eLawyer wins gold prize for Best Executive Search Firm

June 9th, 2020

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We are glad that our founder Eddie Law is featured by his alma mater Anglia Ruskin University at their alumni newsletter.

“Congratulations to alumni Eddie Law and his company, eLawyer, for winning the gold prize for the Best Executive Search Firm during the HR Vendors of the Year Awards 2019, held in November, in Kuala Lumpur, Malaysia.

Starting as a legal practitioner in a law firm and subsequently as Legal Counsel in an IT company, Eddie founded eLawyer in 2007; the first of its kind law portal in Malaysia to bridge the gap between legal recruitment and legal services.

On winning the award, Eddie said: “After more than a decade of persistency, we were very glad to win the Gold Prize during the HR Vendors of the Year Award dinner. Studying at ARU cultivated traits in me that directly contributed to my business success and I believe that ARU’s constant innovation has inspired me to be bold and innovative in implementing new ideas, which have resulted in creating many of the ‘first of its kinds’ for eLawyer. ”

Despite starting small, Eddie has remained focused and persistent, inspired to apply integrity and openness in business by valuing clients’ interest over profit which has distinguished the company from the rest and earned the trust of many.

Congratulations Eddie!

Eddie Law
LLB Law 1999″

Career Partner for Asian Law Students’ Association Malaysia (ALSA Malaysia)

May 8th, 2020

WhatsApp Image 2020-05-08 at 16.09.50

We at eLawyer are very happy to be appointed as the official career partner for Asian Law Students’ Association Malaysia.

The Asian Law Students’ Association (ALSA) is a non-political association. This law student organization currently comprises of 15 member countries (Brunei Darussalam, China, Hong Kong, Indonesia, Japan, Laos, Macau, Malaysia, Philippines, Singapore, South Korea, Sri Lanka, Taiwan, Thailand and Vietnam) and 2 observer countries (Myanmar and Bangladesh).

In particular to the Asian Law Students’ Association, the National Chapter Malaysia (ALSA Malaysia) was officially founded in 2011 with the aims to promote academic and cross-cultural exchanges between Asian law students. ALSA Malaysia has been active in the ALSA community both in participating, as well as hosting both national and international ALSA events.

eLawyer, being one of the leaders in legal career market, is very glad to have signed a MOU with ALSA Malaysia becoming the official career partner of ALSA Malaysia by providing supports to and sharing resources with ALSA Malaysia in relation to legal career related matters. We are excited about this partnership and are prepared to contribute our industry know-how and legal career guidance with the law students. This is aligned with one of our missions, namely, to empower future lawyers by providing career development guidance.

Today, ALSA Malaysia comprises of more than 2800 law students; members from 11 established law schools (Local Chapters and 1 Observer) which are:

1. Advance Tertiary College (ALSA ATC)
2. Brickfields Asia College (ALSA BAC)
3. Islamic International University Malaysia (ALSA IIUM)
4. INTI International University (ALSA INTI)
5. Taylor’s University (ALSA Taylor’s)
6. Universiti Teknologi MARA (ALSA UiTM)
7. Universiti Kebangsaan Malaysia (ALSA UKM)
8. University of Malaya (ALSA UM)
9. Universiti Sultan Zainal Abidin (ALSA UniSZA)
10. Universiti Sains Islam Malaysia (ALSA USIM)
11. Universiti Utara Malaysia (ALSA UUM)

We look forward to the forthcoming projects and collaborations with ALSA Malaysia.

5 most important things an intern or pupil should know during the internship and pupillage

January 28th, 2019


Our Eddie Law will be speaking to the law students in the UK and Malaysia via a webinar on this Saturday 26 Jan 2019 under the Legal Academy Chapter 3- Internship and Pupillage 101 programme by KPUM: United Kingdom & Eire Malaysian Law Students’ Union. He was also asked to share the 5 most important things an intern or pupil should know during the internship and pupillage, below are his quick thoughts:

1. Be Proactive : Don’t wait for your boss to assign task to you. Whenever you are free, take initiative to ask for more tasks. The more you do, the more you learn. Maximize your time spent in work.

2. Ask Why, Why, Why: Always ask the reason or logic behind doing any assigned task. Either by asking yourself or asking your boss. This is the effective way of learning. You might only be doing a small portion of the task most of the times, but by being able to see the “big/full picture”, will increase your learning curve and do the assigned task better.

