Frequently Asked Questions

Applications for the 2026 Vacation Scheme will open on 29 September 2025. Our Spring scheme applications will close on 28 November 2025, and applications for our Summer schemes will close on 19 December 2025 . 

For further details on our application dates, please click here.

We don't recruit on a rolling basis and whilst we do read all Vacation Scheme applications that have been submitted, we would recommend that you look to apply earlier to give you the best chance of securing an assessment day with us. 

We are recruiting for our trainees solely through our Vacation Scheme. To be considered you will need to apply for our Vacation Scheme, after which you will be considered for a training contract interview.

We only accept online applications via our website. Please note that CVs are not accepted as a means of application.

Yes, we welcome applications from undergraduates, graduates, postgraduates or career changers with any degree discipline. For those still at university we accept applications for our Vacation Scheme from penultimate year law students and final year non-law students. 

There are a few very important reasons for us only recruiting through our Vacation Scheme. Firstly, hiring a diverse group of candidates has always been extremely important for us and historically we have always been able to attract and recruit a Vacation Scheme intake that comprises of many different types of people, including university students, career changers, mature students, those with childcare responsibilities etc. all with varying life experiences and varying levels of legal experience.

Secondly, as a firm, we aren’t looking for students who are able to ‘ace’ an interview or an assessment day, we really want to get to know students, on the job, over a couple of weeks to ensure that they are the right fit for us and equally that we are what they are looking for as well!

Thirdly, over the past few years we, like many other firms have found that we hire all of our trainees through the vacation scheme. Meaning that when we reach the direct training contract applications we are faced with a large amount of applications but very few spots to offer.

For all of these reasons as well as others we have felt that the ‘vac scheme only route’ is the best way for us to recruit our Trainees. 

Please direct any further queries on this to early.careers@mishcon.com.

Yes, we encourage applications from mature students and career changers.

Typically our applications will have a 2:1 degree minimum and ABB at A-Level, however we can be flexible with these and ultimately we look for the best candidates. Please don’t be deterred if your grades are lower than this, we are looking for people who have a strong application form across the board. If you would like to discuss any mitigating circumstances, please get in touch with our early careers team. Candidates should enter their GCSE, A-level (or equivalent) and a full breakdown of their degree grades on the application form.

We appreciate that results obtained abroad are not always in the same format as UK qualifications; however you should enter your results into the form in the best way possible. Please enter results equivalent to GCSE, A Levels and Degree (if you studied these). Any explanation of your results should be written in the ‘Additional Information’ section under the academic results part of the form.

Application

This is an opportunity for you to tell us about yourself, your academic information, work experience, and any achievements. Don't worry if you haven't completed any legal work experience, we are looking for any experience where you have gained transferrable skills suitable to being a solicitor. We will ask you about your interest in being a Solicitor, and why Mishcon de Reya is your firm of choice in the following stage.

Chat Based Interview

This year, we’re introducing Bright Apply - a new AI-powered tool that lets you tell us your story. Instead of writing a long application form, restricted by word count, you’ll take part in a short virtual interview where you can expand on your experiences, motivations, and why Mishcon de Reya is the right fit for you. This is also your opportunity to really showcase what makes you a Shaper.

You can find more information on Bright Apply in our FAQs below.

Situational Judgement Test

To ensure we get a well-rounded view of all our candidates, we use this test which consists of a scenario-based, numerical, and verbal questions. The assessment has been designed to look for candidates who are excited to embrace the future of law and apply their intellect and creativity to a variety of work-related situations. The questions will not require any prior knowledge or experience. Whilst the assessment is untimed, it typically takes approximately 45 minutes to complete.

Assessment Day

The assessment day will be comprised of a number of assessments, including a 'Case Study Assessment' and an Interview.

A Case study assessment is an individual assessment where candidates are required to read a scenario and present their thoughts and recommendations to an assessor.  We are looking to see how candidates are able to assimilate information and demonstrate their commercial awareness. It's important to remember that you're not being assessed on your knowledge of the law, but how to apply business acumen to client needs.

Your interview will be with a senior-fee earner at the firm and a member of our People Team. You will be asked a range of strength based and scenario-based questions. This is your final opportunity to demonstrate your knowledge of Mishcon de Reya, and how you can add value to the firm.

