Mayer Brown Vacation Scheme – January 2025
What was the full recruitment process?
1. Application form and 2 online tests
2. Life At Mayer Brown Job Simulation (45 minutes)
3. Assessment centre
Which aspect does this report cover?
Assessment centre
Where did the assessment centre take place?
In-person at Mayer Brown’s London office.
What did the assessment centre involve?
The assessment day was around 4 hours in total, including a 1 hour lunch break, and involved three exercises:
1. Fact find exercise: asking questions to extract information in order to advise on an acquisition (10 minutes preparation time, 30 minutes with 1 associate).
2. Written exercise: identify errors and write an email (30 minutes)
3. Group exercise: commercial discussion (10 minutes reading time, 30 minutes discussion observed by 4 associates)
Fact find exercise
This exercise involved asking an associate questions to extract information in order to advise on an acquisition.
First, graduate recruitment briefed us. I then had 10 minutes to read the briefing pack and make my notes. I was acting as a strategic advisor for a private equity firm which was considering an acquisition between two chemical companies. There was very little information on the private equity firm and the companies, as you had to ask the questions yourself. You had to obtain the most relevant information to make a commercially sound recommendation on which company they should acquire.
I then went into a room with an associate and had 15 minutes to ask my questions. If the associate had the information I asked for, they would tell me. After the 15 minutes had elapsed, I had 5 minutes to present my recommendation on which company to go ahead with.
The associate would then ask me some questions about my response and thought process. These weren’t technical or challenging questions, they just asked to expand on my thoughts.
Written exercise
I was given three resources on a fictitious case that Mayer Brown was advising on: a briefing email, notes on the latest meeting between the parties, and the agreement the dispute was based on. I had 30 minutes to complete two tasks:
We were lent computers with a blank MS Word document to do this. It was quite time pressured. The summary task was not too clear, but I figured that might be intentional as you are meant to figure out what to put in the summary.
Group exercise
I was in a group of 5. We had 10 minutes to read the materials individually before having a 30 minute discussion. The discussion was observed by 4 associates, and they asked us 1 question each once the discussion was finished.
The exercise was regarding a client’s expansion plans, and we had to discuss three key aspects:
We had to decide how to divide time amongst ourselves, ensuring we had a final summary of the points by the end. The questions the associates asked afterwards were based on our discussion. I was asked about the deal team we chose and whether it was alright that there was no finance partner given the significant financing element of the expansion plan.
What was the outcome?
I was emailed 2-3 weeks later and told that I was successful. We were told offers could also be made by phone.
Do you have any specific advice on how to prepare?
I really enjoyed the fact-finding exercise—it was fun to step into the shoes of a strategic commercial advisor rather than a legal one, and to ask questions rather than read information from a brief. Think about what information you would need—on both the buyer and the targets—when deciding on a company to invest in. It isn’t really technical, it just puts your commercial awareness into practice. Make sure your final recommendation is well-reasoned.
You cannot really prepare for the written exercise; just ensure that you manage your time between the two tasks. They provide you with a stopwatch which makes this easier. They also give you ample opportunity before the exercise to ask any questions on the task, so make sure you clarify whatever doubts you may have.
For the group exercise, read up on Mayer Brown’s key practices and what makes them unique. An understanding of what these practices do will be very helpful in issue-spotting and explaining where the firm can advise—this was a key part of the exercise. They are looking for you to be collaborative, and to incorporate your teammates into the discussion, so do not be competitive. Make sure you speak enough to make an impact, although you shouldn’t just take up time unnecessarily. If your group is fixating on one point for too long, try to direct the discussion meaningfully. Be mindful of time and ensure you have a clear summary at the end as a group.
Mayer Brown Vacation Scheme – February 2024
What was the full recruitment process?
1. Application
2. Psychometric test: situational strengths test and a verbal reasoning test
3. Job simulation test: 45-minute online test consisting of multiple choice, written and video interview questions based on various scenarios and tasks that a Mayer Brown trainee will come across and motivational question (why Mayer Brown) in video format.