3. Nothing Is Too Small To Do: Don’t give your boss the impression that you only want to do “sexy” or legal related works. Feel happy and be grateful for any small tasks that are assigned to you. Boss will only assign more complicated works to you if you are able to prove to him that you can handle the small and simple tasks well. This is the best way to earn trust.

4. You Can Learn Anything From Anyone in the Firm: Don’t think that you only want to learn from qualified lawyers or partners of the firm. In fact, legal practice also involves operational or procedural aspects of works, and most of the times, experienced secretary or even land office boy is more familiar than the lawyers in these kind of works. Being green, you should take this opportunity to also learn the operational and procedural aspects of works which law schools never teach.

5. Get Ready Your Note Pad: Always bring along a writing note book/pad whenever you are asked to meet your boss as you should write down the instruction given and repeat the instruction to your boss to avoid miscommunication in receiving instruction. This also gives a good impression to your boss that you are taking all his instructions seriously and carefully. Just ask if any thing that your boss tells you is unclear to you, don’t be afraid to clarify. It is more important to get the instruction right than doing the wrong thing.

To sum up the above in 3 Cs: Courage to be Humble (character), Curiosity (attitude) and Communication (skill).

KL Bar – eLawyer Legal Career Forum 2018

September 26th, 2017


Sow a thought, reap an action; sow an action, reap a habit; sow a habit, reap a character; sow a character, reap a destiny.” by Stephen R. Covey, author of The 7 Habits of Highly Effective People.

This year our annual legal career forum focuses on sharing the good habits that highly effective lawyers should have. Having good habits in life and in legal practice are equally vital, as it will ultimately lead you to the goals or destiny that you want. No one has spoken about habits and effectiveness as eloquently as Stephen Covey in his well-known book of The 7 Habits of Highly Effective People. This book has sold over 25 million copies in 40 languages throughout the world.

In The Seven Habits of Highly Effective People, Stephen Covey serves up a seven-course meal on how to take control of one’s life and become the complete, fulfilling person one envisions. It is a satisfying, energetic, step-by-step book that is applicable for personal and business progress.” by Roger Staubach, NFL Hall of Fame quarterback.

This Forum is open to all lawyers, pupils and law students. 

Below are the details of the event:

KL Bar – eLawyer Annual Legal Career Forum 2018

Theme: Habits of Highly Effective Lawyer

Date: 20 January 2018 (Saturday)

Time: 9:00 am to 1:00 pm

Venue: KL Bar Auditorium@4th Floor, Wisma Hangsam, No. 1 Jalan Hang Lekir, 50000 Kuala Lumpur.

Co-organised by: KLBC Young Lawyers Committee and eLawyer.

The agenda for the Forum is as follows:-

9.00 am – Registration

9.20 am to 9.25 am – Briefing by emcee (Ms Chua Yi En)

9.25 am to 9.35 am – Welcome speech by the Chairman of the Kuala Lumpur Bar Committee

9.35 am to 10.00 am – Forum commences with talk by Legal Career Consultant, Mr Eddie Law of eLawyer (sharing of the 7 Habits of Highly Effective Lawyer based on Stephen Convey’s book).

10.00 am to 12.00 pm – Sharing of effective habits practised during their litigation and corporate practice by Mr Lau Kee Sern, Mr Shawn Ho respectively. Followed by Q & A (moderated by Ms Vivian Kuan)

12.00 pm to 1.00 pm – Refreshment & networking

Introduction of speakers:

Lau Kee Sern

lau kee sern

Lau Kee Sern

Mr. Lau Kee Sern was admitted as an Advocate & Solicitor of High Court of Malaya in 2000. He started his career in Shook Lin & Bok and was last made a partner with the same firm. After serving the firm for more than 16 years, he recently set up his own practice with 2 other partners under the name of Kee Sern, Siu & Huey. His practice area is focused on corporate and general dispute resolution, banking and finance litigation. Kee Sern has been involved in the conduct of a number of leading cases.

Kee Sern is also a member of the Insolvency Practitioners Association of Malaysia and is well known for his work on receivership, liquidation and corporate restructuring. He regularly appears as counsel in the High Court and the appellate courts.  He is also a trainer of the Bank Negara Malaysia Banking Supervision Course 2016, speaker at the International Malaysian Law Conference 2016 and seminars organized by the Malaysian Bar Council.


Shawn Ho

Shawn Ho

Shawn Ho

Called to the Bar in 2006, Shawn spent his formative years in legal practice with Wong & Partners. Upon setting up Donovan & Ho in 2014, he now heads the Firm’s corporate and tax practice.

