The recruitment process and applying

Applications for our 2025 training contract programme are now open.

We have transitioned to qualification via SQE and more information about the programme can be found here.

If you would like to make an application, please select the office location of your choice to begin.

Throughout our recruitment process, we measure four competencies. We believe that these encompass the skills and attributes that our colleagues need to in order to be successful in our business:

As part of our Early Talent recruitment, we typically measure the potential to develop these skills. The definitions and indicators that are related to each of these competencies help us to recognise and measure (as best we can) an individual’s potential to develop – we don’t just collect evidence of a certain behaviour in the past.

Our Early Talent recruitment competency framework is the starting point of the behaviours and actions that will be valued, recognised and rewarded at the firm – and these behaviours will underpin your career development at Womble Bond Dickinson (UK) LLP (WBD).

Our recruitment process is designed to put you through your paces, but it’s also about sharing our unique culture with you, so you get a real sense of the firm you might be joining. Take a look below for details on how to apply and what you can expect as you progress through the process. 

1. Application form (21 November 2022 – 28 February 2023)

In the application form, we assess your analytical thinking, communication skills and whether you have the ability to build strong, lasting relationships. We also assess whether you have the ability to adapt and innovate, and whether you have a genuine motivation for the law and our business.

2. High Potential Assessment and Video Reflection (March 2023)

As part of the next stage, you will be invited to complete an online assessment that measures potential and a pre-recorded video interview.
You will be asked 3 questions – and you’ll have an unlimited amount of time to think about what you want to say before you answer. You’ll also have the chance to complete a practice question before starting so that you can understand how the technology and format of the interview works.

This is an opportunity for the graduate team to get to know you a little more, so be yourself, try not to overthink it too much and let your personality shine through.

Click here to try our practice test – this will give you an idea of how the online assessment questions and video interview works.

3. Virtual assessment day (April 2023)

If you’ve been successful in the online assessment and video reflection stage, you’ll be invited to attend a virtual assessment day. This will involve a group and individual exercise, as well as giving you the opportunity to meet people from around our business.

Remember, it’s a two-way process – by the end of the virtual assessment day, you’ll be able to decide whether WBD is right for you – and we’ll have a better understanding of who you are.

4. Work placement week 
(Includes final interview – w/c 5 June or w/c 19 June 2023)

Our placement weeks form part of our recruitment process. Our hybrid placement weeks give you a great insight into our business and the responsibility and quality of work given to our trainees.

The placement week will also involve a strengths-based interview, with two of the WBD team. Again, this is a chance for you to find out more about our business, get a feel for what it would be like to work in our team, and understand if it’s the right place for you.

Please note you must have a degree or be working towards a degree, or equivalent, to be considered for the training contract.

Because we believe that diversity, social mobility and fairness are vital in the way we – and all law firms – recruit trainees, WBD has signed up to the “Association of Graduate Recruiters” Voluntary Code to Good Practice in the Recruitment of Trainee Solicitors. You can read more about what this means for us as a recruiter and for you as a potential recruit here.

We understand that everyone has different needs and requirements, so we’re here to listen to you and support you through the process. Please let us know what you need to have the best possible recruitment experience.

WBD has signed the Sustainable Recruitment Alliance pledge – their purpose is to get organisations to take an eco-friendlier approach to early talent recruitment. As part of this, we will be identifying opportunities to cut waste and make carbon savings and take real and measurable action to ensure the sustainability of anything we do in the early talent space.

Meet our team

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Simon specialises in the development, site acquisition and disposal with particular reference to infrastructure development work.

He leads the firm's energy and natural resources real estate team, which acts on all real estate elements of major energy infrastructure developments, and has extensive experience in project development work for new generation projects in relation to both renewable energy transactions (including investments in numerous onshore and offshore wind, waste to energy, hydro, solar and biomass projects) and CCGT power station and pipeline projects.

Simon has advised on over 60 renewable energy projects and counts many significant private and public companies in the energy sector as clients including Renewable Energy Systems, E.ON, ESBi, Centrica, Vattenfall, Scottish Power and RWE Innogy.

He also has extensive experience in relation to transport and infrastructure projects and hotel and leisure developments.

Simon Hughes

Graduate Recruitment Partner and Training Principal

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Samantha is responsible for the delivery of the overall recruitment strategy and contributing to the wider HR strategy. She takes on leadership for the recruitment team (including graduate recruitment and development) providing support, guidance and mentoring to a team of recruiters and administrators. She also has responsibility for developing and delivering best practice throughout the entire recruitment process ensuring that we recruit and retain the very best talent within the business. Samantha works closely with senior stakeholders to understand their business plans and resourcing requirements.

Samantha has a particular focus on senior business support recruitment, working with directors and other board members to design the appropriate recruitment strategy, identifying the talent pool and selecting the most suitable candidate for the role. Samantha has developed and introduced a successful direct sourcing model within the recruitment team.

Samantha is passionate about graduate recruitment, dedicating much of her time to developing the Womble Bond Dickinson brand and supporting graduate employability initiatives through attendance at careers events and fairs and delivering presentations and skills workshops to students.

Samantha is an Associate Member of the Chartered Institute of Personnel & Development and is also an active member of the Legal Recruiters Forum in Bristol.

Sam Lee

Head of Recruitment

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Helen specialises in graduate development; her role encompasses all aspects of development including delivering and reviewing trainee appraisals, arranging the trainees’ professional training courses and other coaching, coordinating the six monthly seat rotation process and organising trainee secondments. She was previously a fee earner in the insurance litigation team for many years and this experience has proved invaluable when working with trainees and supervisors alike.

Helen also plays a key role in the recruitment of trainees and is involved in all aspects of this from reviewing applications to interviewing and assessing candidates.

Helen enjoys working with various local schools and universities and has been involved in our PRIME programme for a number of years (a Nationwide legal work experience scheme for sixth formers to encourage social mobility).

Positions held by Helen include membership of the Newcastle Law School Advisory Board and of the Career Ready Local Advisory Group.

Helen Marr

Early Talent Development Manager

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Skye is the Early Talent Recruitment Manager at Womble Bond Dickinson.

Skye Fenton-Wells

Early Talent Recruitment Manager

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Keith is the UK Early Talent Recruitment Advisor at Womble Bond Dickinson, a role that encompasses both graduate recruitment and development activities.

Keith spends his time promoting the firm at law fairs, delivering presentations and workshops to students whilst being heavily involved in the recruitment process from application through to selection. He coordinates the assessment days, interviews and work placements, so you may meet him there!

Keith also works on the development programme for our current trainee solicitors, arranging the trainees’ professional training courses and helping to ensure they are prepared for their transition to qualified Solicitors.

He is also the point of contact for our all of our future trainees. He supports them throughout the two years before they join, keeps them involved in various activities around the business and organises their induction and development programme when they join.

Keith Mitchelhill

Early Talent Recruitment Advisor

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Hannah Sharps is the Early Talent Development Advisor at Womble Bond Dickinson.

Hannah Sharps

Early Talent Development Advisor