Linklaters Assessment Centre Prep

Competency and strengths interview

Typical scenarios. 'Why Linklaters over our Magic Circle peers?', 'Tell me about a time you had to pivot your approach due to unexpected information', or managing a conflict within a high-performing team.

Common failure modes. Overly rehearsed generic answers, failing to explain why Linklaters specifically, or unstructured, rambling behavioural responses.

Tactical advice. Use the STARR framework with Action and Reflection making up around 70% of your answer, and link reflections back to how the trait serves a Linklaters trainee.

Written case study and e-tray

Typical scenarios. A trainee dropped into a fast-moving acquisition where red flags emerge: a pending environmental lawsuit, a key change-of-control clause, or conflicting financial figures. You write an email prioritising risks and proposing next steps.

Common failure modes. Spending 45 minutes reading and only 15 writing, failing to structure the email, or summarising the facts rather than analysing the commercial implications.

Tactical advice. Read no more than 20-25 minutes, skim for the macro objective first, then draft with clear headers, bullet points and an executive summary. Always state the risk, its commercial impact and a proposed mitigation.

Partner and managing associate interview (case-study debrief)

Typical scenarios. The partner pulls up your written email and challenges it ('you advised renegotiating on this liability, but what if the seller walks away?'), and may test baseline mechanics like warranties versus indemnities.

Common failure modes. Becoming defensive when challenged, digging into an untenable position out of stubbornness, or failing to admit when you do not know an answer.

Tactical advice. Treat it as a collaborative working session. If the partner flags a flaw, acknowledge it and adapt: 'that is a fair point, and I see how it changes the risk profile; in that case I would mitigate by...'. They are testing coachability.

Group exercise (some cycles)

Typical scenarios. A set of investment options or competing client demands, often with each candidate assigned a stakeholder, requiring a unanimous consensus on allocating a budget within a tight deadline.

Common failure modes. Dominating and cutting others off, going silent because your point was taken, or letting the clock run out with no conclusion.

Tactical advice. Advance the group's objective rather than winning your point. Act as the synthesiser: summarise viewpoints, bring quieter candidates in, and watch the time.

Training contract candidate, London office (passed)

Prep. Planned a tight triage routine for the written case study.

Experience. A hybrid AC with an information pack on a technology acquisition: financial spreadsheets and data-privacy memos. Spent exactly 20 minutes triaging and noted three primary risks (a GDPR investigation, developers lacking IP assignments, a restrictive debt covenant), structuring the email with bold subheadings and a trainee action plan. In the partner interview, held ground respectfully on why the IP issue was material, since the value lay in the proprietary code.

Outcome. Received an offer three days later.

Vacation scheme candidate, direct track (passed)

Prep. Prepared strength-based prioritisation answers.

Experience. The HR round was fast-paced and conversational, with split-second prioritisation questions ('a 5pm partner deadline but an urgent 4:30pm task from an associate'). Answered around clear communication and managing expectations. In the group exercise, two candidates talked over everyone; instead of competing, waited for a pause, summarised their points, linked them and invited a quieter candidate to contribute.

Outcome. Received the vacation scheme offer that Friday.