We are looking for a qualified lawyer with at least five years’ relevant experience as a fee earner or PSL in a reputable law firm to strengthen our Antitrust and Foreign Investment practice group (AFIG) in Brussels. A successful candidate will show leadership in developing knowledge and profile in our key practice areas. The role involves engagement with stakeholders in our EU and global practice as well as externally with clients and other stakeholders. It will include identifying and understanding regulatory/commercial developments that are of particular interest to our clients and to the group; building an effective network in the Brussels AFIG community; producing and updating blog posts, client publications and other materials; drafting and reviewing standard documents and templates as well as organising, developing and delivering in-house and client trainings and supporting fee-earners in their client work and marketing-related activities. Skills/Experience/Qualifications Required At least five years’ work experience in the field of antitrust as a fee-earner or PSL in a reputable law practice. Excellent English language skills. Good knowledge of French and/or German and/or Dutch and/or Italian is an asset. An enthusiasm for antitrust law and knowledge management. A solid grounding and passion for EU law, institutions and procedures. Excellent technical skills, including drafting and legal analysis. Excellent communication and interpersonal skills, with an ability to work as part of a team, sharing responsibilities with team members in a cross-border team, ensuring a seamless service for the practice. Ability to challenge and debate key issues with senior stakeholders. Excellent organisational and project management skills ’ an ability to ’make things happen’. Excellent problem-solving skills and ability to apply law and regulation in a practical way to ’real-life’ scenarios. Ability to leverage IT tools and resources to further the exchange of high-quality know how. This list of duties and responsibilities above is not exhaustive. It is intended to describe the general content of, and requirements for, the performance of this job. As such, the role may also include the undertaking of additional tasks as required. Job Offer Scams Be alert to fictitious job opportunity posts and offers of employment which claim to be in the name of Linklaters. We have been made aware of various recruitment-related scams which ask for upfront payments, for example, for office equipment and promise start up bonuses and reimbursement in return for such payments. These scams often involve the use of email addresses similar to a genuine domain name. Genuine emails from Linklaters only use the domain of ’@linklaters.com’. We will never ask you to make payments for office equipment or otherwise as part of our recruitment process. If you are in doubt about a job opportunity that appears to relate to our firm, please get in touch using the contact details on our careers website at www.linklaters.com/careers. Pre-joiner screening In the event that we make an offer to you, and where local legislation permits, we will conduct pre-engagement screening checks that may include but are not limited to your professional and academic qualifications, your eligibility to work in the relevant jurisdiction, any criminal records, your financial stability and references from previous employers. Your offer will be subject to the successful completion of these checks which will be initiated following your consent. Equal Opportunities As a responsible business, it is important that we represent the diversity of our people, our clients and our communities. We know that diversity makes us a better law firm and helps us attract the best talent, drive innovation with diversity of thought, and deliver the best experience to everyone who comes into contact with us. We recruit on the basis of merit, irrespective of age, disability, gender, gender identity, race or ethnicity, marital status, religion, sex, sexual orientation or any other status protected by the laws or regulations in the locations where we operate. Selection decisions, and the reasons for those decisions, are recorded at each stage of the selection process. Selection criteria and, where appropriate, technical skills tests are in place to measure an individual’s ability for the safe and effective performance of a job. Those involved in recruitment and selection decisions and processes are also provided with guidance on diversity issues. If you require reasonable adjustments to be made during the selection process, please talk to a member of the recruitment team so that any required adjustments can be made in advance. Specific experience requirements advertised on a role do not intend to preclude applications from candidates who may have more or less experience. Our intention is only to indicate a guideline as to the necessary skills for the role as described.