Building a team isn’t just about filling roles—it’s about creating a culture, setting a tone, and developing something people genuinely want to be part of. That’s exactly the opportunity I saw when I joined Movera to lead the new Cardiff office.
After more than a decade in conveyancing—first as a solicitor, then in deputy and senior manager roles—I was ready for a new challenge. Remote work had its benefits, but I missed the energy of an office: the face-to-face collaboration, the buzz of progress, and watching a team grow together in real time. So when the chance came to return to Cardiff and build a team from scratch, I jumped at it.
Step 1: Define the culture before the roles
Before looking at policies, processes, or even tech, start with people and culture. Ask yourself: What kind of workplace do I want to build? For me, that means a supportive, collaborative environment where people feel empowered and genuinely enjoy coming to work. If the culture’s right, everything else can follow.
At this early stage, I’m focused on creating a team culture that values positivity, resilience, and a shared sense of purpose. We’re not just hiring to fill desks—we’re creating something people want to be part of.
Step 2: Recruit for mindset, not just CVs
Skills matter, of course—but attitude is what really shapes a team. I’m looking for people who are motivated, open to learning, and ready to get stuck in.
In the initial phase, we’re focused on experienced conveyancers—not necessarily senior, but confident enough to hit the ground running. The goal is to build a balanced team where individuals can learn from each other, challenge one another, and grow together.
In the longer term, I want to establish a trainee pathway, like our offices in Stockport and Leeds. With fantastic local universities nearby, there’s a real opportunity to nurture the next generation of legal talent right here in Cardiff.
Step 3: Lead with empathy and consistency
As a leader, I aim to be fair, approachable, and human. I believe in listening, giving clear direction, and offering support when it’s needed. Good leadership isn’t about hierarchy—it’s about enabling others to thrive.
I’m currently working towards an ILM Level 5 in Management and Leadership, which has helped me sharpen my approach to team development. I was lucky enough to have people invest in me early in my career. Now, it’s my turn to pay that forward.
Step 4: Set the tone from day one
When you’re starting fresh, everything you do sends a signal. That first hire, that first team meeting—those moments shape the culture for years to come.
I want every new team member to feel like they’re part of something exciting from the outset. That includes offering flexibility, promoting work-life balance, and showing people that their growth and wellbeing are priorities, not afterthoughts.
Step 5: Build a vision people can grow with
In a year’s time, I want to see a team in Cardiff that’s thriving—experienced lawyers working alongside trainees, a positive and inclusive culture, and a shared sense of achievement.
We’re not just building a conveyancing office. We’re creating a place where people stay because they want to. Where they can see the impact they’re making and the direction they’re heading in.
Movera’s people-first mindset is what drew me here. Yes, the tech is cutting-edge, and the ambition is bold—but it’s the commitment to supporting and developing people that makes this such a special place to be.
Amy Colton is Senior Operations Manager at Movera
