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What We Look for in Candidates

Candidates must be able to demonstrate a consistently impressive record of academic achievement. In particular, we look for strong grades at A-level (minimum AAB/340 UCAS points or equivalent) and candidates must be predicted to achieve (or have achieved) at least a 2:1 in their undergraduate degree.

However, whilst being academically strong is important, we look for much more than that. The candidates we choose are sharp, articulate and quick thinking in interview. They have confidence and composure, but also honesty and humor. We ask ourselves: ‘Will I enjoy working with this person, and will they impress our clients?’

Trainees have supported our partners and associates with clients such as:

Drayson Racing Technologies

Drayson is a pioneer in the world of electric racing and we have advised on a range of corporate, commercial and technology related matters. We also sponsor their record-breaking electric race car.

Exxon Mobil Corporation’s Subsidiaries

We acted on an investment treaty arbitration against Venezuela. In addition, we acted in a companion international arbitration case against PDVSA, the Venezuelan state-owned petroleum company.

Facebook

We have advised on a wide range of privacy issues.

The Foundry

We advised The Foundry on its acquisition of Luxology, a California based tech company. The Foundry’s computer graphics and visual effects (VFX) software is used across a wide range of industries including games, TV and films, such as Avatar.

Harley Davidson

We have advised Harley Davidson on a range of issues including multi-country cross-border employment matters, pan-European distribution arrangements and finance related work.

Merck & Co, Inc. and Schering-Plough

We advised on the post-merger integration. According to the Financial Times, “the Merck/Schering-Plough deal has created one of the world’s biggest drugmakers with combined sales of nearly $50bn.”

Microsoft

We have advised Microsoft on a wide range of e-commerce, IP and data protection issues.

The NFL

We have represented the NFL on a variety of matters, including acting in relation to the licensing of Wembley Stadium for the International Series games.

Rightster Limited

Rightster is a fast growing cloud-based services company that optimizes the distribution and monetizations of live and on-demand video. We have advised on financing, corporate, M&A and general commercial / IP matters.

The World Anti-Doping Agency and the UK Anti-Doping Agency

We supported WADA and UKAD in addressing the privacy concerns of athletes subjected to drugs tests.

Training, Development and Support

Trainees begin their time with the firm by attending a comprehensive induction programme. The induction provides an introduction to the firm, outlines the structure of the training and gives guidance on the trainee evaluation process and the training contract record system. Detailed seat guides are also provided at the outset and each trainee will have a handover meeting with the trainee vacating their particular seat. Trainees also get comprehensive on-site training about the firm’s marketing, IT, and research. Trainees meet as a group with the Training Principal, the Graduate Recruitment Partner and the Human Resources Manager, who talk about some practical ‘dos and don’ts’ to help trainees get the most out of their training contract. Trainees will continue to have close contact with all three, and they are available on an ongoing basis to provide advice and guidance.

Supervisors will provide trainees with work, supervise and manage work flows, provide day-to-day feedback and guidance, as well as formally evaluate trainee performance at the mid-seat and end-of- seat stage. In addition, all trainees have an associate ‘buddy’ who is available to provide informal mentoring and advice, have regular contact with the Training Principal and HR team, and attend all relevant team meetings relevant to the seat they are in. Trainees document their progress against the Skills Standards by maintaining a regular, monthly training contract record.

Our training programme ensures that the formal training, as stipulated by the SRA in their Skills Standards, is provided and that more informal professional development opportunities and on-to-one support are also available. During the course of the training contract, trainees will participate in all practice group training sessions on offer, in addition to taking part in all broader skills-based development programmes run by the firm. Professional Skills Course training is compulsory and is comprised of three core modules and 24 hours of electives, which trainees are responsible for selecting and scheduling. This training is delivered by an external provider.

There are regular opportunities for trainees to get together socially and there is a dedicated trainee social budget. All trainees also travel to a firm-wide integration seminar in Washington DC at the beginning of their second year.