Vacation Scheme

As well as being a first-hand insight into Mishcon de Reya, and a chance to expand your knowledge of our firm, our Vacation Scheme is also an opportunity for you to demonstrate your skillset and why you would make a great Trainee Solicitor. You will be assessed on your interactions with firm members and then sit a final stage assessment of a group exercise and pre-set tasks.

We want to ensure that our recruitment process is accessible to everyone, and that candidates feel comfortable when completing our recruitment process. If you require an adjustment to the recruitment process for any reason (including ongoing health conditions, a disability, or you do not have the technology to complete a video interview or virtual assessment), please email us. We will provide you with an alternative that better suits your needs.

Our Vacation Scheme dates are aligned as best as we can to ensure all candidates to attend. As we are offering three Vacation Schemes in 2025, we are not able to accept applications for candidates who cannot attend these dates. The dates for our scheme can be found by clicking here .

Yes, we appreciate the time and effort you put into our application process, and we take the time to fully consider and respond to each application. It may take a while for our Early Careers team to get back to you. Please be patient with us, we always endeavour to get back to candidates as soon as we can.

We do not have a direct training contract application process, if you are unsuccessful in gaining a place on the Vacation Scheme you will need to re-apply again the following year.

Please enter a full breakdown of your academics in your application form. GDL, LPC and SQE grade breakdowns should be added into the post-graduate academic section of the application form.

Due to the volume of applications we receive we do not provide individual feedback on the application form or video interview. You will however, receive individual feedback following both the assessment day and following your Vacation Scheme. 

If you have completed a case study or Vacation Scheme and have been unsuccessful, you may apply for the Vacation Scheme the following year. We encourage you to show you have learnt and developed from your experience and have taken on board the feedback we have provided during the process.

No, you can only apply to one Vacation Scheme per recruitment cycle. We would encourage you to plan ahead and apply to the Vacation Scheme dates you are likely able to attend.   

Our preference would be to hold the assessment centres in person as this makes for a better experience, however, in certain circumstances, we may be able to accommodate the assessment centre virtually. Please note, the Vacation Scheme will only be held in-person .

Yes, we provide full funding for the LPC and SQE, and a maintenance grant of £10,000 payable in including for accelerated courses. Please note that unfortunately we are unable to make payments retrospectively for courses which have already been commenced or completed at the time of a training contract offer.

Due to the high level of demand for work experience, we are unable to accommodate requests outside of our formal programmes. We would encourage you to have a look at the details for our Vacation Schemes to see whether you can apply for one of these. We do also offer open days, and dates of which can be found here.

We recruit paralegals on a rolling basis throughout the year, as and when the business requires. Please visit our current vacancies for more information.

If you do not currently have permission to work in the UK please provide full details of how you intend to qualify for this so that we can consider whether or not it is possible for us to progress your application. We will look at each application on a case by case basis. Any offer will be conditional on your right to work in the UK.

Should you be invited to attend one of our Vacation Schemes, it is your responsibility to ensure you obtain a visa that permits you to undertake work in the UK. 

Please note we do not provide sponsorship for applicants to attend our Vacation Schemes, however, sponsorship may be available on a case by case basis, should an offer for a Training Contract be made following a Vacation Scheme.

On the application form you will be asked to enter information regarding your working rights for the vacation scheme and the training contract. To provide us with further information, such as which type of visa you are currently on or will be for the training contract, please fill in the in the 'please add any further information regarding your work permit status' section, on the application form.

We have close working relationships with a number of Universities. If you think that the society you are involved with would be a good fit for Mishcon de Reya, please email our graduate team at early.careers@mishcon.com with information about your sponsorship opportunity. 

Please see our Sports Law Academy page for more information on the timetable for this year's programme.

Due to the changing way in which we interact with applicants before they apply, and to ensure we can reach as many candidates as we can, we will no longer be attending law fairs. Instead, we partner with a number of organisations to connect with students, and will be hosting our own Open Days for you to learn more about the firm.

We have several bespoke days taking place throughout the year in collaboration with our Social Mobility and Race Equity Strands, as well as a virtual open day and an open day specific to those in their first year of undergraduate. They are a great opportunity for you to get a deeper insight into life as a Mishcon de Reya lawyer and how to stand out in your application. Spaces are limited, so register quickly using the link below. You can find out more about our open days by clicking here.

