Meet the Recruiter - Philippa

Applications: 

 

What kind of extracurricular activities really impress you on an application?

Having extracurricular activities is important, but it’s more important to be able to identify the transferrable skills you have gained through said activity and align these to the role of a trainee. For example, if you are a rower at university, you may not think this is relevant but have a think about the skills you have gained - resilience, working effectively as a team, communication. We want to hear real life examples and experiences that show off these skills but also give us an insight into your personality and interests outside of work. 

 

What are the main reasons you reject a training contract or vacation scheme application?

The most common reason is a generic application, one that would work for any firm and tells us nothing about why Weil or the applicant. Careless errors in a form are also a no no - you are applying to be a lawyer so attention to detail is key, and if you can’t demonstrate that in your initial application, we cannot overlook that. 
 

What makes the difference between a good application and an excellent one?

A great application tells us what a candidate knows, but also why it is important to them. It isn’t enough to reel information off our website and leave it at that, you need to be telling us why these things are important to you, that’s what elevates an application. Bear in mind you may be one of 2,000+ applicants applying for one of 30 places, so make your application stand out for the right reasons by being engaging and taking your time to tailor it to the firm you are applying to. 

 

Vacation schemes and other work experience: 
 

What do the vac schemers who go on to get a training contract at your firm do on the scheme to show they’ve got what it takes to be a successful solicitor?

We take up to 15 people on each scheme, so you're visible from day one. The ones who receive training contract offers make the most of the exposure and the opportunity, rather than hide from it. They ask their supervisor for more work when they've finished a task, they take constructive feedback and learn from it, and they treat the real trainee tasks they're given with the same care as the assessed exercises. They also make an effort with people and to understand the importance of building their network whilst making a good impression. Engagement across the whole scheme is key. 

 

How do you assess vacation scheme students?

We recruit for our training contract only through the vacation schemes, so you are assessed continuously throughout the two weeks. You'll be assessed in a group negotiation exercise, a group client pitch presentation, and the real trainee tasks allocated to you by your supervisor. Everyone is guaranteed a training contract interview, which takes place in the second week.

 

How can people make up for the fact that they haven’t done any work experience at a law firm?

We don’t require anyone to have prior legal work experience, or even corporate experience, when applying to our vacation schemes. We focus on your commerciality, your ambition, and your drive. It is also really important to highlight your transferrable skills and how these relate to the role of a lawyer – this can be from working in a shop, restaurant, or any other position of responsibility. To gain a better insight into the work we do at Weil, attend one of our insight days, complete our virtual work experience programme via Forage, or come and talk to us as a law fair. You will start to learn about a firm very quickly from these small interactions, and in turn will add value to your application. 

 

Assessment days and interviews: 
 

What skills and competencies do you look for candidates to demonstrate on assessment days?

Our assessment centre is in person and includes an individual case study and a partner interview, so we're testing a few different things: how you get to grips with technical, commercial material, your interest in pursuing a career as a lawyer and specifically, why Weil? We also want to get to know you, it is important that you engage and let your personality come through. The key skills were looking for are commercial thinking, clear communication and resilience. Remember, we’re looking for potential, not the finished article. 

 

Thinking about your vacation scheme, what skills are you looking for from the group exercise?

We work in lean teams at Weil, therefore teamwork is essential, and being a team player is a core skill we assess for. Are you listening to your teammates? Are you giving people space to contribute? Are you keeping to the brief? We’re not looking for everyone to be a leader, but if you don’t contribute, we have nothing to assess, so bring your individual strengths to the table in these assessments and make sure you play a part, whatever that may be. 
 

What’s your advice to those who don’t feel comfortable speaking up in group exercises?

Play to your strengths. We’re not looking for the loudest, most dominant person in the room - successful teams need a variety of skills to work effectively. Volunteer to time-keep, to summarise where the group has got to, or to be the one who writes down the conclusions. All contributions are valued, but remember, we need to see something from you to be able to assess you.
 

How can you tell whether a candidate really wants the job?

Candidates who are really ambitious come to each stage of our assessments prepared to sell themselves and what they know about the firm. It isn’t enough to list facts about Weil, you need to tell us why specific things are of interest to you. Asking engaging and thoughtful questions is also really important as it shows your engagement and interest in us as a firm.  

 

What kind of questions should candidates ask at interview? What shouldn’t they ask?

Ask about the work - what a trainee in Private Equity or Restructuring is actually trusted with, how seats are allocated against your preferences, what the international secondments involve, how supervision and feedback work in practice. These all demonstrate that you are genuinely interested in starting a career with us, rather than just asking generic questions that give you no insight into life at Weil. Avoid asking very complex questions that have little relevance - partners usually want to give you an insight into the firm to ensure you can see yourself working here, not be challenged with overly intellectual questions because you think it sounds impressive. A genuine question about something you've heard during day or at one of our events is far better than a rehearsed one.

 

STEM students: 
 

Law firms tell us that they try hard to encourage STEM students to apply for training contracts. The link between law and science may not be an obvious one. Why do scientists make good lawyers?

The underlying skills are the same - being analytical, precise, and meticulous. Rigour, attention to detail, comfort with complex information, are all key transferrable skills. 
 

How can non-law students show their commitment to a career in law when they haven’t necessarily been exposed to university law societies, law clinics and mooting events?

Use the routes that are open to everyone. Our virtual work experience programme is self-paced, free and open to all, and it offers hands-on exposure to trainee tasks in Private Equity, Finance and Restructuring. Come to an insight day or one of our virtual or in-person events and speak to our trainees. Read about deals we have worked on, and take an interest in our practice areas. Communicating all of these things throughout your application counts for a lot more than being part of a law society. We recruit candidates from all academic background, legal experience is not a prerequisite.