Shawn is passionate about corporate law and dedicates a considerable portion of his practice helping SMEs and the Startup ecosystem. His remaining time is spent swimming, golfing and social dancing when the music is right.”


Eddie Law

Mr. Eddie Law

Eddie Law

Eddie Law is the founder and Managing Director of eLawyer. He has both private practice and in-house legal experience before he ventured into legal recruitment 9 years ago. His clients include law firms (both local and international) and large corporations. In 2015, Eddie was named by the Asia Law Portal as the Top 30 People to Watch in the Business of Law in Asia in. Further, on October 2015, Eddie was described by Malaysian SME newspaper as a person who set the benchmark of legal recruitment industry in Malaysia. In 2016, Eddie is the 1st Asian received the Runner Up of Vice Chancellor’s Outstanding Alumni Awards: Entrepreneur of the Year Award 2016 from Anglia Ruskin University, UK.

Eddie is passionate and generous about sharing his thoughts and experience on legal career-related issues with young and potential lawyers, giving insight on the career path of a lawyer, inspiring lawyers to excel in their profession, harness their leadership skills and personal growth.


The registration fee for this Forum is RM 25.00 per participant.

120 seats available. Registration will be on a first-come, first-served basis.  Click here to register.



Payment is to be made at any Maybank via bank transfer, cash or cheque

Name of Account: Kuala Lumpur Bar Committee

Account No: 564315003715

Fax the bank in slip to 603-20321090 together with the Registration form.


·       Registration is strictly on a first-come, first-served basis.

·       Confirmation is upon receipt of payment.

·       The Organisers reserve the right to postpone or cancel the event, should any circumstances arise that make such action necessary

·       Fee paid is non-refundable unless the Event is canceled by the Organisers. If a participant is unable to attend, a replacement participant is allowed.

Should you have any queries, kindly contact Melissa (melissadass@klbar.rg.my) at the KL Bar Secretariat or call 03-20321440.

This event is brought to you by:

KL Bar Logo


The Malaysian Women Legal Counsel Association Members’ First Gathering

May 23rd, 2017

On 9th April 2017, the Malaysian Women Legal Counsel Association (MWLEC) organised their first members’ gathering in a friendly neighbourhood cafe. The gathering was a perfect opportunity for MWLEC to share the objectives and visions of the association with its members, and also to promote all upcoming activities for the year 2017.



(Photo with the committee members of MWLEC)


In 2015, the market was still doing fine, and companies were still hiring although there were concerns of a market slowdown;

In 2016, the market started to experience a slowdown and companies were very cautious about hiring. This led to a freeze in hiring and retrenchment exercises, especially in the oil & gas and financial industries. Furthermore, the property market also shrunk.  This had greatly affected the businesses of many law firms, especially law firms which relied on property and conveyancing works.

This year (2017), the market is still very slow and most of the hiring being done are for replacement purposes and not for purposes of expansion. However, there are certain areas of legal work that are still doing fairly well, e.g. construction disputes, foreign investment, and purchase of land by foreign parties. Divorce cases are increasing every year (always on a rise and seemingly not affected by market conditions).

During this period of economic downturn, big corporations are the ones that are being hit the hardest, and would either freeze hiring or hire mainly for replacement purposes. In contrast, smaller companies, especially those with stronger cash flow, are still boldly expanding in the current market conditions and are willing to hire for expansion as they see opportunities of gaining something of value for a cheaper price during the market slowdown.

Due to the decrease in the value of our Ringgit, some foreign companies have chosen Malaysia as their legal hub to provide support for both regional and global legal work, and these foreign companies are therefore still aggressively hiring. More international companies have set up legal hubs in Malaysia for cost-cutting purposes, hence more hiring is in turn being done, especially within the oil & gas companies.

Law firms are now very cautious in hiring and the outlook does not seem very optimistic, with some large firms notably having reduced the amount of increments and bonuses paid out. Some law firms are even cutting salaries and freezing bonuses, and some have even laid- off their lawyers.

Despite the market slowdown, where potential employers are cautious about the future market outlook, the output of fresh graduates continue to increase due to the establishment of more and more law schools. The Malaysian market is experiencing a situation similar to that which occurred in Singapore two years ago, where fresh law graduates faced challenges in securing pupillage posts and lawyers who have just been called to the Bar faced challenges in securing entry-level legal assistant positions.

However, Eddie is still generally very optimistic about the legal job market, as good legal talents will still be sought after in every kind of market condition. The key is to start equipping yourself to become a talent so that you won’t be affected by the market.

