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MAKING SUCCESS STORIES HAPPEN

Legal profiles are becoming harder to source in Belgium. According to the 2026 shortage occupations list published by Forem and Actiris, Brussels now counts 103 critical functions. This list shows that recruitment difficulty is spreading beyond senior legal positions into the wider legal support function.

For law firms or companies hiring their next legal professionals, this tightening market means the quality of your legal recruitment now has a direct impact on how well your organisation can manage risk and support growth.
Belgium's three regions, its bilingual and often trilingual requirements,

and its sector-specific regulatory landscape make this a market where a specialised legal recruitment agency makes the difference. Morgan Philips works as that partner, combining local market knowledge with a network built specifically around Belgian legal talent.

Our Legal Recruitment Expertise in Belgium

Morgan Philips is a legal recruitment agency built around Belgium's specific legal market. Our approach combines a proactive, direct-search methodology with an in-depth understanding of the roles we recruit for.

  • Proactive search rather than reactive job posting, used to reach lawyers and legal executives who are not actively looking
  • Deep knowledge of Belgium's multilingual and regional legal environment, from Brussels to Flanders and Wallonia
  • Coverage across private practice and in-house legal, from junior associates to General Counsel
  • Access to legal professionals who are largely unreachable through standard job boards
  • A network built specifically for legal recruitment, not adapted from a generalist recruitment desk

Legal Headhunters

Belgium's Legal Recruitment Headhunters

Our legal headhunters focus exclusively on the legal function, which means every search is run by a consultant who already understands the difference between a competition associate and a compliance officer. Meet the team combining specialised legal market knowledge with an active network of qualified professionals across Belgium.

Who We Work With

Who We Work With

Our Expertise in Legal Recruitment

As legal headhunters, we recruit across the full range of organisations that employ legal talent in Belgium, from private practice to corporate in-house teams.

Law Firms

  • International law firms
  • Belgian law firms
  • Boutique law firms
  • Litigation firms
  • Corporate and M&A firms
  • Employment law firms
  • Tax law firms
  • Intellectual Property law firms
  • Real estate law firms
  • Banking & Finance law firms
  • Competition and regulatory law firms
  • Notarial offices

Corporate & In-House Legal Departments

  • Listed and multinational corporations
  • Technology companies
  • Pharmaceutical and life sciences companies
  • Industrial and manufacturing companies
  • Energy and utilities companies
  • Retail and consumer goods companies
  • Real estate and construction companies
  • Telecommunications companies
  • Public sector and semi-public organizations
  • Non-profit organizations

Our references

Legal Roles Placed by Our Recruitment Agency in Belgium

Our legal recruitment agency places candidates across the full seniority range, from junior associate through to General Counsel and Chief Compliance Officer, spanning private practice, in-house legal, risk and data privacy functions.

Private Practice

Partner, Counsel, Managing Associate, Senior/Junior Associate, Legal Secretary, Paralegal, Knowledge Lawyer, Notary, ...

Risk & Governance

Chief Risk Officer (CRO), Head of Risk, Risk Manager, Enterprise Risk Manager, Operational Risk Manager, Regulatory Risk Specialist, Governance Manager, Corporate Governance Officer, Internal Control Manager, …

In-House Legal & Compliance

Chief Legal Officer (CLO), General Counsel, Head of Legal, Legal Director, Legal Counsel, Corporate Counsel, Regulatory Counsel, Data Privacy Counsel, Intellectual Property Counsel, Company Secretary, Contract Manager, Paralegal, Chief Compliance Officer (CCO), Head of Compliance, Compliance Director, Compliance Manager/Officer, Regulatory Compliance Specialist, ...

