Back to Ashurst guide

Ashurst · Assessment Centre

Ashurst Assessment Centre Prep

Ashurst's assessment centre is the final round. About 4 to 6 hours (a half or full day). of back-to-back interviews, case work and exercises with senior staff. Below: what the day looks like, what each exercise tests, and how to rehearse the full sequence before you walk in.

Practise for Ashurst

Freeno card

Start practising on Intervyo. Free tools, scored feedback, no payment.

  • CV Checker, scored against Ashurst
  • HireVue practice, AI-scored
  • Live AI mock interviews with Vyo
  • Psychometric tests in real formats
  • Application Tracker
Start practising free
Every interview stage, with AI feedback
Upgrade any time, no commitment

The day

What the Ashurst assessment centre actually looks like

The final hurdle, after the application screen, the online assessments and the live first round.

Duration

About 4 to 6 hours (a half or full day).

Cohort

Typically 6 to 12 candidates.

Conversion

Roughly 20-30% of attendees secure a training contract or vacation-scheme place.

Format. Exercise-driven, not back-to-back interviews like a US superday. In person at the London Fruit & Wool Exchange (1 Duval Square, London E1 6PW) or virtual via Zoom or Microsoft Teams breakout rooms.

Decision timing. Assessors debrief immediately after the exercises, but candidates usually receive outcomes by phone or email within 3 to 7 working days.

The schedule

Hour-by-hour: the Ashurst assessment centre

What you do, when you do it. Built from past attendee accounts so you know what is coming and can pace yourself.

  1. 09:00

    Arrival and registration at ground-floor reception; Graduate Recruitment greets the cohort and escorts them to a waiting room or boardroom.

  2. 09:15

    Welcome and briefing: an introductory presentation outlining the schedule, introducing assessors and setting a supportive tone.

  3. 09:30

    Written exercise and case study prep: a 60-minute individual task analysing a commercial information booklet and drafting a structured business report or memo.

  4. 10:30

    Comfort break to stretch and reset before the interactive elements.

  5. 10:45

    Group exercise: teams of 4-6 discuss a commercial problem, negotiate conflicting priorities and present a unified strategy to observing partners and associates.

  6. 11:45

    Competency and partner interview: a 1-on-1 or 2-on-1 covering your application, motivation for law and Ashurst, and competency scenarios.

  7. 12:45

    Unassessed lunch with current trainees, a genuine break to ask candid questions, though basic professional etiquette is expected.

  8. 13:30

    Departure; candidates are escorted to reception, with offers and feedback in the days that follow.

The exercises

What each assessment centre round tests

Each exercise has its own scorecard. Consistency across all of them, not heroics in any single one, is what produces offers.

Written exercise and case study

Format. An individual written task from a bundle of documents with financial figures, market trends and stakeholder views, producing an executive business report or memo to a partner or client.

Duration. 60 minutes

Panel. Invigilated by a member of Graduate Recruitment; completed in silence.

Assessed on. Written communication, time management, synthesis of complex information, commercial reasoning and attention to detail.

Typical scenarios. Advising a local authority on whether to invest in a green energy project such as a wind farm, or evaluating an acquisition target for an infrastructure conglomerate.

Common failure modes. Mismanaging time so recommendations are rushed or omitted, or focusing on legal statutes rather than practical commercial risks and returns.

Tactical advice. Spend about 15 minutes skimming and sketching a layout, 40 minutes writing with bold headers, bullets and an Executive Summary at the top, and 5 minutes proofreading.

Group exercise

Format. A collaborative discussion where each candidate is often assigned a stakeholder perspective or objective that conflicts with others.

Duration. 45 to 60 minutes

Panel. 4 to 6 candidates, observed silently by 2 to 3 partners or senior associates taking notes.

Assessed on. Collaboration, active listening, commercial negotiation, teamwork and advancing the task under time constraints.

Typical scenarios. Allocating a fixed corporate budget across competing international expansion projects, or resolving operational disputes within a joint venture.

Common failure modes. Dominating and cutting off others, or staying silent and adding no analytical value.

Tactical advice. Bring quieter candidates in ('We have not heard from Chloe yet, what are your thoughts on the financial risk?') and offer to be the informal timekeeper so the team concludes on time.

Competency and strengths-based interview

Format. A structured 1-on-1 or 2-on-1 interview.

Duration. 45 to 60 minutes

Panel. A partner with a Graduate Recruitment member, or an associate.

Assessed on. Motivation for commercial law, firm-specific knowledge, resilience, problem-solving and professional integrity.