4. Assessment centre
5. Vacation scheme
6. Training contract interview
Which aspect does this report cover?
Vacation scheme assessment centre
Where did the assessment centre take place?
In Mayer Brown’s London office.
What did the assessment centre involve?
1. Written test: Part 1: checking grammar and punctuation and writing out corrections. Part 2: Writing a summary email to a partner on the important information and progress of a current litigation case that MB has been instructed on.
2. Group exercise: Talking through the risks, opportunities and other relevant commercial points for the planned business expansion of a client of MB’s. ~30 minutes to discuss (in front of 4 senior associates and 2 graduate recruiters, then a Q&A without a strict time limit)
3. Fact-finding exercise: commercial awareness questions (30 minutes with 1 associate)
There were no competency or motivation questions during the assessment centre.
Written exercise
This was split into two parts, but using the same resources for both. I was given about 3 pages of information, an introductory email, a transcript of a recent mediation meeting and a page of facts regarding the litigation.
For the first part, we had to go through all 3 pages and identify and correct and spelling or grammar mistakes.
For the second part, I had to write a summary email to a partner regarding all the key information and the current progress of the litigation to a partner.
I had 30 minutes to do both.
Group exercise
We were put in groups of four and had 30 minutes to go through a brief and have a discussion. The brief included information about a fictional client’s expansion plans and proposals, for example what its main plans and focuses were, what industries it wanted to expand into, what real estate it wanted to acquire, etc. We also received a list of Mayer Brown employees (trainees, associates and partners) that we could choose to be involved in the expansion project.
We then had to discuss the risks, opportunities, or other relevant commercial points relating to the client’s planned business expansion, as well as which employees should be involved.
There was no formal presentation required at the end; the 4 senior associates and 2 grad recruiters just sat in and observed our discussion. After our discussion, the 4 senior associates asked us one question each, relating to what we had discussed during the discussion.
Fact-finding exercise
This was an individual exercise with an associate. I was given a brief, which centred on advising a fictional company to choose between two companies to acquire.
I was given minimal information about both potential target companies as well as the fictional company I was advising.
I then had 15 minutes to ask these questions (and follow up questions) to the associate in order to gather more information so that I could properly assess the two options. I asked questions about each company’s size, current financials, debt, future prospects, existing law firm relationships, and a few other attributes, as well as whether each was currently involved in litigation.
After this, the assessor asked me questions for 10 minutes about what else I would have wanted to know to help me make a decision. To give an example, I asked about the law firm’s motives for pursuing a new client. I was also asked to explain how I initially approached the exercise, and whether there was anything I would have done differently in hindsight.
What was the outcome?
Graduate recruitment called me 2 weeks later to offer me the vacation scheme.
The timeline that was given at the AC was 2-3 weeks. Successful applicants would be called and unsuccessful would be emailed.
Do you have any specific advice on how to prepare?
For the fact finding exercise, I would recommend establishing in advance what information you would need to inform your recommendation. The assessor will want to see that you are asking the right sorts of questions. I would also recommend being confident in your decision, even when challenged. Be sure to be reflective and be honest when asked what you could have done differently.
Make sure that you deeply understand MB’s services and the firm in general. Even though there are no specific motivational questions relating to MB it is important to show your knowledge throughout the group exercise when considering its clients risks and opportunities. Make sure you keep an eye on time, as the assessors don’t give you any warning that time is running out. Make sure you are able to work well with people, and allow them to voice their ideas too.
Go over general grammar and spelling and practice summarising large amounts of information.
Mayer Brown Vacation Scheme – March 2023
What was the full recruitment process?