Data Privacy & & Regulatory Affairs

Data Protection Officer (DPO), Privacy Officer, Privacy Counsel, GDPR Specialist, Regulatory Affairs Manager, Regulatory Affairs Specialist, …

6 Reasons to Choose Our Legal Recruitment Agency in Belgium

Talk to Our Legal Recruitment Agency in Belgium

Whether you need to strengthen a legal team, fill a senior in-house position, or plan ahead for a growing regulatory workload, our specialist legal headhunters are ready to discuss your hiring needs. Get in touch to arrange a consultation with a recruiter who focuses exclusively on legal profiles.

Looking for a new role instead?

Find the opportunity that suits you best among the job offers available on our website or send us your CV.

Candidates, if you are looking for a job, send us your CV by completing the submit CV form.

Frequently Asked Questions About Legal Recruitment in Belgium

Where can I find a legal recruitment agency in Brussels?

Yes. Morgan Philips Belgium has a legal recruitment presence in Brussels, with a team you can reach through our dedicated Brussels page: Recruitment Agency in Brussels. They also have offices across several Belgian cities and are part of an international network covering 22 countries.

Do Morgan Philips recruit legal professionals for permanent positions?

Morgan Philips recruit legal professionals for permanent positions in Belgium. They specialise in permanent recruitment and can help in the search for new talent, and there is a dedicated page listing job offers for permanent or temporary positions in the legal and professional services field in Belgium.

Can you help companies find legal professionals for interim or contract roles?

Yes. Morgan Philips can help companies in Belgium find legal professionals for interim or contract roles. The group offers temporary and permanent recruitment, talent consulting, executive search, and interim management, and these services extend to the legal sector.

How does executive search work for senior legal positions?

Executive search for senior legal positions works through a targeted, discreet identification process rather than a standard job posting. It generally involves identifying, approaching, and assessing high level candidates, often people who aren't actively job hunting. Morgan Philips offers an approach combining headhunting, recruitment, and talent management consultancy, with consultants dedicated to specific sectors such as legal, applied to the Belgian market.

How do Morgan Philips assess the skills and experience of legal candidates?

We combine in depth interviews, reference checks, technical skills evaluation, and sometimes tests or case simulations.

Do Morgan Philips offer legal interim management services in Belgium?

Yes. Morgan Philips offer legal interim management services in Belgium. Morgan Philips Interim Management Belgium finds the right interim manager for urgent recruitment needs.

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Innovation Under Pressure: What Will Drive Progress in the Life Sciences?
MPG Spain
/ Categories: en

Innovation Under Pressure: What Will Drive Progress in the Life Sciences?

      

Jochen Maas
Supervisory Board Member; Former Managing Director of R&D at Sanofi 

 

Nicole Quirin
Practice Lead Life Sciences Germany
Morgan Philips Executive Search

1. When we spoke about precision medicine a few years ago on a small stage at the Omniturm, much of it still seemed a distant prospect. Which developments have advanced more rapidly than expected since then, and which have progressed more slowly?

Personalised precision medicine has advanced considerably, particularly in oncology. Many newer approaches, including cell therapies and cancer vaccines, are now genuinely personalised and tailored to the individual patient. When we spoke at the Omniturm, these approaches were still largely stratified, targeting groups of patients rather than individuals. Personalised therapies are also expanding beyond oncology. Significant progress is being made, for example, in the use of cell therapies to treat autoimmune diseases, and other indications are likely to follow. Cost remains an unresolved issue, as personalised therapies will inevitably be more expensive than one-size-fits-all approaches. At the same time, efforts are under way to keep costs within reasonable limits, including the development of allogeneic cell therapies and the industrialisation and optimisation of the underlying processes.

2. The pharmaceutical and biotech industries are investing more in innovation than ever before. Nevertheless, many people feel that genuine breakthroughs are taking longer to emerge. Has innovation become more difficult?

