TCLA Vacation Scheme Applications Discussion Thread 2024-25

[kuuks_]

View attachment 6853

that's from January 31st so i'm assuming it's the test invite

 

[applicationzzzzz]

Has anyone been given a place on Milbank's SVS yet? Also does anyone know how Milbank's AC is marked? Which parts of the application process have the most weight in the decision?

 

[tosin4774]

that's from January 31st so i'm assuming it's the test invite

oh okay my bad. also do you know the score one needs to get to proceed to the invterview phase

 

[kuuks_]

oh okay my bad. also do you know the score one needs to get to proceed to the invterview phase

that's alright. and I don't think anyone has any idea yet. Some people with higher scores have already received pfos so i don't know if it's weighted (so dependent on their test scores) or due to the substance of their application

 

[Chris Brown]

that's alright. and I don't think anyone has any idea yet. Some people with higher scores have already received pfos so i don't know if it's weighted (so dependent on their test scores) or due to the substance of their application

I don’t know what Paul, Weiss are looking for at this point because I saw someone on the forum earlier received a PFO despite having 3 A* at A-level, a first-class degree from a RG and they had even attended the Paul, Weiss Oct open day. 😮

I imagine they’ll want to see 9999 in the SJT or something lmao. 🤣​

 

[trainee4u]

Has anyone been given a place on Milbank's SVS yet? Also does anyone know how Milbank's AC is marked? Which parts of the application process have the most weight in the decision?

The SVS or the SVS?

 

[applicationzzzzz]

The SVS or the SVS?

Haha yes apologies, I was unclear--I mean Summer!

 

[g.cl.2020344]

Haha yes apologies, I was unclear--I mean Summer!

I haven’t heard back post app!! I applied 13th Oct- sometimes I think my early apps seem to be ignored…

 

[bsh]

I don’t know what Paul, Weiss are looking for at this point because I saw someone on the forum earlier received a PFO despite having 3 A* at A-level, a first-class degree from a RG and they had even attended the Paul, Weiss Oct open day. 😮

I imagine they’ll want to see 9999 in the SJT or something lmao. 🤣​

I think it'll be based on a mixture of your test and your app. at the Dec Open Day, Paul said that grades were important of course, but he would consider applications as a whole.

 

[trainee4u]

Hi, hope everyone is doing well ❤️ I have been asked the question

'Please provide three examples (with relevant detail) of how we as a law firm differs from our competitors?' (200 words)

Would I be able to mention how at an Open Day a partner mentioned that they moved from another A&O Shearman as this firm was more collaborative. Or does it need to have more of a legal/client focus rather than cultural/internal?

I think the point is that these things benefit the firm, e.g., collaborative can help get better quality work for clients, nice place to work can mean clients can build relationships with the same lawyers over decades, instead of the firm focusing on poaching other people's talent.

 

[EA95]

View attachment 6853

That was for the amberjack assessment, not AC.

 

[kuuks_]

I don’t know what Paul, Weiss are looking for at this point because I saw someone on the forum earlier received a PFO despite having 3 A* at A-level, a first-class degree from a RG and they had even attended the Paul, Weiss Oct open day. 😮

I imagine they’ll want to see 9999 in the SJT or something lmao. 🤣​

i doubt they want perfect marks because i think everyone who didn't meet their benchmark would have gotten automatic rejections - i don't see why they would take a week to get back especially considering how many apps they probably received. not at all saying that person's application wasn't good but the applications might be a big reason people don't get through.

 

[lala_17]

if a firm hasnt called on the day of an ac (when their policy is day of/next) should i assume pfo email tomorrow?

 

[tosin4774]

that's alright. and I don't think anyone has any idea yet. Some people with higher scores have already received pfos so i don't know if it's weighted (so dependent on their test scores) or due to the substance of their application

becuase seeing all the pfo's made me think I need to be practicing all the time for amberjack assessments. Then again when i do stop practicing if i don't know the benchmark

 

[legal18]

i doubt they want perfect marks because i think everyone who didn't meet their benchmark would have gotten automatic rejections - i don't see why they would take a week to get back especially considering how many apps they probably received. not at all saying that person's application wasn't good but the applications might be a big reason people don't get through.

