CMS - True Picture

CMS UK training contract review 2025 

The Firm  

For prospective trainees taking an interest in CMS, one of the first things you’ll notice is the firm’s ‘law-tax-future’ tagline. There’s no doubt that it’s a big part of how the firm markets itself, but contrary to what you might expect, an interest in tax law isn’t a prerequisite at CMS. In fact, the firm’s offering is extremely broad. From region to region, CMS has so many Chambers UK rankings that it would be impossible to list them all. So, to highlight just a few, CMS bags top rankings in real estate litigation, professional negligence, environment & climate change, IT & outsourcing, and pensions in London, as well as projects, retail, pensions litigation and hotels & leisure nationwide. In Scotland too, the firm is acknowledged for its construction offering: “I would describe us at being at the top of the market in terms of our clients, the work we do and the national and international opportunities we give our trainees,” Eleanor Lane, who oversees the training programme in Scotland, tells us.  

“Part of the attraction was that the work you would do would be international…”  

On that note, it is the international element at CMS that proved the biggest draw amongst our interviewees: “Part of the attraction was that the work you would do would be international, not just UK or regional focused,” one trainee told us; “I’ve worked with multiple international offices, it’s quite nice to be part of that network.” CMS boasts over 80 offices in more than 40 countries, making it a true giant of the global legal landscape. London houses the largest number of trainees, with the rest more or less evenly split between Bristol, Edinburgh, Glasgow, Sheffield/Manchester and a handful in Aberdeen and Liverpool. At the time of writing, Reading didn’t take on trainees. When it comes to firms of this scale, it often comes with a reputation for less client contact. Not so at CMS. Michael Cavers, who oversees the training contract in England, emphasises that “we’re keen to get trainees in front of clients,” and not just via secondments; “we do client visits as part of our academy – the development programme for our future trainees.” 

The Seats 

When they first start, trainees are asked to rank seven seats they’d like to do in order of preference. “Apparently, as you go through your training contract, you'll get higher priority; they also look at if you've got your first preference previously,” to try to keep it fair. Secondment opportunities are one feature that really sets CMS apart from the crowd. From their second seat onwards, trainees have the chance to go out to several big-name companies. Examples of current client secondments include the Premier League and major banks and we heard Warner Bros. Discovery was particularly popular. Generally, trainees submit a CV before an interview. One trainee told us that a client secondment “was really good in terms of seeing how a client operates internally and seeing what they want from their external legal counsel.” International secondments are also on offer with some trainees from the current crop jetting off to Singapore, Dubai, Budapest, Mexico City, Prague and Hong Kong. 

“It’s probably the best first seat you can do, it gives you a good overview of the different teams in our firm.” 

Corporate transactions is one of the firm’s largest departments, having roughly 250 lawyers in the UK alone. We heard the department is divided into teams, each focused on a different sector (and, interestingly, each named after a river!). Trainee tasks varied a fair bit depending on the team and the stage of the transaction, but some sources described a lot of drafting, while others did more project management, admin tasks and helping on post-completion work. “If you can give a well-reasoned justification,” one told us, the firm are open to placing trainees in a team of their choice. Since each team deals with different sectors, trainees can put themselves forward for an area of personal interest, such as the tech and media team, which handles a lot of sports-related work. As one trainee put it: “It’s probably the best first seat you can do, it gives you a good overview of the different teams in our firm.” The reason for this is that trainees here manage due diligence for a number of different teams, making it “a good entry point for working in a commercial law practice.” In one recent matter, the firm advised SSE, the National Grid and Scottish Power on the joint venture aspects of two new electricity cable projects in the context of the UK’s transition to net zero. In fact, it’s also a handy example of where the corporate department’s work often overlaps with the firm’s work in other sectors, given that CMS has a strong energy practice. 

Litigation/arbitration is another of CMS’s larger teams. The department covers a wide range of disputes; defamation, reputation management, media, employment and fraud all fall under this umbrella. The firm serves on the legal panel of Reach Plc, the UK’s largest commercial publisher with national brands OK!, the Daily Express and The Mirror, and works with a number of local news outlets across the British Isles and even some US publications. Trainees reported drafting witness statements and emails to clients, liaising with counsel, collating documents for counsel and bundles for filings, and doing document reviews. Compared with other seats, one trainee explained that “I probably worked on more matters, but they tended to be smaller.” Having direct contact with clients during this seat was also a highlight for our interviewees. We heard the department is busy but the “hours are significantly better than in corporate.” 

