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In this interactive session, Maya Shah, Senior Early Careers Specialist at Ropes & Gray, will walk you through every stage of the firm's application process.
Willkie’s new graduate recruiter and two trainees will break down what the firm looks for at the interview stage, common pitfalls to avoid,
and how you can demonstrate confidence, clarity, and genuine motivation throughout an assessment centre.
No - unlikely to contact until you are invited to interview. The earliest may be if they are considering inviting you to interview. Many firms won’t follow up with referees until an offer is made.
Firms tend to use different case studies within the recruitment for the same vacancy. They often have a suite of different versions that they vary among candidates to ensure a level of fairness. So it’s not necessary that they will be different between vacancies, they are likely to use the same...
It is an open question that means it can be interpreted in many different ways. To some people stating practice areas or the type of work will be an appropriate answer, while for others it is not, and could be taken in the direction you have stated instead.
The recruitment will be very different - mainly because of the volumes of candidates. It is possible they are using the same form of assessment as the trainees, but I would expect it to be different for a number of different reasons.
I would ask your recruiter (whether via an agency or the...
I personally wouldn’t update it as you haven’t been in the role yet, so you don’t really have a description to update them on.
You can update the firm if/when they invite you to the next stage by saying you have recently secured a paralegal role.
This is really common.
You can either put two entries or you can include one set of dates in the entry and the the other set of dates to the description. So you could put something like: “In addition, completed ad-hoc shifts over the 2021 Christmas holidays” if you put your original dates of...
It might be that they classify some types of work experience as more important (for instance if you have had to choose a category of employment) or may choose to go by start date rather than end date (or vice versa). But even if its not any of that, I wouldn't worry about it - it is clearly...
It won’t really make any difference if they are rolling or not in all honesty. Its more likely to be down to the size of the team. A team of 4-5 people, it’s likely at least one person is working to cover phones/emails. If the team is 1-2 people, they could easily just be out on annual leave (or...
No - they won’t necessarily be similar at all. They may not even be similar within a band of PQE associates within the same team, let alone the same firm, let alone across firms that are similar from a branding perspective. A strong performer is much more likely to receive more autonomy faster...
Levels of responsibility
Clients worked for
Complexity of the work completed
Level of autonomy for work given
Qualified to practice outside of the UK
Seats completed as a trainee (because that will potentially show your knowledge of other practice areas)
The relevancy of secondments really...
You still have to represent clients and you won’t always win cases - it’s part of being a litigator, so I don’t think it’s an issue mentioning it as long as you explain what it was about the case that made it interesting to you.
No - they can’t do this but there is no reason why they would even ask.
You have to look at this in a different light. This is not about scrutiny - this is just the firm ask you who else you have applied to so they can see what motivates you and whether they are the right firm for you.
Something like football is fine to talk about in a presentation, but I’d try to present on something very specific within the topic.
A good proportion of candidates are likely to be able to talk about football in this type of assessment. So try to think of a more intellectual element to it -...
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