On 28 October 2020 the Legal Services Board (LSB) approved the introduction of the Solicitors Qualifying Exam (SQE) as a new approach to qualification. 

We intend to continue with our two year Training contract for the foreseeable future. Any candidates who are offered a Training contract from one of our 2024 Vacation Schemes, and who have started their LPC course, will be allowed to continue with the traditional qualification route. All other candidates (both law and non-law) will be asked to qualify through the SQE route.

No, we don't. Since the introduction of the SQE in September 2021, the SRA have implemented transitional arrangements, which are designed to give candidates who are already on their way to becoming a solicitor, as much choice as possible. This means that some candidates may be eligible to study the LPC rather than the SQE. If you meet the SRA transitional requirements, we are happy to support you through the LPC route, however any other candidates are required to complete the SQE under the new route to qualification. For more information on whether you meet the SRA's Transitional Arrangements, please contact the SRA, or click here to read more.

We ask all our future Trainees to complete their studies with University of Law. However we do not specify the electives you should study. We advise you consider your strengths and areas of interest as well as the work Mishcon does.

At Mishcon, we embrace technological advancements, and believe AI is here to enhance our capabilities - not replace them. We accept that candidates will be using AI tools to assist their applications but would caution you not to rely too heavily on it. It's your individual journey that really excites us, so we encourage you to share your unique perspectives and personal experiences in your submission. While AI can be a helpful starting point, we advise you to use it wisely. 

We will be running four Vacation Schemes in 2026. Two in Spring (April) and two over Summer (June and July). Confirmed dates will be found in the job applications for each Vacation Scheme.

Our Vacation Schemes will be running in-person in our London Office.

As well as a number of group and individual written assessments, there will be opportunities for you to meet existing Trainees, Training Principals and other fee-earners from across the Firm. There will also be a number of talks given by representatives from our practice groups, as well as sessions around the future of our business.

We will be offering up to 30 training contracts from the 2025 Vacation Schemes.

You may be placed in a team that predominantly works out of our Oxford or Cambridge offices during your training contract or apprenticeship. In the past, trainees have worked two days a week in either the Oxford or Cambridge office, dependent on team. Ultimately, we expect you to be in whichever office the team requires you to be to do your job well.

Our ambition is to be at the cutting edge of tech transformation in the legal sector. We’re a tech-focused and tech-enabled firm which has embraced AI to speed up how we work and created entirely new ways of working. We listened to candidate feedback from previous cycles, and we know there was room for improvement with the old process, which included a long application form and one-way recorded video interview. 

Therefore, this year we’re trialling something new which puts candidates at the heart of the process, giving you a better chance to show who you are and what you’re able to bring to our firm. 

We’re keen to keep listening, too – we’ll be reaching out to all candidates to get your feedback on this new tool to ensure we continue to shape our application processes in a way which both adds value for candidates and allows our team to make the fairest decisions about the talent joining our firm. 

The contextual, personalised chat-based interview is a format we believe will offer candidates a much more positive initial application experience compared to legacy application forms and one-way recorded video interviews. 

In the past, you may have had to spend time completing a static application form, where each candidate is asked the same questions. By contrast, this interactive experience is designed to be a more dynamic and interesting exchange where the questions are tailored and contextual to you, probing you on your experiences in a conversational format. 

The interface looks and feels much like other chat-based tools you may be familiar with e.g., WhatsApp, and you can type or use voice transcription to enter short answers to questions about your motivations and experience.  

Responses do not need to be written in perfect prose and it’s better if answers are short and concise. 

In addition, you will have the opportunity for non-assessed Q&A at the end of the chat-based interview in case you have any questions about the opportunity. 

Yes – we will always support reasonable adjustments. 

During testing, we found those who normally ask for extra time as an adjustment don’t actually need to do so, given the chat-based interview is not time-limited. One of the reasons we are trialling this approach is that we believe it will support an even fairer process.  

Before you begin the interview, you will see a briefing screen with contact details for a member of our team if you do still need to ask for reasonable adjustments.  

In addition, you’ll be able to take a practice interview to become familiar with the format. There is no limit to the number of practice interviews you are allowed before taking the real one.  

