This session explored the evolving landscape of early legal careers through the lens of Mishcon de Reya LLP, with insights from Tom Wicksteed, Academy Manager, who leads early careers at the firm. The discussion covered recruitment trends, the growing role of AI, what differentiates candidates, and how training contracts are structured and delivered in practice.

Career Journey and Role

Wicksteed outlined a non-linear path into law, transitioning from accounting and academia into early careers. His role spans the full trainee lifecycle: attracting talent, managing recruitment, supporting candidates through SQE preparation, and overseeing development through to qualification.

The Early Careers Lifecycle

Mishcon’s early careers function is structured around three core stages:

• Attraction: Outreach through events, open days, and engagement with students.
• Recruitment: Vacation schemes, graduate programmes, and solicitor apprenticeships.
• Development: Ongoing support from offer stage through to qualification, including training and pastoral care.

This end-to-end approach ensures continuity and alignment between recruitment and long-term development.

Rising Competition and AI’s Impact

Application volumes are increasing significantly, with Mishcon receiving approximately 5,500 applications for around 35 roles. Wicksteed attributes this partly to AI, which enables candidates to submit more applications efficiently.

However, while AI improves clarity and structure, it has also led to more homogeneous applications. As a result, differentiation has become more challenging, placing greater emphasis on authenticity and individuality.

What Makes Candidates Stand Out

Academic performance and experience remain important, but they are no longer decisive on their own. What distinguishes candidates is their attitude and work ethic, alongside strong communication skills, curiosity, and initiative. Strategic and creative thinking are also increasingly valued.

Rather than simply listing tasks or responsibilities, candidates are encouraged to articulate what they achieved, what they learned, and the impact of their experiences. This shift towards reflective and outcome-focused applications is central to standing out in a competitive market.

AI in Recruitment

Mishcon is piloting AI tools within its recruitment process, including AI-led interviews that probe deeper into Mishcon is actively piloting AI tools within its recruitment process, including AI-led interviews that explore candidates’ experiences in greater depth. This approach enables a more comprehensive assessment of candidates, provides greater opportunity for individuals to showcase their abilities, and reduces reliance on the limitations of traditional CV formats.

Although still in an experimental phase, this reflects a broader shift towards more data-rich and insight-driven hiring processes.

The Vacation Scheme Model

All training contracts at Mishcon are awarded through vacation schemes. These one-week placements immerse candidates in real legal work, supported by supervisors and trainee buddies.

The scheme operates as a mutual assessment process. Candidates gain a clear understanding of the firm’s culture and day-to-day work, while the firm evaluates each individual’s performance, engagement, and overall fit.

Training Contract Structure

Trainees complete four seats across a wide range of practice areas, with access to around 40 different teams. This breadth allows individuals to explore different areas of law before making informed decisions about their long-term career path.

In addition to seat rotations, trainees have opportunities for international secondments, client secondments, and involvement in pro bono work. This structure is designed to produce well-rounded lawyers with diverse and practical experience.

The Role of AI in Legal Training

AI is becoming increasingly embedded in legal practice at Mishcon, supported by firm-wide tools and training. Trainees are encouraged to experiment with these technologies, develop adaptability and digital fluency, and focus on higher-value skills such as client interaction and strategic thinking.

The emphasis is not on technical expertise alone, but on mindset. Curiosity, openness, and a willingness to engage with new tools are seen as essential qualities for modern lawyers.

Retention and Progression

Mishcon reports an average retention rate of 87 per cent over the past 15 years. The transition to newly qualified roles involves an internal application and interview process, with continued support provided throughout.

Key Takeaways

• The legal graduate market is becoming more competitive and AI-influenced
• Authenticity and personal insight are critical in applications
• Early careers programmes are increasingly holistic and experience-driven
• AI is reshaping both recruitment and legal training, but human skills remain central
• Breadth of experience and adaptability are essential for future lawyers