During the sharing session, these were the questions posed to Eddie, together with the answers he provided:

  1. We have heard that Chinese-based corporation are more generous in terms of salary offers, is that true or is it just a rumour?

Eddie:  So far, I do not have any direct involvement in recruiting for any Chinese-based corporation, but I have heard that they are willing to pay high salary and you are expected to work equally hard. This is due to the working culture back in China where they place a strong emphasis on efficiencies and results.

  1. Do retrenchment exercises carried out by financial institutions often involve their legal departments?

Eddie: Banks are still seeking out talents although they do not hire as many new employees as before. As Bank Negara has now imposed more stringent compliance demands upon financial institutions, there are more vacancies for compliance roles now as compared to before.

  1. In terms of industry, which top three industries have a stronger budget when it comes to hiring legal talent?

Eddie: It is very hard to answer that question according to industries as the offer may range widely within the same industry. I would say a candidate whose job scope is to support regional works will usually be able to command a higher salary. Secondly, foreign companies usually pay their employees higher salary as compared to local companies. In terms of law firms, the more reputable firms or boutique law firms would typically offer a higher salary.

  1. Can you share with us what are the three No-Nos during an interview?

Eddie:  Sure. Firstly, never badmouth your employer and the keyword here is “badmouth” as opposed to hiding the real reason for leaving. There is a fine line between badmouthing and stating the facts, especially when the push factor for leaving a particular job is people. No employer would want to hire a candidate with bad attitude or character (badmouthing is a sign of bad character), no matter how smart the candidate may be.

Secondly, when it comes to explaining your reasons for leaving, never say the reason is for MONEY ONLY. Why? If a candidate changes jobs just because of money, I doubt that the person will stay in any position for long, so again no employer would want to invest in candidates who have the short-term mentality. Anyhow, most employers will not be against the idea of you asking for a salary increase when you join them, so why highlight something that is not an issue?

Lastly, never be late, because first impressions really count. It is reasonable for an employer to perceive someone who is late for an interview as not being serious or keen about the particular job. Failure to be on time may also be attributed to poor time management, poor planning skills, and may imply that the candidate is unreliable, disrespectful and untrustworthy. You do not want to create such a negative impression even before being interviewed by the employer. In the event that you are late, always inform the employer in advance, provide an explanation of why you are late, and be apologetic.



When Should We Ask About Salary During A Job Interview?

March 25th, 2017

interview tips

When do you think is the appropriate point of time to ask for information about the compensation package during a job interview? To be honest, this question never crossed my mind until I became a recruiter.

Recently, I read a piece of news entitled ‘This Woman’s Job Interview Was Cancelled Because She Asked How Much She’d Be Paid’ . I found this interesting and given that the topic seems relevant to job seekers today, I believe that it is important to share my thought on this issue.

First of all, I hold the view that asking about salary information before accepting a job offer is absolutely valid and reasonable. In fact, salary is one of the factors that many would consider as crucial when they are planning to make a career move. As much as we are motivated to work for a purpose or to make a meaningful contribution, we still require money for livelihood and to sustain our living. I believe this is an undisputable fact. However, the issue here is principally to do with timing; when is the right moment to ask about compensation during the interview stage? What are the implications of asking this question at an inappropriate point of time?

When to ask for salary information

The answer to this depends on how you came across the job opportunity in the first place.

In the event that you are approached by a recruiter/head hunter to explore a job opening, you may ask the recruiter about the salary budget of this role before you even agree to send your CV to him/her, assuming that in most scenarios, the recruiter would not know your expected salary and you won’t want to waste everyone’s time if the salary budget of the job does not match your expected salary. As long as you make your intentions clear to the recruiter before you ask this question, I think it should be fine. Anyhow, an experienced recruiter would take the initiative to check whether your expected salary is within the budgeted salary for a particular role before proceeding to recommend you to the potential employer.

Therefore, it is not difficult to ascertain when to ask the question on salary when you are dealing with a recruiter. In fact, this is one of the advantages of dealing with a recruiter in job hunting.

On the other hand, in the event that you apply for a job directly on your own or you are recommended by recruiter and have been shortlisted to attend an interview directly with the potential employer, when would be the right time to raise the question regarding salary package?

The short answer to the question is – you don’t raise the question of salary until the potential employer raises it, especially when you have informed the recruiter of your expected salary or you have stated your expected salary on the employment application form or on your CV, in which case, the potential employer is already well-informed of your expectations in terms of remuneration.

