McDermott Will & Emery Training Contract - March 2024

What was the full recruitment process?         

1. Application form

2. Assessment day

3. Final interview

Which aspect does this report cover?

Training contract assessment centre and final interview

Where did the assessment centre take place?            

The firm's London office

What did the assessment centre involve?      

9:30-10:00 Candidates arrive, coffee/photos

10:00-10:15 Welcome to MWE

10:30-12:30 Written test

13:00-14:00 Lunch with lawyers, trainees and managers

14:15-16:15 Panel session

16:15-16:45 Office tour

16:45-18:00 Drinks and canapés

You are being assessed throughout the entire day and especially during social interactions with the staff (trainees, partners, HR, etc). Make a genuine attempt to get to know people at the firm and connect with them to stand out. I found they place a lot of value on how well you might fit in with the firm and personality. 

Written test         

The written test took a total of 2 hours and there were two parts. Word count guidelines were provided. We were given a laptop to complete this.

The firm said prior legal knowledge is not required and we were not marked on whether our answers were correct. We were marked on other skills like attention to detail and ability to handle new/large amounts of information.

Part 1: I was given an agreement and scenario and had to answer questions based off it. This was mainly comprehension, testing attention to detail and ability to apply facts of the case.

Part 2: I was given a multi-page document relating to directors’ duties. I was asked to do some research related to directors’ duties and to draft a research memo. They gave us scenarios, asked what duties would apply, if there were potential breaches, etc. All the relevant material was provided in the bundle.

The questions and material are all straightforward and there were no trick questions. For Part 2, the document is too large to read in detail within the time constraints so I made sure to skim and use the search function to pick out key information. They value a logical and organised structure. Where relevant, I would suggest including a summary and using bullet points in the memo.  I allocated my time based on the word count guidelines for each part so I could answer all the questions within the 2 hours.

It was not necessary to have the relevant legal knowledge but I did find some understanding helped. It is helpful to study common structures for written tasks (i.e. memos) and to be familiar with reading legal documents (i.e. contracts). They give a guideline for word count; you have 2 hours so make sure to balance your time between reading the material, answering all the questions/points and reviewing your work.

Panel session        

This is an opportunity to ask the partners and senior associates questions about them, the firm and their practice areas. Each candidate took turns introducing themselves and we went around in a circle taking turns asking questions. There was a panel of 5 lawyers from different practice areas.

During the panel session, prepare enough questions in case another person takes yours or you have the opportunity to ask more than one. Have a genuine reason for asking the questions as you might get approached later if a partner wants to discuss with you further in detail.

What was the outcome?                                                  

Recruitment called me a week after the assessment centre to tell me I had gotten through to the final interview round.

Where did the final interview take place?            

The firm's London office

What did the final interview involve?      

I was interviewed by a panel of 3 people: the training principal (partner), a senior associate and a member of HR. The interview lasted approximately 45 minutes and involved a mixture of strength-based, motivation and competency questions. 

Some of the questions were based off my written application/CV. They also asked me to reflect on the assessment centre and written task I completed the week before. The last 15 minutes was a chance for me to ask them questions. The interview felt very conversational and it seemed like they just wanted to learn more about me.

Which questions were you asked?

• Tell us about yourself?
• Why are you pursuing law?
• Why did you apply to MWE?
• Why do you want to work in London?
• Reflecting on the written test in the AC, how did you find it? What did you find easy/hard and what would you have done differently next time?
• How did you find the AC?
• After talking to trainees, what is your understanding of the type of work they do?
• Tell us about your formal legal work experience. What did you do, and for how long?
• Can you tell us a bit more about your hobbies and interests?
• Tell us a bit more about x work experience (from CV) and your role.
• What is your greatest achievement?
• What is something you are proud of?
• What is a challenge that you have overcome and how did you do this?
• What is your biggest failure?
• Name three adjectives your friends would use to describe you.
• Tell us about a time you successfully worked in a team.
• Tell us about a time where you worked in a team and there was conflict. Why did you react that way?
• Tell us about a time you disagreed with a person in a more senior position, what did you do?
• If you were assigned a task and only realise later you made a big mistake that would require time to correct, what would you do?
• If you were assigned a task that you were unfamiliar with and given a large amount of information, how would you tackle this?
• Imagine that you have realised that you are going to struggle to meet a deadline for a piece of work that a partner has set. What would you do? 

Draw from a range of examples so that you are able to present yourself as well-rounded. Take note of what you learned at the assessment centre and reflect on your written assessment. Commercial awareness was not an important aspect of this interview. They were more focused on getting to know me as a person.

What was the outcome?                                                  

Recruitment emailed me a month afterwards to tell me I had been unsuccessful. 

McDermott Will & Emery Training Contract 2024

What was the full recruitment process?         

1. Application
2. Assessment centre
3. Final interview

Which aspect does this report cover?

Assessment centre and final interview

Where did the assessment centre take place?            

The firm's London office

What did the assessment centre involve?      

1. Written exercise: writing two emails (2 hours)
2. Panel interview: asking questions to interviewers (2 hours, with two associates, one senior associate, and the graduate recruitment partner)
3. Tour of the office (given by trainees)
4. Networking event (2+ hours)

Twenty-three of us were invited to the assessment centre, where we were divided into two groups. I was part of the first group, which started with the written exercise, then had the panel interview. The second group began with the panel interview and then had the written exercise. We all participated in the office tour and networking events together. The event lasted from 10 am to 6 pm.

Written exercise

We were provided with a laptop (to type up our answers) and a packet of hard copy documents (including legal guidance from Practical Law, a fictional employment contract, and an email from a fictional supervisor). Internet access was restricted, with only the necessary applications available, such as Microsoft Word for typing answers.

