships, operate our business and communicate relevant business-to-business information. We consider whether our use is necessary and balance our interests against the individual’s rights and reasonable expectations.
Contract or steps before entering into a contract: where processing is necessary to provide services requested by you, establish an engagement, manage a placement or perform an agreement with you or your organisation.
Consent: where we specifically ask for consent for a particular purpose, including certain marketing communications or the use of sensitive personal information where consent is the appropriate condition. Consent may be withdrawn at any time.
Legal obligation: where we must process information to comply with legal, regulatory, tax, accounting or record-keeping requirements.
Legal claims: where processing is necessary to establish, exercise or defend legal rights.

The lawful basis used may vary according to the information, the purpose and our relationship with you.

6. Attorney and candidate representation

We handle attorney and candidate information discreetly and aim to ensure that individuals remain informed and in control throughout a recruitment process.

We will not knowingly send an attorney’s or candidate’s identifying profile, resume, CV or other identifying information to a law firm or client without first informing the individual and obtaining their clear agreement to that specific introduction.

Before an introduction, we may discuss an individual’s background in general or anonymous terms where appropriate, provided that the information shared does not reasonably identify them.

Agreement to one introduction does not amount to general permission to circulate personal information to other law firms or clients. Each separate introduction will be discussed where necessary.

Individuals may tell us at any time that they do not wish to be considered for further opportunities or contacted about recruitment.

7. Who we may share information with

Where necessary and appropriate, we may share personal information with:

Law firms, clients, hiring managers and relevant decision-makers involved in a recruitment process, subject to the introduction commitments described above.
Attorneys, candidates and other participants where information is needed to manage interviews, feedback, offers or other agreed recruitment activity.
Service providers supporting our website, email, communications, recruitment records, document storage, calendars, security, accounting and business administration.
Professional advisers, including accountants, insurers, legal advisers and compliance providers where necessary.
Public authorities, regulators, courts or law-enforcement bodies where disclosure is legally required or necessary to protect legal rights.
A prospective purchaser, investor or successor organisation where our business or assets are involved in a genuine corporate transaction and appropriate confidentiality protections are in place.

We share only the information reasonably necessary for the relevant purpose and expect service providers to handle information securely and in accordance with applicable data-protection requirements.

We do not sell personal information.

8. International transfers

EMGS is based in the United Kingdom and works primarily within the United States legal market. Personal information may therefore be transferred to, accessed by or discussed with law firms, clients, attorneys, candidates and service providers located in the United States or another country outside the United Kingdom.

Where UK data-protection rules regarding restricted international transfers apply, we will use an appropriate lawful transfer mechanism. Depending on the recipient and circumstances, this may include:

A transfer covered by UK adequacy regulations, including the UK Extension to the EU–US Data Privacy Framework where the US recipient is eligible and appropriately certified.
An approved contractual safeguard, such as the UK International Data Transfer Agreement or the UK Addendum to the EU Standard Contractual Clauses, together with any required transfer-risk assessment.
Another lawful transfer mechanism or permitted exception available under applicable data-protection law.

We take reasonable steps to ensure that personal information transferred internationally receives appropriate protection.

9. How long we keep information

We retain personal information only for as long as it is reasonably required for the purpose for which it was collected, including recruitment, representation, relationship management, legal, accounting and business-record purposes.

Our usual retention approach is:

General enquiries and correspondence: normally retained for up to two years after the last meaningful contact where no ongoing relationship develops.
Attorney and candidate information: normally retained for up to five years after the last meaningful contact, subject to periodic review, unless the individual asks us to delete it or there is a lawful reason to retain it for longer.
Recruitment-process records: retained for as long as necessary to manage the relevant search, introduction, interview, offer or placement and any related legal or commercial obligations.
Law-firm, client and business-contact information: retained while the relationship remains active and afterwards where reasonably required for relationship management, contractual, legal or record-keeping purposes.
Placement, contractual, invoicing and financial records: normally retained for up to six years after the relevant transaction, placement or financial period, unless a longer period is legally required.
Marketing records: retained while communications remain relevant or until the recipient objects or unsubscribes. We may retain limited suppression information so that we can respect an opt-out.
Website and analytics information: retained according to the settings and retention periods of the relevant website or analytics service.

