Interview: Favour – From Paralegal Experience To Securing A Training Contract At Clyde & Co

Hi Favour! Could you please start by giving a brief background on your legal studies and work experience so far?

Hi Hana! So far, I have completed an LLB at The University of Manchester, graduating in 2021. I then completed the Legal Practice Course MSc at The University of Law in Moorgate in August 2022. I have a year of experience in paralegal roles and have also worked part‑time in customer service positions.

Did you face any challenges while taking part in Clyde & Co’s Winter Vacation Scheme and how did you try to stand out as a potential candidate for the firm’s Training Contract?

The biggest challenge was learning how to use my strengths confidently. I went into the scheme with clear goals: network widely, understand the firm’s culture and assess whether I could genuinely see myself practising there. I scheduled coffee chats with lawyers and trainees across departments, which gave me personalised insight into the firm. I enjoyed the experience so much that I felt certain I could fit in.

I also stood out during my Training Contract interview by demonstrating strong knowledge of Clyde & Co’s strategy and business model. I highlighted examples from the scheme that showcased my strengths. Knowing yourself, knowing the firm and backing it up with evidence goes a long way.

Did you apply to many vacation schemes before getting accepted into Clyde & Co’s, and what aspects of your background did you highlight?

I applied to 10 firms, mostly American, and secured 2 vacation schemes: Milbank and Clyde & Co. I focused heavily on my non‑legal work and volunteering because those were my strongest experiences at the time. I used the STARR format in every example and always included Reflection. Reflection is crucial because throughout your TC and even after qualification, you must show what you learned and how you will improve.

What steps did you take to prepare before beginning your Training Contract with Clyde & Co?

I focused on mind, body and spirit. I worked in paralegal roles to strengthen my legal familiarity, exercised more to build resilience and prioritised gratitude and prayer to support my spiritual journey. I built a routine around these three pillars so that when I started my TC, I had structure even during busy periods. I also travelled and enjoyed life before the hard work began.

Can you tell me about your role as Vice President of The Mentors Collective (TMC)? What drew you to the initiative and what support do you provide?

I always said I would give back once I secured a Training Contract because I never had good mentorship during my own TC journey. After accepting my offer with Clyde & Co, I immediately looked for ways to support aspiring solicitors. I found Omar Negm’s LinkedIn post seeking mentors for The Mentors Collective and joined in December 2022. I later led the Mentors Relations Department and helped launch the programme officially in June 2023.

TMC’s structure stood out to me. Instead of assigning mentees to mentors, mentees book sessions based on mentor availability, which allows us to help more people. We support mentees with applications, interviews and assessment centres through one‑to‑one sessions, weekly workshops and resources. These services are extremely popular and genuinely impactful.

You previously worked as a Paralegal at Hausfeld, Hogan Lovells, Mayer Brown and Linklaters. What skills did you develop and how have they translated to your work as a trainee?

I assisted on a wide range of contentious matters, from antitrust to construction. This exposed me to different market practices and gave me insight I would not have gained otherwise. The diversity of work was challenging but rewarding. I strongly recommend paralegal work before starting a TC because the transferable skills and legal knowledge continue to support me now as a trainee.

As a Black woman with varied academic and professional experience, how would you assess Diversity, Equity and Inclusion efforts within the legal profession?

The efforts are good but not good enough. There is still a long way to go in race, ethnicity, social class and gender. Progress has been stronger on gender, but race and ethnicity remain areas where firms struggle.

This is one reason I helped launch TMC. Statistics show fewer people from working‑class, ethnic minority, and state‑school backgrounds in the profession, and a clear resources gap. Many aspiring solicitors from these backgrounds lack access to the tools needed to succeed. TMC aims to bridge that gap. In our last cohort, 80 per cent of mentees reached the assessment centre stage, over 50 per cent secured a vacation scheme or internship, and 28 per cent secured a training contract. We want to continue levelling the playing field.