The logic behind this answer is that your expected salary is also one of the crucial information which an employer needs to know before hiring you. In view of this, if the potential employer does not discuss your expected salary with you during the interview, there are 3 possibilities as to why:

1. They may not be keen to hire you so they don’t need to discuss this with you at all. If this is the case, then they don’t need to bother to ask;
2. They are keen to hire you but would prefer to discuss this with you via the recruiter; or
3. They are keen to hire you but they already know your expected salary based on the information given by the recruiter and/or on your application form or CV.

Implications of asking about salary at a premature stage

This depends on how early you raise the question about salary. Below are several possible scenarios:

1. Asking the question about salary when you first meet the potential employer even before any discussion about the job takes place– this is a big NO NO. This clearly shows that your only motivation to apply for the job is money and nothing else other than money. If money is the only motivational factor, it is reasonable to assume that you will quickly move on to another job whenever you are offered a higher pay. Employers are not keen to hire this kind of employee as job-hopping disrupts the work productivity in a company.

No doubt, as mentioned, money is one of the most important factors which motivates us in our working life. However, when it becomes the only motivating factor to join a company, it may not be good for the development of your career too.

In addition, such action also reflects that you are simply too blunt and lack the ability to assess when to ask or to say something and when to wait for a more appropriate moment. This weakness is harmful to a team. I am sure you have come across such a person in your working life who in fact may be a kind person without bad intentions, but are just somehow rather thoughtless and annoying when they open their mouths.

2. Asking about salary after discussing the job, but before the potential employer raises the issue – as mentioned above, though it seems premature to ask, sometimes it may still be regarded as acceptable by some employers.

If an employer would get annoyed by this question after having discussed the job scope, even going to the extent of canceling the second interview on the assumption that you are too money-minded, this reflects that the potential employer is rather judgmental. In this case, you need to think twice before accepting any job offer from such an employer.

In conclusion, I always advise my candidates not to raise the question of salary before the employer raises it, since asking such a question at an inappropriate time may ruin the first impression that the potential employer has formed on you. Just like before when a boyfriend proposes to a girlfriend, if the girl’s first response is to ask him the amount of monthly living allowance that he can provide her after their marriage, I guess the boyfriend may really end up thinking twice if he should marry the girl after all.

Instead, during a job interview, you should take the opportunity to focus on discussing and understanding the role, the expectations of the employer, career prospects, and the company culture and direction, as these are more crucial information that you will need before you make an informed decision on whether or not to move to a new job.

About the author:

Eddie Law is a lawyer turns legal career adviser. He is currently the managing director of eLawyer Recruitment which specialises in helping lawyers to secure jobs in both law firms and corporations. eLawyer has more than 8,000 registered members (and still counting).  Eddie was described by Malaysian SME newspaper as a person who set the benchmark of legal recruitment industry in Malaysia. Eddie is passionate and generous about sharing his thoughts and experience on legal career related issues with young and potential lawyers, giving insight views of the career path of a lawyer, inspiring lawyers to excel in their profession, harness their leadership skill and personal growth. To-date, Eddie has spoken at Kuala Lumpur Bar, both public and private universities and appeared in numerous conferences, local radio stations, newspapers and online TV.

Coffee Talk with MWLEC

March 17th, 2017

(This article is reproduced with the permission of the Malaysian Women Legal Counsel Association (MWLEC)).

Our Eddie Law recently had a great time chatting over cups of coffee with the vibrant individuals from the Malaysian Women Legal Counsel Association, also known as MWLEC.

MWLEC is a new association which has been set up specifically with the aim of providing support and useful insights to female in-house counsels in Malaysia, in order to help them advance in their chosen careers and increase their marketability. This dynamic association provides its members with the latest legal updates, news, as well as valuable training programs in order to stay relevant in this competitive field.

In the interview, Eddie had the opportunity to share his knowledge and expertise on various issues such as the latest development in the legal recruitment industry, must-have criteria to succeed as in-house counsels, tips on training needs and the overall market outlook for the legal industry. Read on!


  1. In this digital era, has there been any change in terms of the tools used by the hiring manager to assess a candidate?

Eddie: Well, some hiring managers these days are checking online profiles of potential candidates via major social media platforms such as LinkedIn or Facebook to have a better understanding of the candidate. Therefore, it is advisable to maintain a presentable profile online.

On another note, more and more companies have also adopted the online Psychometric Tests to screen candidates. The Psychometric Test is used to gauge the candidates’ suitability for a role by determining if the candidate possesses the personality, characteristics and aptitude required for a specific role. Surprisingly, many candidates who seem to be articulate and appear to be “smart” during interview were unable to do well in the said test.