During the chat-based interview, there is a ‘report a problem’ button you can use if you experience any issues.   

There is also the post-interview option to add commentary and flag any issues or concerns with the accuracy of the summary.  

To be clear, there will be no disadvantage if, for any reason, you experience an issue with the technology. We will ensure we collect the information we need from you to give you a fair chance in our process.  

Before you begin the chat-based interview, you will see a briefing screen which explains what you can expect. You will also have the opportunity to take as many practice interviews as you like.  

Please take the interview in one sitting. It is not timed or time-limited but we expect most candidates to complete it in 30-40 minutes.  

After the interview you will have a chance to review the summary notes the tool has taken and add anything important which has been missed or misinterpreted. 

Don’t worry - the AI just helps us learn more early on; real people assess all the applications and make the decisions. 

While for the purposes of the trial we will be seeing how the AI scoring compares, we will not be making any decisions based on the AI scores.  

Fairness, mitigating risk of bias and an appropriate level of rigour given the critical nature of the recruitment process has been at the heart of developing this tool from the start.  

During this trial period every single transcript will be reviewed and scored by expert manual (human) screeners. As has always been the case, all decisions will be made by humans. 

During this trial period, Bright Apply will also be learning how AI can help us make better, fairer decisions in the future. 

Bright Apply will statistically test the screening algorithms to ensure there isn’t bias in the system and use this analysis to refine and improve the AI scoring frameworks, guided by qualified and experienced occupational psychologists. Between them they have 40+ years’ experience in graduate recruitment, assessment, behavioural assessment, psychometric testing and recruiting technology. 

In the future, there will always be calibration, moderation and spot checking of results by human screening teams.  

The screening algorithm will know nothing about the candidate’s identity.  

Together with Bright Apply’s occupational psychologists, they will rigorously monitor and moderate the scoring algorithms to ensure they are at least as good and consistent as humans, if not better. 

The AI tool will not make any decisions. All applications will be screened by humans. 

Technology has been implemented in early stages of the application process for candidate screening for over ten years. Previously, static application forms and one-way recorded video interviews have been used. However, we know, based on feedback from candidates that these processes are not as user-friendly as they could be.  

We also recognise that ultimately, we need to meet the most promising candidates and thoroughly assess your potential at our assessment centre, and the assessment centre will still take place as part of our process. This chat-based interview will better enable our team to complete the initial screening stage and improve the experience for candidates. 

Every application in this trial will be screened by a human screening team who makes the decision about who progresses to the next stage, much as they would have done in the previous version of this process.  

They are trained, moderated, calibrated against each other and a thorough quality assurance process takes place, as it would regardless of whether we were using this tool, or legacy technology such as one-way recorded video interviews, or an application form alone.  

You will get the opportunity to review notes and add commentary after the interview.  

Post-interview feedback is a future feature Bright Apply is building as we know this is really important to candidates.  

Following this first phase of testing, Bright Apply will better understand how candidates use the tool which will help them as they develop the feedback feature. 

The video recording feature is primarily for identification consistency purposes throughout the interview.  

Throughout most of the interview, you have the option to either type or transcribe your response using voice.  

For one question, you may be prompted to respond with a short, recorded video answer – this is the only time you are required to respond via voice.  

We’re lucky to be in a position where we can expect a significant number of applications to our in-demand graduate and apprentice roles.  

Previously, we used application forms and one-way recorded video interview as a means to help us assess that large number of candidates.  

However, we’ve listened to your feedback on the challenges that format posed and want to make it a more personal, interactive process. We think the chat-based interview is a fair, engaging and effective way of getting to know candidates.  

The chat-based interview offers a more transparent and traceable process, which we believe will build candidate confidence in terms of the consistency of approach we will be able to achieve across all applications; this tool guarantees every application receives the attention it deserves.  

Candidates who progress beyond this initial screening will of course interact with our Early Careers recruiting team and Mishcon de Reya lawyers at subsequent stages of the process.  

Bright Apply have tested this tool and heard from candidates directly: 95% responded ‘agree’ or ‘strongly agree’ that they found it to be a fair step of the application process.  

This tool has already been tested with around 14,000 candidates for a variety of roles and experiences relevant for people who are either at university or who have recently graduated.