None. The only timed prep is the 15-25 minute current-affairs article reading before the live interview.
None. The interview format is live, synchronous human interaction, not asynchronous recording.
Entirely qualitative and human-led. There is no AI scoring engine, no facial scanning and no keyword-matching algorithm. Partners and HR score against an internal rubric of core competencies and meet to calibrate.
Invitation timing. There is no HireVue or one-way recorded video interview at Slaughter and May. You will never receive an automated video link days after applying. Every application form, CV and cover letter is read by human eyes, specifically members of the Graduate Recruitment team and partners.
Completion window. Applications open in the autumn (typically September) for winter and summer vacation schemes and direct training contracts; the live assessment day is scheduled by email once you pass the human sift.
Retake policy. Not applicable. With no recorded video stage there are no prep timers, recording countdowns or digital retake policies, and no AI camera tracking of eye movement or micro-expressions.
Volume context. The firm receives roughly 2,000 to 3,000 applications a year across vacation schemes and direct training contracts. Rather than cut 60 to 80% via algorithms or video, it screens the written application and invites around 250 to 300 candidates straight to the selection day.
Recent changes. While many Magic Circle and US peers have adopted HireVue or Kira Talent, Slaughter and May has deliberately preserved a traditional, academic, human-led process, believing individuality and independence of thought cannot be captured by an automated grading algorithm.