We may retain information for longer where required by law, necessary for an ongoing dispute or legal claim, or reasonably required to protect legal rights.

When information is no longer required, we will securely delete it, anonymise it or otherwise remove it from active use.

10. Your rights

Depending on the circumstances and the lawful basis being used, you may have the right to:

Ask whether we hold personal information about you.
Request access to your personal information and receive a copy of it.
Ask us to correct information that is inaccurate or incomplete.
Ask us to delete personal information where there is no lawful reason for us to continue using it.
Ask us to restrict how information is used in certain circumstances.
Object to processing based on legitimate interests.
Object to direct marketing at any time.
Ask to receive certain information in a portable format where the right to data portability applies.
Withdraw consent where consent is the lawful basis being relied upon.
Raise concerns about the use of automated processing where relevant.

These rights are not absolute and may depend on the circumstances, the information involved and the lawful basis for processing.

You have the right to object at any time to the use of your personal information for direct marketing.

To exercise a right, contact us at eshore@emgsrecruitment.co.uk. We may need to verify your identity before responding.

If you have concerns, we would appreciate the opportunity to address them directly. You also have the right to lodge a complaint with the UK Information Commissioner’s Office or another competent data-protection authority where applicable.

11. Marketing communications
We may contact law firms, attorneys, candidates and other professional or business contacts with relevant recruitment, market or service information where we have an appropriate lawful basis and the communication is permitted by applicable direct-marketing rules.

Where consent is required, we will seek consent before sending the relevant communication.

You can ask us to stop sending marketing communications at any time by replying to the message, using an unsubscribe option where provided or contacting eshore@emgsrecruitment.co.uk.

Opting out of marketing will not prevent us from sending necessary communications about an active recruitment process, existing engagement, legal matter or service you have requested.

We do not sell personal information or marketing lists.

12. Cookies and website technologies

Our website may use cookies and similar technologies to operate correctly, maintain security, remember preferences and understand basic website performance.

Some technologies are strictly necessary for the website to function and may be used without consent where permitted by law.

Where we use non-essential analytics, advertising or similar technologies and consent is required, they will be used only after an appropriate choice has been provided.

You can manage available cookie choices through the website’s cookie controls, where provided, or through your browser settings. Blocking certain technologies may affect how parts of the website function.

If we introduce additional analytics, advertising pixels, tracking technologies or materially change how cookies are used, this notice and the website’s cookie information will be updated.

13. Security

We use reasonable technical and organisational measures designed to protect personal information against unauthorised access, alteration, disclosure, accidental loss, misuse or destruction.

These measures may include access controls, account authentication, system permissions, secure service providers, appropriate backups and restrictions on who can access recruitment information.

Access to personal information is limited to people and service providers who reasonably require it for an authorised business purpose.

No website, email, database or online transmission can be guaranteed to be completely secure. If we become aware of a personal-data breach, we will investigate it and take appropriate action, including notifying affected individuals or regulators where legally required.

14. AI-assisted tools and automated decision-making

We may use recruitment software, search tools or AI-assisted tools to help organise information, support research, prepare drafts, identify possible professional alignment or improve administrative efficiency.

These tools support our work but do not replace professional judgement. Outputs are reviewed by a person before being relied upon in a recruitment or representation process.

We do not use solely automated processing to make significant decisions about whether an attorney or candidate will be represented, introduced, shortlisted or rejected.

Final decisions about introductions, suitability and recruitment activity involve meaningful human review, direct conversation and professional judgement.

We take reasonable steps to ensure that any tools processing personal information are used for a defined purpose, receive only information reasonably required for that purpose and are subject to appropriate security and data-protection controls.

If our use of automated processing changes materially, we will update this Privacy Notice and provide any additional information or safeguards required by law.

15. Changes to this Privacy Notice

We may update this Privacy Notice from time to time to reflect changes in our services, recruitment activities, technology, legal obligations or how we use personal information.

The latest version will be published on this website and the “Last updated” date at the top of the notice will be changed.

Where a change materially affects how personal information is used, we will take reasonable steps to bring it to the attention of affected individuals where appropriate.