TCLA Direct Training Contract Applications Discussion Thread 2025-26

[WeGotThis!]

Any news from CC, Linklaters or AO Shearman?

Someone mentioned on the VS thread that A&O Sherman will get back with outcome in the first/second week of December with ACs before Christmas.

They received this info about DTCs during the LC Virtual Fair

 

[Irishman11]

Travers PFO lol

For the TC?

 

[sunshine101]

cms pfo：（

When did you do your WG? Sorry to hear

 

[msclm]

Has anyone done the recruitment day for travers smith ?

 

[asplawyer100]

I am very surprised by how basic Irwin Mitchell’s application form & online assessment is. At no point do you even get a chance to tell them about your work experience or module grades / A levels. Are any other firms like this, and does anyone else think it’s strange that they have no regard for something as fundamental as your experience?

 

[hanz123]

Any advice for approaching/answering this question with a 500 word limit: Our vision is to be a Top 30 Law Firm which sees the possibility for our people and our clients. We have three core values that form the foundation of our culture and underpin all aspects of our work. One of these values is Collaboration and innovation. How do you think having Collaboration and innovation as a core value can continue to assist with our vision to be a Top 30 Law Firm?

 

[Irishman11]

Has anyone else still heard nothing from Travers? Strange they didn't PFO everyone at once

 

[Abbie Whitlock]

Any advice for approaching/answering this question with a 500 word limit: Our vision is to be a Top 30 Law Firm which sees the possibility for our people and our clients. We have three core values that form the foundation of our culture and underpin all aspects of our work. One of these values is Collaboration and innovation. How do you think having Collaboration and innovation as a core value can continue to assist with our vision to be a Top 30 Law Firm?

Hi!

You could approach this question by showing how the values directly support the firm's Top 30 vision. A starting structure could be:

1. Define the values: briefly explain what collaboration and innovation mean in a legal setting - things such as sharing expertise and finding smarter or more efficient ways to work, etc.
2. Show how collaboration strengthens performance: move on to discuss why law firms (and this firm particularly) view collaboration as a strength, and how it improves performance. I'd emphasise that working well across departments leads to better client outcomes, more joined-up advice, and the ability to take on more complex, high-value matters (which are all essential for a Top 30 firm!).
3. Explain why innovation matters: then discuss the opportunities and positives that having an innovative approach can bring. I'd highlight that innovative processes and technology improve efficiency, reduce costs, and help the firm stay ahead of competitors. You might also mentioned that it positions the firm as forward-thinking in a rapidly changing legal market.
4. Link to talent and culture: importantly, I'd also make sure to mention that a collaborative and innovative environment attracts and retains strong lawyers, which strengthens the firm's long-term growth as well (helping it work towards its Top 30 goal).
5. Conclude by tying it back to the vision: make sure that you make it clear that these values help the firm deliver a better service, differentiate itself from competitors in the market, and build the capabilities needed to reach Top 30 status. This should be the focus of your answer!

I hope that helps and gives you some ideas to have a think about - best of luck with the application!

 

[hxnnahrobinson]

I am very surprised by how basic Irwin Mitchell’s application form & online assessment is. At no point do you even get a chance to tell them about your work experience or module grades / A levels. Are any other firms like this, and does anyone else think it’s strange that they have no regard for something as fundamental as your experience?

Yes, the initial application form is very basic. However, be prepared as the online assessment that they send out for the next stage is very demanding - Mixture of critical assessment, strengths based analysis, and video interview questions (motivations to work at the firm and strengths based). I completed it yesterday

 

[yk1906]

Does Cripps offer sponsorship?

 

[Amgrad]

Does Cripps offer sponsorship?

Usually when firms don't sponsor PGDL, they will sponsor SQE only through BARBRI. I'm not sure about Cripps, but Davis Polk and Baker McKenzie are the examples.

 

[yk1906]

Usually when firms don't sponsor PGDL, they will sponsor SQE only through BARBRI. I'm not sure about Cripps, but Davis Polk and Baker McKenzie are the examples.

Do you know if they sponsor visas as well, to this end?

 

[Amgrad]

Do you know if they sponsor visas as well, to this end?

Well, I just saw Legal Cheek, their salary even for London office for first year trainee is below the threshold, so I am assuming they can't sponsor. Consider firms which pay above 43,000 (gross) as they able to sponsor visa for TC.

 

[yk1906]

Well, I just saw Legal Cheek, their salary even for London office for first year trainee is below the threshold, so I am assuming they can't sponsor. Consider firms which pay above 43,000 (gross) as they able to sponsor visa for TC.

Thanks!

 

[Andrei Radu]

Has anyone ever done a VI & sounded absolutely terrified but still got invited to the next stage? I've done some of those 'record-it-yourself' ones recently; for each one, I sound absolutely petrified.

Notwithstanding the quality of what I say, how important is how I actually say it? Any positive stories from similarly nervy interviewees would be greatly appreciated.

