Solicitor Apprentice Review

My day-to-day role varies completely depending on what team/seat rotation I am in. Naturally, as a Solicitor Apprentice you are reliant on the willingness of your team to invest the time in you to properly train and allocate workload to you. In my experience this type of work can extend generally from contractual drafting, negotiation, legal research, risk reviews and file management. The more experience you gain in the team expands the type of work and complexity of the work you complete.

The duration of the scheme has been challenging as there is an extensive range of academic and soft skills that you must develop in order to be successful at the firm. Arguably, at the Solicitor Apprenticeship level the most important skills to learn are effective communication and a willingness to work. You must be able to communicate concisely and accurately. This includes academic accuracy but also in relation to your team as to not unnecessarily waste anyone's time and ensure your needs are met. The duration of the scheme means you need to be committed and have effective time management skills. This is to help manage burn out and ensure that you can perform at your best up to qualification. The firm have a lot of resources to help with this but you must be proactive in order to seek them out.

The programme is very rewarding, but it does not go without saying that it is also incredibly demanding. You are expected to perform consistently for the duration of the 6 years from both a professional and academic capacity. Due to the cohort size and 'newness' of the scheme it can sometimes feel isolating across the regional offices in comparison to the dramatically larger trainee cohorts and apprentice cohorts in the London offices. It would be beneficial if greater time and investment was put towards bringing the cohorts together. Another impact of the cohort size and scheme 'age' includes a general stigmatisation that can sometimes be noticed across the firm/industry. Throughout my experience I have found that it unfortunately is not uncommon to be underestimated by being attributed to the 'apprentice' label based on stereotypes and outdated understanding. This can impact work allocation and can make it significantly harder to develop skills when Associates are not properly educated on what the scheme has to offer and how it operates. I think there is more to be done in bringing the rest of the firm up to speed as to how it works. However, for those that are confident and proactive- it is easier to rebut this, develop wider skills as a result and undoubtedly receive some great opportunities offered by the firm. I am generally very pleased with my experience at CMS and believe that some of the opportunities available to Solicitor Apprentices are industry-leading.

As mentioned, the age of the scheme means that there are a lot of gaps when compared against the internal thought/planning structure found in the training contract. For example, I have often found that I have had to chase for training when rotating to a new seat when trainees are immediately enrolled. This can mean that Solicitor Apprentices are immediately hit with a 'knock-back' when new to the firm if they are unaware of who to contact or that these training sessions even exist. It is also common to see that the Solicitor Apprentice label simply does not exist in a lot of firm resources (e.g. you will be referred to as a trainee) which makes it difficult to represent the scheme and rebut some of the stigma that can be found within the industry. I have often found that I have had to personally chase teams to understand important logistics (such as seat rotations) and would otherwise receive no communication. Examples of this include occasions where I have had no outreach from my nominated supervisor and upon contacting them I have been told that they've had no idea that they were supervising me throughout the duration of the seat. This often means that I am having to explain the scheme to them despite the fact they are supposed to be in a supervisory role. This can be concerning particularly when I discuss this with trainees who do not have this experience. The 12 month seat rotations for Solicitor Apprentices is an excellent opportunity to get a taste of the various teams and prepare you for your training contract. Secondments have also been offered to apprentices which is invaluable and definitely shows how the firm can be invested in the scheme. The University of Law is less well managed. It is not uncommon to have virtually no direct tutor contact time throughout the duration of the modules and myself and my peers feel that you are essentially teaching yourself throughout the majority of the course. Examples of poor management include experiences of the University issuing completely incorrect final grade certificates which has cause for major concern as to the level of care that the University has as to academic processes. This has resulted in unnecessary stress that could have be completely avoided.

Lawyers across CMS are generally very approachable and helpful when you reach out for support. Higher managerial levels are also involved and helpful which is important for guidance as a junior. More could be done to tailor support for Solicitor Apprentices as I often feel resources are not produced with us in mind. The firm offers excellent EAP services and the counselling resources have been incredibly helpful in my experience.

There has been an improvement in recent months with the introduction of skills coach check-ins every 12 weeks to help gauge progress. However, from an academic perspective I think there is a lack of effective feedback and resources that take into account the demanding nature of the scheme. Speaking to other Solicitor Apprentices who attend other universities such as BPP has demonstrated that the University of Law has a lack of concise resources that help Solicitor Apprentices with time management.

The degree in itself is useful for hypothetical understanding of the law. However, almost all my knowledge in practice is attributed to my experience at CMS rather than from the University of Law.

CMS have an excellent range of networks that employees at all levels can get involved in. This is incredibly important from a D&I perspective and to help develop softer skills that otherwise may go unnoticed. The firm has been incredibly supportive in promoting business development opportunities and I am often able to attend expensed networking events which hugely promotes accessibility in the industry.

Yes

Industry-leading opportunities for Solicitor Apprentices. Competitive salary. Good quality training. Respectable and invested Partners that believe in the success of the scheme. Good amount of breathing space to allow you to personally develop. Great support resources and policy.

Communicate effectively and concisely. Have confidence and believe in yourself as the scheme is long and challenging. Think about your existing life experience and how you can transfer existing skills into your role at CMS. Your uniquities are often what will make you a desirable candidate- make use of them and think about how they can change your approach to your role.