There isn’t a single ‘make or break’ stage. Our application process is designed to assess potential across multiple touchpoints. We’re interested in candidates who consistently showcase the skills we’re looking for and demonstrate an understanding of how their strengths align with life as a trainee solicitor.

Having said that, I love our assessment centre stage. As our first in-person phase, it’s fantastic to put names to faces and we’re rooting for everyone to succeed! At this point, strong candidates will demonstrate analytical thinking, commercial awareness and collaboration, while remaining authentic.

We run two in-person summer vacation schemes in all four of our UK offices (Birmingham, Exeter, London and Manchester), taking place from June to July. Each scheme lasts two weeks, during which time attendees experience two departments and get involved in real-life work, making a difference from the moment you set foot in the door!

Candidates who apply for a vacation scheme are automatically considered for a training contract based on feedback from their teams.

We recognise the importance of an in-person scheme because, while the recruitment process is there for us to find the best future talent, it’s also for attendees to see whether Trowers & Hamlins is somewhere they could thrive.

We also have a direct training contract application, as we appreciate that not everyone is able to take the time away from work or family to complete a vacation scheme.

We want vacation scheme students to experience genuine trainee-level work wherever possible. Depending on the department, this may include legal research, drafting documents, attending client meetings, reviewing contracts and supporting ongoing transactions or disputes. Attendees in the past have even been published in our newsletters and bulletins!

Our goal is for attendees to leave the scheme with a realistic understanding of the work our lawyers do. To assist with this, candidates experience a mix of carefully curated set exercises and live work, ensuring they gaininsight into the work each department does and what their day-to-day role could look like.

Our recruitment process is as follows:

1. online application form;
2. online strengths-based assessment; and
3. in-person assessment centre.

The assessment centre includes a written exercise, strengths-based interview and group exercise. Summer vacation scheme participants are also assessed through the feedback they receive.

We’re transparent about the skills we’re looking for throughout our recruitment process (the full list can be found on our website). There are no ‘trick questions’. We want people to do their best.

A growth mindset stands out. We’re not looking for the finished product; we’re looking for future potential. A great way to show this is to be genuinely curious. Ask thoughtful questions, show you’re committed to developing in the profession, engage with what you’ve learned about the firm and demonstrate a clear motivation for pursuing a career at Trowers specifically.

Resilience is equally important. At the start of your career, mistakes are inevitable. We’re more interested in how you respond, adapt and grow.

Not being specific enough.

My two main pieces of advice are:

• Take your time. We don’t recruit on a rolling basis.
• Make sure your answer could only apply to Trowers.

For example, saying ‘I’d like to apply because Trowers has a great culture’ doesn’t show off your research. A stronger answer would explain why you think that..

If you’re applying to Manchester, Birmingham or Exeter, show you’ve explored the work, sectors and opportunities in that office. Specificity highlights your genuine motivation.

Absolutely! Some of the most interesting answers I read include non-legal work experience.

We recognise that legal work experience can be difficult to access, particularly for those without existing connections to the profession. That’s why transferable skills matter. Many successful applicants have developed valuable skills through part-time jobs, volunteering, sport, societies, caring responsibilities or other non-legal experiences.

I’d recommend taking time to consider how the work you’ve done relates to the skills that we’re looking for and clearly explain this. It may surprise you how many skills gained from working in retail, for example, can be applied to being a solicitor.

We want to get to know who you are throughout the recruitment process. I’m far more interested in what you learned than in the job title itself!

Yes. We recognise the value that internal talent brings and welcome applications from paralegals and other colleagues within Trowers. This isn’t a prerequisite and internal candidates will be considered alongside those applying from outside of the firm.

ED&I is central to everything we do.

We’re proud to have one of the strongest representations of female partners in the profession, with almost 40% of our partnership made up of women. We also have both a Gender Action Plan and a Race Action Plan to help drive meaningful progress.

We work closely with organisations including Aspiring Solicitors, The Sutton Trust and PRIME, and use contextual recruitment throughout our hiring process because we believe talent is everywhere, but opportunity isn’t always.

We’re also community members of 10,000 Black Interns and have seen the programme go from strength to strength. In 2026, we welcomed sixteen interns across our legal and business services teams, with many going on to secure permanent roles.

Aside from recruitment, Trowers’ employee networks are incredibly active. We have nine networks in total: Allyship; Disability; Gender, Work and Family; International; LGBTQ+; Race, Ethnicity and Heritage; Religion and Belief; Social Mobility; and Wellbeing. Inclusion isn’t a programme at Trowers, it’s part of who we are.

We recognise that people perform their best when they can balance their professional ambitions with their commitments outside of work. We support hybrid working, provide access to a host of wellbeing resources and employee networks, and encourage an open culture where people feel comfortable seeking support when they need it.

At the same time, we’re a client-facing business, and there will be occasions where client needs may require flexibility and commitment. Our culture is built on mutual trust: we support our people to pursue their passions, and in return we expect everyone to take ownership of delivering for clients and colleagues when it matters most.

For first-year students, curiosity is often more important than detailed technical knowledge. It’s good to start thinking at this stage about the different types of law firms.

For final-year students, we’d expect a deeper understanding of the firm and their own motivations for applying. Having done some prior research will ensure attendees get maximum benefit from meeting our representatives, rather than spending time on questions that can be answered on our website.

As a firm driven by innovation, we embrace the potential of AI but value authenticity even more. While we don’t prohibit responsible use of AI, candidates should remember that AI often gives very similar answers to everyone asking the same question. Your application should reflect your unique experiences and voice, as that’s what sets you apart.

Candidates will also be asked to sign an integrity statement for the online assessment.

Every September we run a solicitor apprenticeship programme. This route reflects our commitment to social mobility and opening doors to talented individuals across the UK. At Trowers, we believe that the next generation of solicitors should be made up of brilliant thinkers, no matter their background.

During the first four years of the programme, you’ll complete your law degree. In the final years, you’ll complete the Solicitors Qualifying Examination, all while working at the firm and being exposed to a wide variety of departments.

Strong candidates understand the full breadth of what Trowers & Hamlins offers, looking beyond a Google search. They recognise that we’re a full-service international law firm, advising a unique combination of private and public-sector clients.

They also appreciate the distinctive sector-focused approach that underpins our work. Our lawyers have deep commercial understanding of the industries our clients operate in, helping us build long-term relationships and deliver practical, strategic advice. Strong candidates understand that our presence across the UK and the Middle East creates opportunities to work on complex, high-profile matters with a diverse client base.

Commercial awareness is very important: candidates need to understand that a law firm is a business, and our lawyers advise clients on practical business challenges, not just legal issues.

Our application form asks candidates to explain a recent commercial news story and how it relates to the firm. Strong applicants will discuss a topic that genuinely interests them – it’s far easier to be detailed and authentic this way.

Weaker answers may simply replicate a news headline, without detail, analysis or linking to the firm. We’re far more interested in your thinking than your ability to memorise current affairs.

I’ve just come back from holiday with an armful of crime novels!