TCLA Vacation Scheme Applications Discussion Thread 2025-26

[floral.tcla]

Hi all,

I had a post ac feedback call earlier this week and i wanted to check for group exercises what does a good performance look like and similarly how do you strike the balance in HR interviews between answering a question comprehensively and being concise (time is money - I’ve found that firms have different preferences and thresholds. One guy dominated the conversation and I politely chipped in, brought across my views, presenting my solution and used commercial awareness frameworks to frame it as a better one than what was being discussed, others eventually agreed, I praised others when they spoke. The firm said that I made ‘good contributions but wasn’t showing quite enough influence or engagement.’ Does this not seem contradictory?? I am so confused and would really appreciate any thoughts!

@Abbie Whitlock @Ram Sabaratnam
Thank you

 

[AryanAgg]

K&L Gates PFO, do they allow an application to dtc in the same cycle?

 

[Lissa06]

hi, has anyone heard back from hogan lovells first year scheme?

 

[tcla02]

K&L Gates PFO, do they allow an application to dtc in the same cycle?

hey sorry to hear that :/ when did u apply, if u don’t mind me asking

 

[AryanAgg]

hey sorry to hear that :/ when did u apply, if u don’t mind me asking

On deadline day

 

[AryanAgg]

Any idea about mishcon?

 

[mc123123]

hogan pfo

did you do the ac?

 

[uraijom]

did you do the ac?

nope just post app

 

[TheSaulGoodman]

K&L Gates PFO, do they allow an application to dtc in the same cycle?

sorry to hear, was this post app or post test?

 

[marshall]

Just wondering…shouldn’t Debevoise provide individual feedback for rejection post-ACs? They only interview 100 and almost half could get a VS, and yet they don’t provide feedback. Is it normal for no feedback at the AC stage?

 

[floral.tcla]

Hi all,

I had a post ac feedback call earlier this week and i wanted to check for group exercises what does a good performance look like and similarly how do you strike the balance in HR interviews between answering a question comprehensively and being concise (time is money - I’ve found that firms have different preferences and thresholds. One guy dominated the conversation and I politely chipped in, brought across my views, presenting my solution and used commercial awareness frameworks to frame it as a better one than what was being discussed, others eventually agreed, I praised others when they spoke. The firm said that I made ‘good contributions but wasn’t showing quite enough influence or engagement.’ Does this not seem contradictory?? I am so confused and would really appreciate any thoughts!

@Abbie Whitlock @Ram Sabaratnam
Thank you

Just to clarify, any thoughts on how to best approach ACs from this point onwards to convert them?

 

[AryanAgg]

sorry to hear, was this post app or post test?

Post app

 

[floral.tcla]

Just wondering…shouldn’t Debevoise provide individual feedback for rejection post-ACs? They only interview 100 and almost half could get a VS, and yet they don’t provide feedback. Is it normal for no feedback at the AC stage?

I think most firms regardless of size do tend to provide feedback given that… they know… why they make offers/rejections for different candidates and already have it on hand

 

[Abbie Whitlock]

Hi all,

I had a post ac feedback call earlier this week and i wanted to check for group exercises what does a good performance look like and similarly how do you strike the balance in HR interviews between answering a question comprehensively and being concise (time is money - I’ve found that firms have different preferences and thresholds. One guy dominated the conversation and I politely chipped in, brought across my views, presenting my solution and used commercial awareness frameworks to frame it as a better one than what was being discussed, others eventually agreed, I praised others when they spoke. The firm said that I made ‘good contributions but wasn’t showing quite enough influence or engagement.’ Does this not seem contradictory?? I am so confused and would really appreciate any thoughts!

@Abbie Whitlock @Ram Sabaratnam
Thank you

Hi!

I can completely understand why that feedback feels confusing, and it often does at AC stage as the firm is assessing quite subtle behaviours.

For a group exercise, firms are usually looking for a balance of a few things at the same time, such as:

• Contributing ideas that move the discussion forward
• Engaging with others' points (e.g. building on them, asking follow-up questions, summarising, etc.)
• Helping the group reach a collective decision rather than just presenting your own view
• Encouraging quieter group members and managing those who are more dominant

From what you have described above, it sounds like you did a lot of positive things, such as contributing your own view, framing it commercially, and acknowledging others! The feedback about "influence or engagement" doesn't necessarily mean that you didn't speak enough, but sometimes it refers to how visibly you shaped the direction of the conversation. For example, you might summarise where the group is (e.g. "It sounds like we are leaning towards X, so should we test that against Y?"), ask others directly for their view, or aim to structure the discussion (e.g. "Maybe we should start by comparing these two options against the client's priorities?"). These behaviours usually show facilitation and leadership, which can sometimes be what the assessors mean by "influence".