  1. Based on your experience, what was the most unusual request you received from a hiring manager before they conduct its first interview with a candidate?

Eddie: On one occasion, an employer requested me to provide information on the marital status of female candidate and if she is married, whether she has children and the age of the children. The reason behind such unusual request is that the employer prefers candidate who could commit to long work hours as and when required. The employer also mentioned that they have had a history of former female employees taking emergency leave frequently to attend to the needs of her young family.

Please do bear in mind that this was an exceptional case, most employers do not have such a preference. I personally think that with the current development in technology, there is increasing flexibility in how work can be performed. Hence, this change will benefit young mothers and empower them in their work. Employers should abandon this biased mentality as they could “miss out” on hiring young mothers with great talent.

  1. What type of training would you encourage an in-house counsel to attend in order for them to maintain their employability?


Eddie: In addition to attending trainings to sharpen their existing skill set, in-house counsels should attend industrial trainings. It is crucial for in-house counsels to have a better understanding of the industry trend so that they can provide more practical and strategic advice to the business without depending on an external lawyer. In depth knowledge of the industry is the differentiating factor between an in-house counsel and external lawyer.


Last but not least, leadership and managerial trainings are equally important for an in-house counsel. A successful corporate counsel is not merely a technical expert but also a great leader/people manager. Without good leadership and people management skills, it will be very challenging to lead a team.  An in-house counsel has to deal with co-workers from various levels of the organisation so they must possess good people skills in order to perform their functions effectively.


  1. What is your advice for someone who newly joins in-house position from a law firm?


Eddie: This is my advice to you:-

  1. Be humble and be humble! I must say that assuming the role of an in-house counsel is more than just providing legal advice. It is very challenging as you are expected to think like a commercial lawyer, so you need to learn how to be more commercially savvy. You will also need to know how to deal with/manage people of different levels of seniority and background to ensure effective communication and work harmoniously with each of them. Your work will not be purely legal, it will also involve the “operational” aspect of the business so you need to learn to be more flexible in your thinking, to provide more practical and relevant advice for the business (as opposed to giving pure “legal” advice only). You need to understand the industry and business operations of the company. It is quite obvious that a former lawyer who turns to becoming an in-house counsel has many things to learn so they should be more open to learning those things.
  2. Communicate, communicate and communicate! I have observed so many private practitioners struggling to adjust themselves into the corporate working culture. In particular, former lawyers find that people management/engagement is the most challenging aspect in a corporate working environment. In fact, all of these issues can be resolved with better communication and by being more diplomatic as and when you approach the business. Hostile confrontation and sarcasm will only ruin working relationships with co-workers and hinder your advancement in climbing the corporate ladder.


  1. Tell us about yourself and eLawyer.


Eddie: I am a lawyer turned legal recruiter. I started my career in private practice, before working as an in-house counsel. In 2007, I started a law portal called eLawyer.com.my (“eLawyer”) and began providing legal recruitment services around the year 2009. eLawyer provides two main services which are “Online Job Board Listing” and “Executive Search Service”.


My working experience in a law firm and as a corporate counsel sets me apart from normal recruiters, as I better understand the needs and requirements of both employers and candidates. I believe this enables me to make a better match between employer and candidate.


As of today, eLawyer has successfully helped more than 500 legal talents in securing their ideal jobs (excluding those who secure jobs through the online job listing board) and has served more than 500 law firms and corporations in recruitment.  There are more than 7,500 lawyers registered with us.


  1. For the past 9 years in eLawyer, do you see an increase in the in-house legal post in Malaysia? Yes/no, why?


Eddie: Yes, I see more and more in house jobs available in the market  because more companies are becoming aware of the importance of having an in-house counsel, there are more stringent regulatory requirements, and it saves cost (when a company grows to a certain size, having an in-house lawyer can help to save on legal fees).


  1. How would you describe a good in-house counsel?


Eddie: I would say a good in-house counsel is:-


  • a trusted counsel by the senior management and team members.
  • able to understand the business of the employer well.
  • able to offer strategic and practical legal advice.
  • a good team leader and effective manager.
  • a person who has good legal skill and a business mind.


  1. Can you share with us, what would be the overall market outlook for in-house legal jobs in year 2017?


Eddie: Due to the slowdown in the economy (or at least with the perceived slowdown), there may not be as many new openings in the job market. That being said, there are still many existing job vacancies available. In any economic condition, talented and capable people will always be sought-after.







