TCLA Vacation Scheme Applications Discussion Thread 2025-26

[jojo23]

any updates from:
Simmons & Simmons
Paul, Weiss
Mishcon de Reya
Sidley Austin
Kirkland & Ellis
White & Case
MoFo
From anyone?

Update and Simmons in the same breath?

 

[Harvey Specter - Presiding Partner]

one possibilty is that firms do not give you too much information PRECISELY because it leads to ambiguity.

If too much information was shared, it could turn out that they are to some extent arbitrary, or worse - biased, or worse - biased, based on some protected characteristics.

In fairness, some of those conclusions could be unfounded (the process is holistic to an extent so with two people with the same score, one could be admitted because they excelled in other areas, while the other could be rejected because other areas were just fine.)

My unprovable conspiracy theory is there is a lot of unconscious bias and prejudice in recruitment till this day. An overwhelming majority of people who progress with US/MC/SC firms come from a very particular demographic that makes up such a tiny proportion of the population.

If these firms said they will only hire XYZ type of candidates it would result in discrimination suits cos its breaching protected characteristics. Like having an ethnic name, being from a certain area or going to a ‘low-ranking uni’, if firms explicitly said we don’t want yous don’t apply = bad for PR.

Oddly enough, two of the firms I have been able to progress with didn’t seem to use any contextual recruitment tools (or at least I can’t remember if I entered the data). Other firms which seem to do a lot of parading around social mobility had outright rejected me (same exact credentials on paper).

So my idea is firms avoid offering feedback cos they’d end up digging their own holes admitting they rejected candidates for arbitrary and unfair reasons. Surely being transparent about what it is you’re after from candidates (e.g., Cleary) will rly make this process much more transparent.​

 

[Bread]

My unprovable conspiracy theory is there is a lot of unconscious bias and prejudice in recruitment till this day. An overwhelming majority of people who progress with US/MC/SC firms come from a very particular demographic that makes up such a tiny proportion of the population.

If these firms said they will only hire XYZ type of candidates it would result in discrimination suits cos its breaching protected characteristics. Like having an ethnic name, being from a certain area or going to a ‘low-ranking uni’, if firms explicitly said we we don’t want this = bad for PR.

Oddly enough, two of the firms I have been able to progress with didn’t seem to use any contextual recruitment tools (or at least I can’t remember if I entered the data). Other firms which seem to do a lot of parading around social mobility had outright rejected me (same exact credentials on paper).

So my idea is firms avoid offering feedback cos they’d end up digging their own holes admitting they rejected candidates for arbitrary and unfair reasons. Surely being transparent about what it is you’re after from candidates (e.g., Cleary) will rly make this process much more transparent.​

I do agree, BUT you also need to check who is applying. Of course there will be an overrepresentation of a particular demographic compared to the overall population because the general population isn’t applying to corporate law

On the other hand, if firms only want top marks from top RG etc I think that’s fair enough, they should just be upfront about it

 

[1136PX0]

Congrats! Do you mind me asking when you received a response please? And whether this is for the spring or summer as I am still waiting for a response for spring

In the same boat, no response for 90! days lol

 

[nicoledm]

TLT pfo

 

[tjeya26]

For Shoosmiths, can you apply to both the direct TC and the discover placement in the same cycle? Will that negatively affect my chances?

 

[Rosie_Kitten]

My unprovable conspiracy theory is there is a lot of unconscious bias and prejudice in recruitment till this day. An overwhelming majority of people who progress with US/MC/SC firms come from a very particular demographic that makes up such a tiny proportion of the population.

If these firms said they will only hire XYZ type of candidates it would result in discrimination suits cos its breaching protected characteristics. Like having an ethnic name, being from a certain area or going to a ‘low-ranking uni’, if firms explicitly said we we don’t want this = bad for PR.

Oddly enough, two of the firms I have been able to progress with didn’t seem to use any contextual recruitment tools (or at least I can’t remember if I entered the data). Other firms which seem to do a lot of parading around social mobility had outright rejected me (same exact credentials on paper).

So my idea is firms avoid offering feedback cos they’d end up digging their own holes admitting they rejected candidates for arbitrary and unfair reasons. Surely being transparent about what it is you’re after from candidates (e.g., Cleary) will rly make this process much more transparent.​

I think what you're saying has merit, but just to input it's also blind luck to an extent. For example, I don't think there is necessarily rhyme or reason to most SJTs for example (every firm will prioritise values, and the sliding scales really make no practical sense most of the time) other than being a tool to get rid of a % of applicants at random, knowing that even if they get rid of loads of competent candidates they will still statistically have more than enough left in the pool.

When it comes to VIs, I assume they have different people assessing VIs. There may be checks etc, but in reality there comes human error/human discrepancy when reviewing them r.e. standards and what they think is good/bad. That's the same I guess with applications questions, forms etc.

The WG test is probably the more objective test, but I guess they have to combine it with other measures or they'll still have too big a pool of candidates (especially as people practice it a lot).

I don't want to be downer on anybody, or make anybody feel like it's hopeless, if you improve in quality of applications, interviews etc and you have submitted multiple applications then the odds do improve, and possibilities to showcase your abilities do too. But there is still a luck aspect, especially amoungst a field amoungst super strong super competitive candidates.

 

[Chelsea101]

anyone heard from Perkins Coie?

 

[summersun]

For Shoosmiths, can you apply to both the direct TC and the discover placement in the same cycle? Will that negatively affect my chances?

From what I remember when applying to the placement you also apply to the DTC ? would need to be confirmed though

 

[I’m a celebrity get me out of here - VS/TC edn]

Can someone

i think i agree with all of what you said actually! i've realised i'm being progressed less when i explain my MC vs when i just let my low 2.1 be a low 2.1.

I am soo sorry you have noticed that! That is terrible and a firm should not penalise a candidate for having MC.

 

[FutureLawyer_]

Mishcon invite to SJT!

 

[qwerty!]

for people who have experience with virtual ACs, how was your experience compared to an in-person AC?

 

[Jennifer2003]

For Shoosmiths, can you apply to both the direct TC and the discover placement in the same cycle? Will that negatively affect my chances?

I think they say when you apply for the discover placement they are already considering you for a TC so to just submit one app, and the placement can result in an AC for the TC but not sure if that is helpful!

 

[tjeya26]

From what I remember when applying to the placement you also apply to the DTC ? would need to be confirmed though

Do you think that means, if I get rejected from the placement, I can still make an application to the direct tc?

 

[tjeya26]

I think they say when you apply for the discover placement they are already considering you for a TC so to just submit one app, and the placement can result in an AC for the TC but not sure if that is helpful!

Ah thanks. I was just wondering, if I don’t get the placement, can I still make an application for the direct TC?

 

[Deleted member 43346]

Mischon SJT invite just now applied first good news in whileee lmao
Summer did ai on 15th

 

[1136PX0]

for people who have experience with virtual ACs, how was your experience compared to an in-person AC?

In my experience i always perform worse in virtual ones compared to in-person ones. I think having a real person in front of you instead of it being done on Teams makes a big difference, at least for me.

 

[BealMcAlly]

Your vac scheme application is also your DTC application. If you don't get the placement you are still being considered for a TC. It's all one application.

Ah thanks. I was just wondering, if I don’t get the placement, can I still make an application for the direct TC?

 

[Jennifer2003]

Ah thanks. I was just wondering, if I don’t get the placement, can I still make an application for the direct TC?

I don't think so, they say you only need to make one application and generally firms don't let you apply to both in one cycle

 

[radssss]

Mischon sjt finally!!

Does anyone know if they review apps before sending this or they just review the ai chat and the app is checked at a later stage?