Hi @ashwright I have personally experienced this as well and progressed to an AC with V&E after a video interview I thought I had completely fumbled. I got cut off at the end, said I would speak through multiple points when starting my answer that I subsequently never got to, and just generally was a lot more nervous and less articulate than I assumed one would need to be progressed to the next stage. As such, I was sure I would not progress. This is also a phenomenon I have observed many times with other people, and I think it results from two things:

1. Candidates often underestimate how difficult VIs feel for other people as well, and as such presume that they are uniquely overanxious and unable to seem calm and composed in front of the camera. In fact, in my experience the substantial majority of people find the experience to be a nerve-racking one. Thus, you seeming terrified when answering will not single you out as much as you may be tempted to think.
2. Recruiters prioritise other qualities more than apparent confidence, as they are well-aware that this is an ability that comes with time and that is not necessarily best tested by the VI format, which is thought by many to be uniquely awkward. If you can show you have the right substantive kinds of ideas and motivations when answering questions, and if you can express your points in a reasonably clear and structured manner, many recruiters will be willing to overlook the fact that you seem a bit anxious and nervous.

 

[Andrei Radu]

hello does anyone know how much time Slaughter and May takes? And if an application submitted this week has any chance to getting considered?

Hi @Rads Slaughter and May has never had a reputation for caring a lot about how early an application was submitted. If anything, the firm is know to look for a particular type of academics-focused applicants and to often depart from common recruitment practices when targeting them. As such, if the firm sees you as having a desirable candidate profile with a strong written application, I doubt they would not seriously consider your application you simply because you have not submitted your application earlier. As for your second question about the firm's recruitment timeline, in my experience they normally start making AC invitations around late December and host ACs in late January-early February.

 

[ashwright]

Hi @ashwright I have personally experienced this as well and progressed to an AC with V&E after a video interview I thought I had completely fumbled. I got cut off at the end, said I would speak through multiple points when starting my answer that I subsequently never got to, and just generally was a lot more nervous and less articulate than I assumed one would need to be progressed to the next stage. As such, I was sure I would not progress. This is also a phenomenon I have observed many times with other people, and I think it results from two things:

1. Candidates often underestimate how difficult VIs feel for other people as well, and as such presume that they are uniquely overanxious and unable to seem calm and composed in front of the camera. In fact, in my experience the substantial majority of people find the experience to be a nerve-racking one. Thus, you seeming terrified when answering will not single you out as much as you may be tempted to think.
2. Recruiters prioritise other qualities more than apparent confidence, as they are well-aware that this is an ability that comes with time and that is not necessarily best tested by the VI format, which is thought by many to be uniquely awkward. If you can show you have the right substantive kinds of ideas and motivations when answering questions, and if you can express your points in a reasonably clear and structured manner, many recruiters will be willing to overlook the fact that you seem a bit anxious and nervous.

Thank you so much, Andrei. It means a lot to hear this from you, so thank you for the genuine reassurance. I did pretty much all of the same things that you listed, so I'm really grateful to you for showing me that I am not necessarily out of the running.

Much appreciated, hope you have a good evening.

 

[Andrei Radu]

Thank you so much, Andrei. It means a lot to hear this from you, so thank you for the genuine reassurance. I did pretty much all of the same things that you listed, so I'm really grateful to you for showing me that I am not necessarily out of the running.

Much appreciated, hope you have a good evening.

Very happy help, and hope you have a great evening as well !

 

[flower1]

Hello @Andrei Radu @Abbie Whitlock
I was wondering - in video interviews, how can we actually impress the graduate recruitment. I'm asking because I notice sometimes when I answer questions on the spot, my answers tend to be generic. What's the sort of content they expect to make answers stand out and what does a successful video interview answer entail?

Thank you

 

[Abbie Whitlock]

Hello @Andrei Radu @Abbie Whitlock
I was wondering - in video interviews, how can we actually impress the graduate recruitment. I'm asking because I notice sometimes when I answer questions on the spot, my answers tend to be generic. What's the sort of content they expect to make answers stand out and what does a successful video interview answer entail?

Thank you

Hey!

Great question - it can feel tricky to personalise and tailor your VI responses, especially when you're thinking on the spot! However, there are a few ways to make your answer stand out - a strong video interview usually shows three things:

1. Clear structure: using something such as STAR helps you stay focused and prevents rambling. This allows you to deliver your answers in a more clear and concise way, which allows the graduate recruitment team to follow along easier
2. Personal insight: the graduate recruitment team want to understand why you made certain choices and what you learned. Adding reflection is what lifts a seemingly generic answer into something memorable and personal
3. A real sense of motivation: this is where your genuine enthusiasm and research can come in. Show that you understand the firm, the role of a trainee, and that you've thought about how your skills and ambitions make you a good fit.

As some more general tips in order to stand out in video interviews, I always used to try to:

• Prepare a bank of examples for each competency: this meant that I was able to refer to them quickly if they were asked in a video interview, which made it easier to incorporate more of my own personal experiences when I didn't have loads of time
• Be specific, not vague: instead of simply saying "I worked well in a team", explain exactly what you did and what the impact was. This is where specificity is really key - using measurable results can really help hone this in!
• Bring energy and presence: I always found that in my earlier video interviews, I came across as slightly robotic and 'stiff' due to not being used to the VI format. However, this isn't necessarily how you would act in a normal interview - things such as good posture, eye contact with the camera, and natural tone make a big difference and really let the graduate recruitment team see your personality. Remember, whilst you have to have the skills for the role, they are also looking to hire trainees they can imagine would be a good fit!
• Link back to the role of a trainee: wherever you can, it's always useful to link how any skills or traits that you discuss will help you succeed as a trainee at their firm. Even a quick line such as "This is relevant to the role of a trainee at X because..." shows that you understand the role and the firm.

Overall, I think most successful answers will be structured, genuine, and reflective - I used to think of it as not being rehearsed, but clearly prepared!

I hope that helps, and best of luck with any video interviews!