Eddie Law wins Entrepreneurship Alumni Award from Anglia Ruskin University in the UK

March 4th, 2017


eddie law

Eddie Law received award from Vice Chancellor of ARU

Our very own Eddie Law, the founder and managing director of eLawyer, has done us proud by emerging as one of the winners of Anglia Ruskin University Vice Chancellor’s Outstanding Alumni Award in the United Kingdom late last year. The awards were conferred to selected graduates of the university who have gone on to excel in their respective fields after leaving the university, particularly when their study at the university have significantly played a role in their professional success thereafter.

All the award winners

All the award winners

The Anglia Ruskin University Vice Chancellor’s Outstanding Alumni Awards were divided into 5 categories, namely Alumni Service to Society Award, Alumni Contribution to Culture Award, Alumni Entrepreneur of the Year Award, Young Alumni of the Year Award, and Alumni Lifetime Achievement Award.

Eddie Law was selected as a runner-up for the Alumni Entrepreneur of the Year award. This award was intended to honour and celebrate those who have made a difference by contributing to a local, national or international community through the creation of or significant involvement in a successful and meaningful business venture. The judging criteria for this award include the display of outstanding leadership and administrative skills in an entrepreneurial area, and evident track record of taking calculated risks or pursuing innovative approaches, which have brought positive impact to the business venture.

Among more than the ten winners who were honoured and celebrated for the day, Eddie was the only Asian. It was truly a proud moment for this Sitiawan-born humble and hardworking man, who in 2007 left legal practice and took a leap of faith to set up a first-of-its-kind online legal portal in Malaysia. Now a leading figure in the legal recruitment industry, Eddie has gone a long way since he first started out as an entrepreneur, with this award being the latest addition to a long list of achievements under his belt. Eddie now continues to inspire others by actively blogging and speaking on various platforms on legal career paths and personal growth. Winning this award, being a tangible recognition for his hard work and dedication, is indeed both meaningful and memorable for him.

The university’s inaugural alumni awards ceremony, held on 7 December 2016, was a glitzy and convivial affair. The Vice Chancellor, Professor Iain Martin, did the honours and presented the awards to the jubilant winners. It was definitely a momentous and happy night for Eddie and we certainly cannot be prouder of him. May eLawyer continue to grow and soar to even greater heights.


How to download files from the Malaysian Court Online File Search System

February 19th, 2017

(This article is used with the permission of the author, Mr. Foong Cheng Leong.)

One of the weaknesses of our Court’s efiling system is the online file search system. A user has to pay RM12 (for High Court and above) or RM6 (for Subordinate Courts) to be able to do an online file search for a maximum period of 30 minutes. The time runs upon opening a file on the website (at main page, under Public Services menu).

However, one cannot download a file from the website but one can only view it. The viewing function allows one to view one page at a time and also print one page at a time. Each page takes some time to load and 30 minutes is not sufficient.

This is baffling. Why can’t they put a function to allow users to download the entire file? This is what you get when you roll out a system without proper consultation with the end users.

In any event, to overcome this problem, I found a solution. Here are the steps:-

1. Download the free software PDF24 and install it on your PC.
2. Open the file you intend to download on the Online File Search System (login to the system first).

3. Choose PDF24 as the printer.

4. Every page will be printed as a separate file on PDF24. To merge them, click on the Merge button on top. All the pages will be merged into one file!

5. Save the file.
6. Repeat step 2 to 5 above for other files.

* Tip – Close the file on the search system to stop the timer.

Entry of Foreign Law Firms into Malaysia – the effects on the local job market

February 7th, 2017

foreign law firms in Malaysia

An interesting development in the local legal scene is the recent entry of Herbert Smith Freehills (HSF) into Malaysia as a qualified foreign law firm (QFLF) approved by the Malaysian Bar Council. With the required approval in place, HSF is expected to open its local office in Kuala Lumpur in May 2017. This would mark HSF’s ninth base in the region after establishing its presence in numerous other Asian cities including Singapore, Hong Kong, Bangkok and Jakarta. This third largest practice among international law firms in Asia has previously advised several giant Malaysian companies such as Axiata, Petronas and Sime Darby. HSF has indicated that their Malaysian-based team will be focusing on specific practice areas such as transactions, disputes, and Islamic finance.

Liberalisation of the legal services industry in Malaysia took off in 2014 following significant amendments made to the Legal Profession Act 1976. Foreign firms are now allowed to set up in Malaysia either by obtaining a QFLF licence or by entering into a joint venture with a local outfit. HSF will be the second foreign firm to open office in Malaysia under the newly-introduced QFLF licence regime, after Trowers & Hamlins filled up the first spot in 2015. Despite this being a fairly recent development, we can already see the landscape of the local legal services industry rapidly changing.

