What really stands out in an application form? Storytelling with a personal touch. The best applications feel authentic—candidates weave their own story into why they want a career in law and, specifically, why Travers Smith. If you can link your own experiences (whether from your studies, work, or life) to your research about us and the legal profession, it really shines through and tells us you’ve thought seriously about your future.
What are the main reasons you reject a training contract or vacation scheme application? The small details matter: slip-ups like spelling mistakes, getting the firm name wrong, or leaving things vague can be dealbreakers. We’re looking for people who show real interest in both a legal career and Travers Smith, so don’t forget to demonstrate your enthusiasm—even if your experience isn’t in law, tell us what you’ve done to explore the profession or engage with the firm (attending events, reading, virtual sessions, etc.).
What makes the difference between a good application and an excellent one? Fluidity and personality. The best cover letters connect your passion for law, your experiences, and why you want to join Travers Smith into a single, engaging story—rather than just ticking boxes. When you show us what excites you about both the legal world and the firm, bringing the real ‘you’ to the table, it makes your application so much more compelling. It's also great when candidates mention an event they've attended, especially one that has made an impression on them.
How can candidates get across their commercial awareness in an application? It’s about making connections—tell us about something you’ve read, watched, or experienced relating to the world of business and explain how it all links to law (and, ideally, to Travers Smith). Whether it’s a news story that made you think differently or a client issue you’ve encountered in any job, show that you understand the bigger picture.
Vacation schemes and other work experience
How do you assess vacation scheme students? You’ll be set a mix of written tasks (one similar to a university essay, one more like trainee work) and a group exercise—prepped by our associates. We’re looking for clear communication (written and spoken), agility of thought, commercial understanding, curiosity, and a willingness to get stuck in.
How can people make up for the fact that they haven’t done any work experience at a law firm? This is important – a candidate does not have to have law firm work experience. Whilst Early Careers Teams across the industry have been trying to emphasise this message for a while, it is still a common misconception. Valuable skills come from everywhere—hospitality, community work, student journalism, your side hustle… all build resilience, commercial awareness, and client-facing skills. Virtual work experience, insight days, or even tuning into our events and social channels can help you get a feel for law, and it all counts.
Assessment days and interviews
What skills and competencies do you look for candidates to demonstrate on assessment days? Our Recruitment Days are a very short version of our Summer Vacation Schemes, where candidates are tested on two written pieces of work and a group task. The day in the office means you can meet the Early Careers Team, put questions to some of our trainees, and get a feel for our culture, as well as undertaking some assessments along the way. We want to see clear communication, the ability to think on your feet, and an understanding of how business works.
What’s your advice to those who don’t feel comfortable speaking up in group exercises? Remember, everyone’s in the same boat. Take the time to get to know the other candidates—it will help you relax, makes collaboration easier, and lets your best self come through.
What kind of questions should candidates ask at interview? What shouldn’t they ask? Keep it real. Don’t ask something just for the sake of it. If you’ve done your homework, there’ll be plenty you genuinely want to know about — our culture, training, or what life at Travers Smith is really like. Our interviewers want an authentic conversation, not a script, so ask whatever feels natural (but maybe skip the in-depth LinkedIn research!).
At Travers Smith, we want people who are curious, engaged, and ready to bring their authentic selves—if that sounds like you, we can’t wait to meet you
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