Hey, just going to post my answer to the first question in response to this. Would appreciate to hear people's thoughts on what went wrong, would be helpful for the next cycle

Paul, Weiss maintains its competitive advantage in three key ways.

Firstly, the firm attracts top-tier talent in practice areas crucial to successful private equity (PE) transactions, such as debt finance and mergers and acquisitions (M&A). High-profile lateral hires such as Neel Sachdev and William Aitken-Davies have been recognised by the IFLR1000, with Sachdev acknowledged as a ‘market leader’ and Aitken-Davies as a ‘notable practitioner.’ These ‘Galáctico’ hires led Paul, Weiss during KPS Capital’s €3.5 billion acquisition of Innomotics from Siemens. Moreover, this commitment to securing the best talent extends internationally; for example, the firm leveraged its ‘best friend’ relationship with Gleiss Lutz in this transaction.

Secondly, this talent is heavily invested in across all levels of seniority. The M&A team has established mentoring pods, comprising two partners and eight associates, providing a channel for guidance. This will extend to the inaugural cohort of ten trainees, with Christopher Sullivan emphasising that mentoring junior lawyers is crucial, as they represent the firm’s next generation and are essential to its organic growth. Notably, what sets Paul, Weiss apart is its holistic approach to development, which goes beyond legal skills. The firm offers monthly coaching sessions in writing and public speaking, with Neel Sachdev benefiting from the latter. Overall, such investment produces highly skilled lawyers, maintaining the firm’s competitive advantage.

Finally, Paul, Weiss offers an excellent client service. At the Paul, Weiss Open Day, Arun Sohan-Pall highlighted the firm’s lean, carefully curated teams that consistently deliver excellence. He contrasted this with his previous experience at a larger US firm, where the quality of service was less guaranteed. Paul, Weiss has a distinctive approach to lawyering, characterised by short, crisp, commercial advice from small, responsive teams.

 

[tosin4774]

that's alright. and I don't think anyone has any idea yet. Some people with higher scores have already received pfos so i don't know if it's weighted (so dependent on their test scores) or due to the substance of their application

also, it would be interesting to see the number of people on this forum that do proceed to the interview phase😄

 

[emma.d]

I think the point is that these things benefit the firm, e.g., collaborative can help get better quality work for clients, nice place to work can mean clients can build relationships with the same lawyers over decades, instead of the firm focusing on poaching other people's talent.

Thank you so much!!!! This is super helpful! If I PMed you my answer to this question when I finished would you be able to take a look at it? No worries if not

 

[trainee4u]

Hey, just going to post my answer to the first question in response to this. Would appreciate to hear people's thoughts on what went wrong, would be helpful for the next cycle

Paul, Weiss maintains its competitive advantage in three key ways.

Firstly, the firm attracts top-tier talent in practice areas crucial to successful private equity (PE) transactions, such as debt finance and mergers and acquisitions (M&A). High-profile lateral hires such as Neel Sachdev and William Aitken-Davies have been recognised by the IFLR1000, with Sachdev acknowledged as a ‘market leader’ and Aitken-Davies as a ‘notable practitioner.’ These ‘Galáctico’ hires led Paul, Weiss during KPS Capital’s €3.5 billion acquisition of Innomotics from Siemens. Moreover, this commitment to securing the best talent extends internationally; for example, the firm leveraged its ‘best friend’ relationship with Gleiss Lutz in this transaction.

Secondly, this talent is heavily invested in across all levels of seniority. The M&A team has established mentoring pods, comprising two partners and eight associates, providing a channel for guidance. This will extend to the inaugural cohort of ten trainees, with Christopher Sullivan emphasising that mentoring junior lawyers is crucial, as they represent the firm’s next generation and are essential to its organic growth. Notably, what sets Paul, Weiss apart is its holistic approach to development, which goes beyond legal skills. The firm offers monthly coaching sessions in writing and public speaking, with Neel Sachdev benefiting from the latter. Overall, such investment produces highly skilled lawyers, maintaining the firm’s competitive advantage.