Typical scenarios. Standard competency questions plus situational queries such as handling conflicting deadlines.

Common failure modes. Generic 'why Ashurst' answers that fit any Silver or Magic Circle firm, or waffling through examples without stating your personal contribution.

Tactical advice. Use STAR with the Action making up about 70% of the answer, using 'I' rather than 'we' to detail your exact steps.

Lunch and coffee chat with trainees

Format. An informal networking session over lunch.

Duration. 30 to 45 minutes

Panel. Candidates and 2 to 4 current trainees; no partners or recruiters present.

Assessed on. A genuine, unassessed break, though extreme lapses in professionalism can be fed back to recruitment if behaviour violates firm values.

Typical scenarios. Casual conversation about seat options, secondments, work-life balance and life in the London office.

Common failure modes. Treating it as a competitive arena by out-interrogating other candidates, or dropping your professional filter entirely.

Tactical advice. Relax and gather authentic detail; ask about the trainee's current seat, the office-versus-remote balance, and the reality of working with Ashurst Advance.

The scoring

How Ashurst scores the day

A criteria-led matrix scoring candidates 1 to 5 across Commercial Insight, Analytical Excellence, Communication and Influence, Collaboration, and Drive and Resilience.

Aggregation. Each exercise is scored independently and compiled into a master sheet, weighted roughly: Written Case Study 30%, Group Exercise 25%, Partner Interview 35%, and overall consistency 10%.

Veto mechanic. An isolated dip (for example a 2 in the written exercise from poor time management, with 4s and 5s elsewhere) need not sink you, but a fundamental behavioural red flag such as aggression in the group or a total lack of motivation in the partner round leads to immediate rejection.

Senior-round weighting. The partner interview carries the most weight at around 35%.

Consistency check. Conduct is judged across all sessions, including the briefing and interactions with Graduate Recruitment staff, not just the assessed exercises.

Decision timing. Outcomes are delivered by phone or email within 3 to 7 working days.

The simulator

Rehearse the full assessment centre, end to end

Rehearse the assessment centre free on Intervyo. Multi-stage scenarios mirror the real day's exercises in order, case work, technicals, behavioural rounds, lunch.

  • Full-day simulation. 4 back-to-back rounds in the order Ashurst actually runs them.
  • Per-round scoring. Each exercise scored independently, then aggregated to a verdict. Same way the real day works.
  • Fatigue calibration. Rounds compound in difficulty. Practising the full sequence exposes the late-day drop-off most candidates miss.
  • Detailed debrief. After the simulation, a written debrief covering what would have got you an offer, what would have lost it.

Why candidates fail

How candidates lose the Ashurst assessment centre

Specific failure patterns drawn from past attendee accounts. The day is a marathon, not a sprint, and most failures are about consistency across panels.

  1. 1

    Fading energy in the afternoon

    Starting strongly but losing focus or energy by the final interview block of a gruelling day.

  2. 2

    Behavioural inconsistency

    Being polished with partners but cold or checked-out during briefings or with Graduate Recruitment staff.

  3. 3

    Dominating the group exercise

    Mistaking leadership for speaking the most, interrupting others or pushing your own agenda aggressively.

  4. 4

    Going silent in group settings

    Over-correcting for fear of dominating and failing to contribute, leaving assessors nothing to score.

  5. 5

    Failing the 'so what' commercial test

    Describing data without its business impact; writing 'Company X has £50m in debt' without explaining why that affects the transaction.

  6. 6

    Lacking partner-level questions

    Ending the interview with generic questions answerable on the website, signalling shallow interest.

What works

What separates candidates who get offers

Concrete moves drilled by candidates who clear the day, drawn from accounts of recent offer-holders.

  • Three anchor stories drilled cold

    Three multi-faceted stories from work, societies or sport, adaptable to almost any competency question.

  • The executive-summary habit

    In the written exercise, state the final recommendation within the first three sentences to show clarity of thought.

  • Ashurst-specific touchpoints

    Reference a transaction where Ashurst advised on a specific angle, such as advising the lenders on a major UK offshore wind project, tied to its tier-one infrastructure reputation.

  • Structured pro-and-con delivery

    Use frameworks on the spot: 'I look at this through three lenses: financial risk, reputational impact and long-term regulatory change.'

  • Active listening in group work

    Validate others before building: 'That is an excellent point on the supply chain, James; building on it, we should consider the Q3 cash-flow impact.'

From past attendees

How recent Ashurst candidates handled the assessment centre

Anonymised accounts from offer-holders. Preparation, the day itself, what worked, what did not.