On the HR interview point, you are right that it differs between firms slightly, but the general rules that I followed were:

• Aim for clear and structured answers that are around 1-2 minutes each
• Use a simple framework or structure for each answer (e.g. STAR for competency)
• Focus on the most relevant details, rather than trying to cover everything

Interviewers will usually care more about the clarity of your answers and any reflections that you make, rather than the sheer amount that you say. If anything, they can always ask follow-up or clarifying questions if they'd like you to expand on a point.

The competition is really tough at AC stage, and it is often about highlighting what would elevate an already good performance into a stronger one, rather than suggesting you did something wrong. It sounds to me like you clearly demonstrated strong teamwork behaviours, so I would reflect on the feedback that they gave so you can go in more confident next time!

 

[floral.tcla]

Hi!

I can completely understand why that feedback feels confusing, and it often does at AC stage as the firm is assessing quite subtle behaviours.

For a group exercise, firms are usually looking for a balance of a few things at the same time, such as:

• Contributing ideas that move the discussion forward
• Engaging with others' points (e.g. building on them, asking follow-up questions, summarising, etc.)
• Helping the group reach a collective decision rather than just presenting your own view
• Encouraging quieter group members and managing those who are more dominant

From what you have described above, it sounds like you did a lot of positive things, such as contributing your own view, framing it commercially, and acknowledging others! The feedback about "influence or engagement" doesn't necessarily mean that you didn't speak enough, but sometimes it refers to how visibly you shaped the direction of the conversation. For example, you might summarise where the group is (e.g. "It sounds like we are leaning towards X, so should we test that against Y?"), ask others directly for their view, or aim to structure the discussion (e.g. "Maybe we should start by comparing these two options against the client's priorities?"). These behaviours usually show facilitation and leadership, which can sometimes be what the assessors mean by "influence".

On the HR interview point, you are right that it differs between firms slightly, but the general rules that I followed were:

• Aim for clear and structured answers that are around 1-2 minutes each
• Use a simple framework or structure for each answer (e.g. STAR for competency)
• Focus on the most relevant details, rather than trying to cover everything

Interviewers will usually care more about the clarity of your answers and any reflections that you make, rather than the sheer amount that you say. If anything, they can always ask follow-up or clarifying questions if they'd like you to expand on a point.

The competition is really tough at AC stage, and it is often about highlighting what would elevate an already good performance into a stronger one, rather than suggesting you did something wrong. It sounds to me like you clearly demonstrated strong teamwork behaviours, so I would reflect on the feedback that they gave so you can go in more confident next time!

Thank you so much, I can see the distinction now.

 

[lawyersum]

Thank you so much, I can see the distinction now.

not sure if this is an unpopular opinion but group exercises are literally the worst way of assessing us. they are a) so stiff and fabricated, b) one person always takes the lead and it is very difficult to try and reason with their power complex without potentially coming across as rude, c) no one shows their true personality. thank you for coming to my ted talk

 

[adfs456]

not sure if this is an unpopular opinion but group exercises are literally the worst way of assessing us. they are a) so stiff and fabricated, b) one person always takes the lead and it is very difficult to try and reason with their power complex without potentially coming across as rude, c) no one shows their true personality. thank you for coming to my ted talk

Say it louder for the people at the back

 

[silonthesofa]

@elizabethkate just following up, did Bristows ever get back to your email about when the first batch of interviewees can expect to hear back?

 

[yasmars]

not sure if this is an unpopular opinion but group exercises are literally the worst way of assessing us. they are a) so stiff and fabricated, b) one person always takes the lead and it is very difficult to try and reason with their power complex without potentially coming across as rude, c) no one shows their true personality. thank you for coming to my ted talk

There’s always someone who is so dominant and talks at full force while leaving no room for others to interject and voice their opinion.

 

[Beebee]

Is anyone still waiting for Sidley post final interview?