The QFLF regime was introduced primarily to support the Malaysian Government’s International Islamic Finance Centre (“MIFC”) initiative. Therefore, firms who apply for the licence are required to have expertise in the area of international Islamic finance. The other route for foreign firms to establish a presence in Malaysia is through forming an International Partnership with a local entity. Both routes would require application for licences, which will be renewable every 3 years.

In opening up our legal services market, it is evident that efforts have been taken to achieve a balance between reaping the benefits of liberalisation and protecting the growth and competitiveness of Malaysian law firms. To this end, certain ring-fencing measures have been put in place. Although QFLF firms are allowed to operate independently without being associated with any local firms, they need to ensure that at least 30% of their fee earners are Malaysians.

In cases of foreign entry through establishing an International Partnership, the Malaysian joint-venture partner must hold at least 60% of the firm’s equity and voting rights. The percentage of local lawyers working in such a firm must be 60% or more and the name of the partnership must reflect both the joint-venture partners. An example of such an association is the forged alliance between UK law firm DAC Beachcroft and local outfit Gan Partnership in 2016. In terms of practice area, both QFLFs and International Partnerships are not permitted to advise on transactions which involve solely Malaysian law. They are also restricted from practising certain areas of law, including constitutional and administrative law, conveyancing, criminal law and family law.

In the last few years, many local law firms have taken the opportunity to create a stronger regional or global presence by establishing formal links with foreign firms. The oldest exclusive tie-up for a Malaysian firm would be that of Wong & Partners becoming a member firm of Baker & McKenzie International. To cite other examples, Malaysian corporate law firm Foong & Partners joined forces with Singapore’s acclaimed Wong Partnership in 2013, whilst Christopher & Lee Ong forged a strategic alliance with Rajah & Tan in the same year. Fast-growing Rahmat Lim & Partners also chose to go down a similar path by partnering up with Singapore’s Allen & Gledhill. Meanwhile, Abdullah Chan & Co is now able to offer additional reach in Europe after tying up with UK law firm Child & Child and law firm Cotty Vivant Marchisio and Lauzeral headquartered in Paris. Another significant alliance to mention is the exclusive tie-up between Jeff Leong, Poon & Wong with China’s largest law firm, Dacheng Law Alliance which occurred in 2011. Such moves have definitely enhanced these firms’ profiles and credibility at an international level. Yet, it is noted that certain well-established corporate law firms in Malaysia, notably Skrine, Shearn Delamore and Kadir Andri & Partners, have not taken similar steps to formally link up with foreign legal entities.

It is also interesting to observe how the shift towards liberalisation would affect the job market in the Malaysian legal industry. Change is indeed inevitable and we can expect the effects to be seen and felt from many different aspects. Based on the experience of other jurisdictions, would there been an increase in the salary levels for lawyers? In post-liberalised Singapore for instance, foreign firms have been known to pay starting salaries as high as $7,000 to bright young lawyers freshly called to the Bar. With the current highest starting monthly remuneration of RM6,000 offered by Lee-Hishamuddin Alan Gledhill, would we find foreign firms paying even higher than this?

Furthermore, the exposure gained from working on international deals and high-end projects which transcend geographical boundaries would give local talents the opportunity to tap on foreign resources and expertise, paving the way for them to develop their legal skills to a greater level. Clearly, this would make them more marketable and increase their chances of getting jobs in international law firms overseas. Whether this would ultimately result in brain drain in Malaysia remains to be seen and depends on many other factors, including the local economic situation and political climate. It can perhaps be argued that with a higher salary structure in place across the board and the high quality of legal work available locally, the effects of liberalisation on the legal services industry in Malaysia has actually removed at least some of the main incentives for our lawyers to secure employment abroad.

As the saying goes, there are two sides to every coin. With the entry of foreign law firms into the local sphere, would local talents find themselves working in a more competitive and fast-paced environment?

Can we expect the already aggressive talent competition among talented lawyers to further intensify? This may be the case especially for lawyers specialising in specific practice areas such as corporate law, capital markets, projects and banking. Increasingly high expectations will likely translate into longer working hours and the quest to achieve work-life balance may be more challenging than ever.

Nonetheless, it can be argued that the way liberalisation is perceived is a matter of mindset. The stance taken by the industry seems to be that this development should be embraced by our local talents so as to not be left behind both in terms of options and opportunities. So are you ready, young lawyers?