1. Application
2. Psychometric test: situational strengths test and a verbal reasoning test
3. Job simulation test: 45-minute online test consisting of multiple choice, written and video interview questions based on various scenarios and tasks that a Mayer Brown trainee will come across
4. Assessment centre
5. Vacation scheme
6. Training contract interview
Which aspect does this report cover?
Vacation scheme assessment centre
Where did the assessment centre take place?
Online (assessment materials were accessed via The Forage, and live assessments were hosted on WebEx).
What did the assessment centre involve?
1. Proofreading test: checking grammar and punctuation via online platform SHL (~10 minutes, 4 days before the assessment centre)
2. Group exercise: pitching the firm to a fictional client(~30 minutes to prepare, 15 minutes to present in front of 4 senior associates and 2 graduate recruiters, then a Q&A without a strict time limit)
3. Fact-finding exercise: commercial awareness questions (30 minutes with 1 associate)
There were no competency or motivation questions during the assessment centre.
Proofreading exercise
I was sent a link to the exercise on the SHL online test platform 4 days before the virtual assessment centre. The test was timed and I had 10 minutes to complete it.
During the test, I had to select the correct words or phrases to use in various contexts, which tested my abilities in relation to grammar, spelling and punctuation. Attention to detail was crucial.
In terms of preparation, read “Eat, Shoots and Leaves: The Zero Tolerance Approach to Punctuation”. I also found the Commercial Law Academy’s ‘Writing professionally” course useful.
Group exercise
We were put in groups of four and had 30 minutes to go through the brief and plan our presentation. We decided to first spend a couple of minutes reading through the brief individually, before then planning the presentation together.
The brief was to pitch the firm to a fictional client (i.e. we had to explain why Mayer Brown was the best fit for the client). The brief included instructions, information about the fictional client’s business, and the names of specific Mayer Brown lawyers and their levels of experience.
During the preparation stage, two people from the graduate recruitment team were present on the call. After the preparation stage, we presented in front of these two, plus four senior associates.
After the presentation, we were asked specific questions based on what we had each individually mentioned in the presentation. Questions were directed to individuals specifically. For example, I was asked “what makes the firm different?”, because I had given an introduction/overview of Mayer Brown.
Fact-finding exercise
This was an individual exercise with an associate. I was given a brief, which centred on advising a fictional law firm that needed to choose between two companies to take on as a client. I had 5 minutes to plan questions that I wanted to ask the associate to help determine which of the companies the firm should take on.
I then had 15 minutes to ask these questions (and follow up questions) to the associate in order to gather more information so that I could properly assess the two options. I asked questions about each company’s size, current financials, debt, future prospects, existing law firm relationships, and a few other attributes, as well as whether each was currently involved in litigation.
After this, the assessor asked me questions for 10 minutes about what else I would have wanted to know to help me make a decision. To give an example, I asked about the law firm’s motives for pursuing a new client. I was also asked to explain how I initially approached the exercise, and whether there was anything I would have done differently in hindsight.
What was the outcome?
The firm emailed me 10 days after the interview to tell me I had been unsuccessful. I received feedback upon request.
Do you have any specific advice on how to prepare?
For the fact finding exercise, I would recommend establishing in advance what information you would need to inform your recommendation. The assessor will want to see that you are asking the right sorts of questions. I would also recommend being confident in your decision, even when challenged. Be sure to be reflective and be honest when asked what you could have done differently.
For the group exercise, demonstrating that you can work well with others is key. The feedback I received highlighted that social adaptability was important. It is also important to show initiative and bring ideas to the table. Be sure to contribute / add value to the group discussion. In addition, the assessors really want to see you demonstrate your knowledge of the firm. The feedback I received suggested that they want to see candidates put their own spin on their knowledge of Mayer Brown. A word of warning: do not just regurgitate material from the website.
Mayer Brown Vacation Scheme - February 2021
What was the full recruitment process?
1. Application (3 questions)
2. Psychometric test (situational strengths test and a verbal reasoning test)
3. Phone interview (strengths interview with graduate recruitment)
4. Assessment centre
4. Vacation scheme
5. Training contract interview
Which aspect does this report cover?