Finally, Paul, Weiss offers an excellent client service. At the Paul, Weiss Open Day, Arun Sohan-Pall highlighted the firm’s lean, carefully curated teams that consistently deliver excellence. He contrasted this with his previous experience at a larger US firm, where the quality of service was less guaranteed. Paul, Weiss has a distinctive approach to lawyering, characterised by short, crisp, commercial advice from small, responsive teams.

This is a good answer apart from the second clause in this sentence

"The firm offers monthly coaching sessions in writing and public speaking, with Neel Sachdev benefiting from the latter. "

I'm not certain what you are trying to express there but I assume Neel Sachdev, who in the previous paragraph you've said is a high profile lateral hire, stated that he found it useful. It would therefore make sense to say something like "public speaking. Lateral hires such as Neel Sachdev have expressed how beneficial they find these sessions."

At present it reads a bit oddly as it's not quite clear why you're mentioning one specific person when presumably many will have benefited

 

[Wannabe_Lawyer]

Just needing a bit of closure wrt to my Paul, Weiss PFO, so that I can move on with my life.

Did everyone's rejection email say:

"We encourage you to apply again in the next cycle, which will open in September.

Thank you once again for your interest in Paul, Weiss. We wish you the very best in your future endeavours and look forward to the possibility of receiving your application next year."

 

[NCTC2025]

Hey, just going to post my answer to the first question in response to this. Would appreciate to hear people's thoughts on what went wrong, would be helpful for the next cycle

Paul, Weiss maintains its competitive advantage in three key ways.

Firstly, the firm attracts top-tier talent in practice areas crucial to successful private equity (PE) transactions, such as debt finance and mergers and acquisitions (M&A). High-profile lateral hires such as Neel Sachdev and William Aitken-Davies have been recognised by the IFLR1000, with Sachdev acknowledged as a ‘market leader’ and Aitken-Davies as a ‘notable practitioner.’ These ‘Galáctico’ hires led Paul, Weiss during KPS Capital’s €3.5 billion acquisition of Innomotics from Siemens. Moreover, this commitment to securing the best talent extends internationally; for example, the firm leveraged its ‘best friend’ relationship with Gleiss Lutz in this transaction.

Secondly, this talent is heavily invested in across all levels of seniority. The M&A team has established mentoring pods, comprising two partners and eight associates, providing a channel for guidance. This will extend to the inaugural cohort of ten trainees, with Christopher Sullivan emphasising that mentoring junior lawyers is crucial, as they represent the firm’s next generation and are essential to its organic growth. Notably, what sets Paul, Weiss apart is its holistic approach to development, which goes beyond legal skills. The firm offers monthly coaching sessions in writing and public speaking, with Neel Sachdev benefiting from the latter. Overall, such investment produces highly skilled lawyers, maintaining the firm’s competitive advantage.

Finally, Paul, Weiss offers an excellent client service. At the Paul, Weiss Open Day, Arun Sohan-Pall highlighted the firm’s lean, carefully curated teams that consistently deliver excellence. He contrasted this with his previous experience at a larger US firm, where the quality of service was less guaranteed. Paul, Weiss has a distinctive approach to lawyering, characterised by short, crisp, commercial advice from small, responsive teams.

I'm no expert but the third para sounds a bit surface level and can be said about many other firms. The last sentence of the second para is similarly underdeveloped as saying the monthly coaching sessions 'produces highly skilled lawyers' doesnt really draw it back to your point. Maybe specify how the monthly coaching in writing and public speaking could improve the service lawyers provide to their clients, attracting repeat mandates?

First para is clearly well researched but maybe specifying that Paul, Weiss' emphasis on lateral hires in the PE sector makes them a go-to advisor for PE houses, establishing a competitive advantage and setting them apart from other firms, would better link the response to the question!

(I really like your writing style!)