  • Are the scientific questions becoming more complex? Scientific questions have always been complex because biology itself is complex. Although the volume of available data, including clinical data, continues to grow, it remains far from sufficient to capture the complexity of human biology. Credible scientific estimates suggest that we would need approximately 1,000 times more clinical data than is currently available to achieve even a reasonably accurate representation.
  • Have regulatory hurdles increased? Regulatory hurdles have not increased, but unfortunately they have not decreased either. During the pandemic, many new procedures were introduced that enabled the first vaccine against SARS-CoV-2 to become available within 11 months, compared with the usual vaccine development timeline of seven to ten years. Regulatory authorities contributed to this achievement, for example by conducting rolling reviews, in which data were assessed as they became available rather than only after the full dataset had been completed. These procedures were introduced in response to a crisis, but they could certainly also be applied to conventional drug development.
  • How is AI changing the situation? AI will revolutionise pharmaceutical research and development, and the first signs of this transformation are already visible. One example is AlphaFold, which can predict the three-dimensional structure of proteins from their amino acid sequences. Since its publication in 2021, countless other data-driven tools have emerged that can design new proteins, small molecules, RNA therapies and even gene therapies. They can also predict interactions with other molecules, including those naturally present in the human body. Systems for assessing the druggability of molecules, including their safety, pharmacokinetic properties and potential drug interactions, have existed for even longer and are already well established. At present, however, AI is used primarily to accelerate decision-making within companies rather than the entire value chain. This is partly due to the understandable caution of regulatory authorities, which continue to require conventional procedures for the approval of clinical trials and manufacturing processes. Over time, this too will change as AI-based approaches repeatedly demonstrate their validity and, in many cases, their superiority. In the medium term, we can therefore expect the entire research and development process to accelerate.

3. If you were to lead a global R&D organisation again today, which areas would you prioritise immediately?

  • AI and data: Definitely, for the reasons outlined above.
  • Talent: Definitely. Without the right talent, we will not be able to overcome the challenges ahead. However, the talent profile will change. Until now, R&D has been shaped primarily by pharmacologists, biochemists, chemists, physicians and pharmacists. In future, data specialists and computer scientists, among others, will also play a major role. Ideally, universities would reflect this shift in their degree programmes, which are currently still housed separately across different faculties.
  • Collaboration: Another clear priority. We need to recognise that novel ideas are far more likely to originate in academia. What is often missing there, however, is the expertise required to turn ideas into molecules and molecules into products. That is where industry can make a vital contribution. This clearly calls for cooperation between public institutions and the private sector through public-private partnerships. Collaboration between large pharmaceutical companies will also become increasingly important. With the cost of developing a single drug often exceeding €2 billion, even for relatively small patient populations, it will become increasingly unattractive for one company to bear the investment alone.
  • New organisational models: To a lesser extent. Virtually every organisational model has already been tried at some point over the past few decades.

4. Will the future of the pharmaceutical industry be shaped primarily by individual companies or by ecosystems comprising pharmaceutical and biotech firms, technology companies and healthcare providers?

  • Perhaps you could answer from the perspective of your experience in industry and on supervisory boards. The future will undoubtedly be shaped by ecosystems linking universities, non-university research institutions such as the Max Planck, Fraunhofer, Helmholtz and Leibniz organisations, start-ups, SMEs and large companies. These ecosystems will probably extend beyond the pharmaceutical industry itself because tomorrow's patients will no longer expect a medicine alone, but a personalised solution to an individual problem. This will include an accurate diagnosis, a drug, a device, since many modern medicines cannot be administered orally, and the data and algorithms that connect these elements. This is known as the 4D concept: Diagnosis, Drug, Device and Data. Industries that have traditionally operated separately will therefore need to converge much more closely.

5. Artificial intelligence is currently the subject of intense debate. Where do you see its greatest tangible benefit for patients, and where is its influence being overestimated?