The test comprised of two sections, with time management guidance provided (I found this helpful). 

Task 1: email to a client

We were tasked with determining whether a departing employee of the client should be classified as a good leaver or a bad leaver, and had to calculate their “carried interest”. The employee's departure reason was clearly outlined in the background materials we were provided. Given that the employee's departure was due to injury, it was evident that they qualified as a good leaver. I succinctly explained this determination and calculated the relevant carried interest based on the contract's schedule. 

Task 2: email to a supervisor 

This task was relatively straight forward. It involved analysing a scenario to identify breaches of the Companies Act 2006 by the client. To ensure clear communication with my supervisor, I used a structured approach, presenting information in a table format: 

As I was communicating with a “supervisor”, who I assumed would likely be busy with other stuff as well, I wanted to ensure clear communication and deliver the key elements of my analysis, rather than going in depth. Basically, keep it short but ensure all relevant key information is included. 

I also discussed what options the client has in order to remedy the situation. The Practical Law notes I was given discussed how similar situations can be rectified – for example by drafting a shareholders’ agreement and securing board approval etc. - so I gave a list of options to choose from, alongside advantages and disadvantages of choosing such options.

Panel interview

This part of the assessment centre featured a unique format, distinct from traditional interviews, where myself and the 11 other candidates in my group collectively engaged in discussions with a panel of lawyers, including partners, senior associates, and trainees. 

Rather than answering questions posed by interviewers, the interview focused on us asking questions to the panelists. Each of us initially had the chance to ask a question, then afterwards we had to raise our hands if we had additional questions to ask (I asked 3 questions in total). 

Our 4 panellists were: 

• Graduate recruitment partner from the Private Client team.
• Senior associate in Healthcare and Life Sciences.
• Associate in Finance and Specialist Situations.
• Associate in Commercial Real Estate.

I prepared concise questions that delved into areas not readily available on the firm's website. As I had a particular interest in McDermott's Healthcare and Life Sciences practice, I asked specific questions about this to the senior associate from that practice. 

I asked regarding the delicate balance between innovation and regulatory compliance in the context of large pharmaceutical deals. This query aimed to gain practical understanding and strategic perspectives relevant to legal work within this rapidly evolving sector.

Additionally, I asked about the firm's culture, seeking nuanced insights beyond surface-level descriptions. Understanding the cultural dynamics of a workplace is crucial for making informed decisions about potential career paths.

I also broached a sensitive yet pertinent topic by addressing the panel's perspectives on layoffs, considering the current landscape of major consulting and law firms laying off employees in the US. Other candidates asked questions that complimented the business, whereas I also wanted to demonstrate a keen awareness of industry trends and a genuine interest in understanding how firms navigate challenges while maintaining their commitment to employees.

Office tour and networking event 

During the networking event, which included drinks and canapés, candidates engaged in casual conversations with various people from the firm. It was a true mixture of different levels of lawyers, from new trainees to partners. 

This part of the day, although relaxed, apparently counted for more than 50% of the assessment, making each interaction pivotal. It was really casual, so I did not take notes while I was talking to employees.  

My strategy during this event was to actively build meaningful connections. I remained engaged until 7 pm, investing time and effort into forging relationships with representatives of the firm. 

What was the outcome?                                                  

The firm called me a week after the assessment centre to tell me I had progressed to the final interview.

Final interview                                                   

The final interview was an hour long. The interview took place at the firm’s London office. The interview was with: 

• London Graduate Recruitment Partner
• Senior Associate in Healthcare and Life Sciences
• Director of Administration 

The interview started with a question about what I thought about the assessment centre in general. As they only have only one per year, they said they wanted to ensure applicants get to experience the culture of the firm. For me, it felt like it was a one-day vacation scheme, instead of an assessment centre, as the majority of the time was dedicated to us asking questions to the partners and associates, instead of the other way around.

Next, they asked questions about what I could have improved during the written exercise part of the AC. I think they asked this question as they believed this was the weakest part of my performance during the AC. 

Then they moved on to asking motivation questions, including

• Why law/commercial law?
• Why McDermott? 

My biggest advice for answering “Why McDermott?” is to reference your experience at the AC. My final reason for wanting to pursue a training contract at McDermott was because of the people; I was able to feel that the firm was truly people-centric during the AC. I can see that they really liked it when I referred to the AC. 

Then they asked competency questions, including:

• Tell us about a time you worked with high achieving individuals as a team.
• Tell us about a time you failed.
• How do you deal with pressure? 
• Tell us about a time when you had to juggle different tasks at the same time.
• What do you think are the biggest skills required to work on cross-border deals? 

There were a lot of follow-up questions. For example, when I provided my example of working with high achieving individuals as a team, they then asked me to elaborate on the experiment I was working on (I talked about a psychology-related experiment as my undergrad major is Psychology) and what specific methods I took to persuade the team to come around to my way of thinking.

They also asked some general questions such as what typical trainee tasks are. When you get this question, one method to answer this is to separate them into billable and non-billable tasks and explain how they are different. 

At the time of writing, I was still awaiting the outcome. 

Do you have any specific advice on how to prepare?

• My key advice is to be as proactive as you can during every single part of the AC. It will be different from the classic traditional style ACs and the more people you talk to and build meaningful relationships with, the more likely it is that you will be successful. The reason why I was selected was because I was able to form bonds with some of the solicitors at the firm during the networking event. If you are a quite person, you will not get the offer. You need to create a lasting impression. 
• For the written exercise, the questions change every year, so try to revise your general legal and commercial knowledge before the AC. 
• Note that the firm is also famous for private client work, so brush up your trusts knowledge if you are a law graduate.