Direct Training Contract, London office (passed)

Prep. Focused on a professional business-memo layout for the written exercise.

Experience. Analysed a 15-page packet on a renewable-energy procurement strategy, leading with an executive summary. In the group exercise, two candidates tried to take over, so focused on tracking time and bringing in a quieter candidate, which the observing partners noticed. The partner interview felt like a conversation about business trends; asked about integrating generative AI through Ashurst Advance.

Outcome. Received the offer call four days later.

Summer Vacation Scheme, virtual Assessment Centre (passed)

Prep. Knew the recruiters look at the total score across all exercises.

Experience. The written task required quick reading; spent too long reading and had to rush the conclusion, which caused a panic. Reset before the interview, where the partner asked tough situational questions about handling an unhappy client, answered honestly with STAR.

Outcome. Secured the vacation-scheme place despite a rocky start in the written round.

Ashurst quirks

Things only true of the Ashurst assessment centre

Format conventions, debrief mechanics, and unwritten rules that come up across cycles. These do not appear on the careers site but they shape the day.

  • Ashurst Advance integration

    Unlike firms that treat legal tech as a background operation, Ashurst builds Ashurst Advance into its case-study expectations. You are expected to know how legal project management, document automation and near-shore resource centres like the Glasgow hub deliver cost-effective client solutions.

  • Focus on real assets and infrastructure

    Ashurst's case studies reflect its reputation in infrastructure, energy and real assets, frequently using asset-heavy, long-term project finance or infrastructure-development scenarios rather than a generic public M&A tech acquisition.

On the day

Six moves that decide the offer

  1. 01Three anchor stories, drilled cold. Prepare three stories that demonstrate multiple competencies each. Reuse them across the day. You will hit the same scorecard line items from different angles.
  2. 02Reference Ashurst in every round. Specific deals, named partners, division-level detail. The candidates who do this signal preparation in a way generic ones cannot fake.
  3. 03Treat lunch as assessed. It is. The senior staff at the table are scoring presence, small talk and substantive questions. Have two ready.
  4. 04Stay sharp in the late rounds. Most candidates fade after the third hour. The few who keep energy and structure into the partner round are the ones who get offers.
  5. 05Have two questions per interviewer. Specific to their role, not generic. Ashurst interviewers compare notes; "what is the firm culture like" five times in a row gets noticed.
  6. 06Send a thank-you note. Short, specific, within 24 hours. Reference something each interviewer said. Most candidates skip this; the offer rate among those who do it is materially higher.

FAQ

Ashurst Assessment Centre questions, answered

Does Ashurst cover travel to the London office?

Yes. The firm reimburses reasonable travel (standard-class UK rail) for candidates invited to an in-person Assessment Centre; retain all receipts and submit a claim form.

Will the firm pay for hotel accommodation?

If you are travelling from a significant distance (typically over 2 hours outside London) with an early start, Graduate Recruitment can arrange and cover an overnight stay nearby.

What is the dress code?

Professional business formal: a well-fitted suit and smart shoes, or a business suit, smart dress or formal separates.

Are dietary requirements catered for at lunch?

Yes. Graduate Recruitment sends a logistical questionnaire beforehand where you can specify dietary requirements, allergies or halal/kosher preferences.

How do I request adjustments under the Equality Act?

Disclose disabilities or request adjustments (extra time for the written exercise, font adjustments, step-free access) on your invitation form. Requests are handled confidentially and do not affect your evaluation.

What should I bring?

Photo ID for security, a pen and a notepad. The firm provides writing materials and devices where needed, but your own pen helps for drafting notes.

What items are restricted?

Personal smartphones, tablets and smartwatches cannot be used during timed exercises and must be switched off and stored.

Does Ashurst sponsor visas for international candidates?

Yes. The firm offers Skilled Worker visa sponsorship for those who secure a training contract, subject to current UK Home Office requirements.

Are results shared by phone or email?

Offers are almost always delivered by a phone call from a partner or Graduate Recruitment. Rejections are typically by email, with an option to request telephone feedback.

The other rounds

The rest of the Ashurst process

Practise each one free on Intervyo.

HireVuePsychometric TestsLive Interview

Practise free

Rehearse the Ashurst assessment centre free

Practise every stage on Intervyo with AI-scored feedback: HireVue, psychometrics, live mock interviews, and CV. Free to start, no card required.

Start practising free

Free tools, upgrade any time

Intervyo is not affiliated with or endorsed by Ashurst. Exercise details are sourced from past attendees and the firm's published guidance; verify on the firm's careers site before attending. Sector: Commercial Law.

Ashurst

Practise free

Start free