  • Drug discovery: This is where the greatest potential lies, particularly in identifying new biological targets. At present, AI is still used mainly to design molecules for known targets. The preceding step - identifying the right target in the first place - remains comparatively underrepresented in current applications of AI. (See also the attached manuscript.)
  • Clinical development: There is potential here too, although to a lesser extent, for example through the use of digital twins. AI is currently expected to shorten clinical development timelines by approximately 25%, but probably no more. (See also the attached manuscript.)
  • Diagnostics: AI can help to identify and validate new biomarkers. There is particularly strong potential in liquid biopsies. In radiology, AI is already part of standard practice.
  • Access to therapies: AI will also play an important role here. However, I believe that even in the long term, patients will be more likely to trust a physician than an AI system.

6. In your view, what distinguishes companies that innovate successfully from those that struggle to sustain innovation despite sizeable budgets? I consider all four factors mentioned below to be important, although their relative significance varies by company. Multinational pharmaceutical companies face different challenges from nationally focused SMEs or start-ups.

  • Culture: This is an important factor, particularly in the way an organisation responds to mistakes. Employees are far less willing to take risks if every mistake is severely punished. What matters is a culture that learns from mistakes and avoids repeating them.
  • Risk tolerance: Portfolios must be balanced and should consist neither exclusively of high-risk projects nor entirely of me-too products. The decisive factor is intelligent portfolio management and, consequently, intelligent risk management.
  • Speed of decision-making: The speed of internal decision-making matters, but external factors, such as the speed at which regulatory authorities reach decisions, are often just as important to an organisation's capacity to innovate and accelerate development.
  • Team diversity: This is certainly a positive factor that can promote innovation, although it is rarely decisive on its own. Individuals, too, can be highly creative and innovative.

7. Today, you advise companies from a variety of perspectives. Which challenges do you encounter repeatedly across different industries?

  • Translation into practice: A long-standing challenge in Germany is translating the findings of outstanding basic research into practical applications. There are too many cautionary examples, beginning with the MP3 player. A similar pattern can be seen today in cell and gene therapies. German basic research is on a par with that of China and the United States in terms of high-impact publications and patents, yet 94% of the corresponding clinical trials are conducted in the United States and China.
  • Shortage of skilled professionals: This is not yet an acute problem, but it could become one. New education and training models will also be needed, as outlined above.
  • Digitalisation: This will remain a challenge and will require collaboration. The pharmaceutical industry cannot drive digitalisation entirely on its own; it needs the right partners from the technology sector.
  • Leadership culture: A more collaborative style of leadership is gradually gaining ground, particularly in European companies. In the United States, the leadership culture associated with the Trump administration is undergoing a period of change, while in China, corporate culture continues to be shaped by the Party.

8. If we meet again in ten years, which development in healthcare do you think will surprise us most?

  • Prevention: We need a fundamental shift towards prevention - essentially a revolution in our healthcare system. Today, approximately 90% of healthcare expenditure goes towards treatment and only 10% towards prevention; ideally, those proportions should be reversed. That will not happen within ten years, but perhaps the first meaningful steps will have been taken by then.
  • Longevity: This is currently overhyped, partly because of the attention it receives from prominent advocates such as Mark Zuckerberg and others.
  • Gene and cell therapies: These will initially deliver spectacular advances in rare diseases, although there will also be setbacks. Nevertheless, they will undoubtedly become an important part of the therapeutic landscape.
  • AI-assisted healthcare models: AI will have an impact on research first and only later on healthcare delivery models.
  • Digital medicine: If by this we mean telemedicine, we will see significant growth, as is already happening in many Scandinavian countries. Telemedicine can also help to reduce the number of in-person consultations, making an important contribution to lowering healthcare costs. People in Germany consult a physician eight times a year on average, compared with only twice a year in Norway.

9. After many years in senior positions in the pharmaceutical industry, what do you believe today that you did not believe 20 years ago?

That learning processes always take far longer than we initially imagine and that progress can be reversed. The pandemic provides a striking example. We learned an enormous amount: that genetic engineering is important; that science communication can play a major role in shaping public perception; that production must be considered from the outset; that cooperation between all parties must be able to proceed without unnecessary bureaucracy; and that innovation depends on patent protection. Yet we have already forgotten almost all of those lessons.

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