Navigating Legal Recruitment, Coaching and Career Confidence: An Interview with a Former A&O Graduate Recruitment Manager

Background and early career

She began her career in graduate recruitment, spending five years at BT before moving to Allen & Overy. Although she had never worked in the legal sector before, she was passionate about graduate recruitment and found the transition both challenging and rewarding. Learning legal terminology was new, but the underlying principles of recruitment remained familiar. As she explains, processing high volumes of strong applications was one of the most demanding aspects of the role.

Vacation schemes versus training contracts

She emphasises that the relationship between vacation schemes and training contracts varies significantly between firms. Candidates often assume vacation schemes are easier to secure, but this is not always true. Some firms recruit exclusively from their vacation schemes, while others split their intake. At A&O, “about 50% of our training contract hires” came from direct applications and the other half from vacation schemes. Her advice is to choose the route that aligns with your experience and judgement rather than following assumptions.

What firms look for

She identifies three core qualities that most firms prioritise:

Commercial awareness

This is not about memorising headlines. It is about “processing and engaging with the information,” forming opinions and understanding the political and business context in which law operates.

Motivation

Firms want candidates who demonstrate genuine passion for the profession and understand its challenges. She encourages applicants to avoid generic answers and instead reflect deeply on what personally draws them to law.

Resilience

Setbacks are inevitable. She stresses the importance of learning from feedback, dealing with failure and continuing despite adversity. As she notes, “rejection is common in any competitive recruitment process,” and candidates must not interpret every rejection as proof of inadequacy.

The value of resilience

She believes resilience is developmental. Rejection can strengthen commitment and improve applications. She encourages students to reflect on how they can improve without assuming they made a fundamental mistake. High‑volume recruitment means strong applications are sometimes rejected, and candidates must remember that rejection does not define their potential.

Leaving legal recruitment for coaching

Her decision to leave A&O stemmed from a desire for change and a growing passion for coaching. Mentoring had been “transformational” for her confidence and self‑awareness, and she wanted to empower others in the same way. Although she struggled with confidence herself, she learned that confidence is a skill that can be built through action. Leaving the security of the corporate world was difficult, but she is grateful for the experience and fulfilled by her current work.

Staying connected to law graduates

Although she no longer works in recruitment, she continues to support aspiring solicitors. The reputation of A&O has helped build trust with graduates seeking guidance, allowing her to remain connected to the sector while also working with clients from diverse backgrounds.

Advice for applicants during Covid‑19

She encourages students to stay focused on what they can control. The corporate world is resilient, and so are individuals. She recommends making use of free resources such as virtual internships, webinars and online programmes, while avoiding information overload. Engagement and reflection matter more than constant consumption.

Networking remains essential. She advises students to develop their own style of networking, favouring focused one‑to‑one conversations over large events. Reaching out on LinkedIn or through introductions can build confidence and provide valuable insight.

Virtual networking

With virtual careers fairs and webinars becoming the norm, networking can feel more challenging. She believes the real opportunity lies in proactively contacting specific individuals outside large events. These targeted conversations can lead to insights, confidence and unexpected opportunities. Networking is not only about securing a job; it is also about understanding firm culture, expanding knowledge and stretching your comfort zone.

Conclusion

Her experience across corporate recruitment and coaching offers a clear message: resilience, authenticity and self‑awareness are essential for aspiring lawyers. Whether navigating rejection, adapting to Covid‑19 or building confidence, students should focus on what they can control, engage meaningfully with opportunities and trust in their ability to grow.