Vacation scheme assessment centre
Where did the assessment centre take place?
Mainly via online platform The Forage
What did the assessment centre involve?
1. Briefing call: via Webex, 4 days before the assessment centre (~30 minutes with graduate recruitment)
2. Grammar and punctuation check exercise: via online platform SHL, 4 days before the assessment centre (~10 minutes)
3. Written exercise: reviewed and summarised an article 4 days before the assessment centre, via SHL (~45 minutes)
4. Group exercise: pitching the firm to a fictional client (~30 minutes with 2 senior associates and 1 graduate recruiter assessing).
5. Fact-finding exercise: commercial awareness questions (~60 minutes with 1 associate)
6. General interview: competency, motivation and commercial awareness questions (~60 minutes with 1 senior associate and 1 partner).
7. Trainee Q&A: not assessed (~60 minutes with 3 trainees).
Written exercise
I was provided with a 7-page article about private equity firms and trends relating to the popularity of bargain stores. I had to read this article and summarise it in my own words (there were no other specific instructions / questions to answer), and the summary had to be no more than one page.
Make your structure as clear as possible, perhaps by using headings and bullet points. It must be concise, but be sure to include enough detail to provide a good summary. In terms of background knowledge, it was helpful to have an understanding of private equity and the challenges affecting the retail sector.
Group exercise
We were put in groups of three and had 30 minutes to go through the brief and plan our presentation. We decided to spend a couple of minutes reading through the brief individually first, before then planning the presentation together.
The brief was to pitch the firm to a fictional client (i.e. explain why Mayer Brown was the best fit for the client). The brief included instructions, information about the fictional client’s business, and the names of specific Mayer Brown lawyers and their levels of experience.
We were told to address three main areas: the client’s concerns, how Mayer Brown services clients, and how Mayer Brown is good at developing relationships. Given that an associate was observing us throughout, it didn’t feel appropriate to use Google to find additional information, although this wasn’t explicitly prohibited. My group role-played as each person from Mayer Brown mentioned in the brief (although we weren’t explicitly told to do this).
After planning, we presented in front of another group of candidates who had been given the same brief, as well as the assessors. The assessors then asked follow-up questions to each group, and there were questions directed to each person so that we could all give at least one answer. Examples of questions include:
We were also asked specific questions focused on what we had mentioned in the presentation.
Fact-finding exercise
This was an individual exercise. I was given a brief, then had 5 minutes to plan the questions I wanted to ask based on this brief. The brief centred on choosing between two companies that were potential clients for the firm.
I subsequently had 15 minutes to ask my questions to an associate in order to gain more information about the companies, so that I could properly assess the two options. I asked questions about the companies’ size, current financials, debt, future prospects, existing law firm relationships, and a few other attributes, as well as whether each was currently involved in litigation. After this, the assessor asked me questions for 10 minutes about what else I would have wanted to know to make a decision. I was also asked to explain how I initially approached the exercise, and whether there was anything I would have done differently in hindsight.
General interview
I was told my general interview was CV-blind. This covered a broad range of competency, motivation and commercial awareness questions, for example those set out below.
Competency questions
Motivation questions
Commercial awareness questions
What was the outcome?
The firm emailed me 10 days after the interview to tell me I had been unsuccessful (although I know of others who didn’t receive any notification at all). I didn’t receive any feedback as to why.
Do you have any specific advice on how to prepare?
Practise competency questions a lot and make sure you have properly researched the firm and prepared your answers for motivation questions in advance. Remember, as it is a CV-blind interview, you will need to draw on as many of your key experiences as possible so that the interviewers can gain a proper insight into what you have done and the skills you have developed. I would also recommend being quite bubbly and enthusiastic throughout, to maintain a positive atmosphere (my interviewers seemed quite tired and a bit cold).