On the contentious side of the coin, the infrastructure, construction and energy disputes (ICE disputes) team offers a good mix: “I loved it. I liked the international side of it and the technical side,” said one source. As far as these kinds of cases go, “construction and energy disputes tend to centre around delay and/or defects,” one trainee told us, “so you get into the detail.” In one recent matter, CMS advised on the completion of a remediation agreement to resolve issues arising from the use of potentially dangerous RAAC concrete in the construction of Preston Lodge High School in East Lothian. The use of the substance continues to make headlines, as it’s still being found in schools, prisons and former council houses, making it a matter of great public interest. Typical trainee tasks included helping with exhibits, file submissions, research for expert reports and witness proofing sessions.  

“It’s always nice as a trainee to have that direct contact and progress through the matters from start to finish.” 

CMS’sreal estate transactionsgroup is split into five sub teams, each with their own focus. For example, the energy team does a lot of work related to leases and transfers of substations. The group was recently involved in advising DIF Infrastructure Partners on the development of seven solar and battery co-location projects in the UK. Elsewhere, the team also advised TikTok on its pre-letting of a new 140,000 square-foot office space at 150 Aldersgate Street in London. We heard teams also do “some general asset management work, and that’s basically working on leases and licenses for shopping centres,” as well as other types of property like schools and care homes. Generally, they handle smaller lettings or purchases where the deals take a few weeks, so trainees get to see transactions through to the end. One source told us: “You manage those work streams yourself independently. It’s always nice as a trainee to have that direct contact and progress through the matters from start to finish.” Trainees begin the seat with “more admin-type tasks” and progress on to drafting leases, doing mark-ups and being opposing counsel. 

Another team that sits as part of the broader real estate umbrella is planning. As one trainee clarified: “It’s part of the real estate team, but its own team; we have our own work streams.” Within planning “the group sort of operates in one UK-wide team,” another told us, “there’s no distinction in that way; you can get work from a partner in Scotland.” In particular, we heard Liverpool, Manchester and Sheffield “work quite closely as a One North department.” This One North team work on planning projects across the UK. In one recent example, the group secured planning permission for Project Oriel, a new hospital and research centre in London that will house the NHS’s new Moorfields Eye Hospital and UCL’s Institute of Ophthalmology. We heard the work is “largely advisory” with contentious and transactional elements. On the transactional side, trainees “help out” with corporate and real estate due diligence. Besides that, typical trainee tasks include research, drafting reports and getting involved in litigation through judicial reviews: “We do a lot for big real estate deals and housing developments. Biodiversity net gain was a big thing when I was in the seat too.” Additionally, “there's a huge environment, energy and infrastructure side.” 

Trainee Life 

Working hours varied quite a bit between seats. As is often the case, trainees reported that corporate often came with the longest hours. Trainees here reported often staying until 7:30pm or 8pm with some very late nights during busy periods. In other seats, trainees tended to leave at 6pm or 7pm, sometimes working later in the lead up to a trial or completion. Sources described their salary as “fair,” although some felt there was too large of a pay gap between London and regional offices.However, some trainees felt they had a higher level of responsibility in the regional offices, so there’s pros and cons to each. 

“…there’s a big cohort of trainees you'll get to know if you do the SQE, so it’s easy to set up a group chat with the others.”  

Naturally, the social life of the firm varied between the offices. We heard most social events are organised by teams and some are more active than others. In London, “there’s a big cohort of trainees you'll get to know if you do the SQE, so it’s easy to set up a group chat with the others.” The firm hosts a summer party in London which regional trainees also attend. Several teams also have an away day once a year, where the afternoon is dedicated to social activities like axe throwing and chocolate making, often followed by a dinner and a night out. Sometimes these away days are abroad in another location where CMS has an office.The London office has “lovely views over the City” from its perch on top of Cannon Street station. But it might just be outdone by the Edinburgh office, which looks out on the castle! We heard the London office “feels more intense” compared to the regional offices and that “Sheffield has more of a relaxed environment.” The Manchester office is smaller than the one in Sheffield, so trainees felt it was easier to “break in” to the social side in the former, as there are more new starters there. Also worth a mention is the fact that there are One North socials for trainees in these offices to get together too.  

When it came to remote working, training principal for ScotlandEleanor Lane tells us that “there’s a rule of thumb that you should do half your time in the office,” and “I find that when you go into the office it’s the trainees who are in, because they want to see each other.” Training principal for the English cohort, Michael Cavers, adds: “People like going in, we haven’t had to think about mandating office time.” Our trainee sources very much confirmed this, but also told us that some teams do monitor office attendance, whereas others were more relaxed. One trainee told us: “I like to come in, it’s a good environment, it allows it you to focus.” 

“In the more specialised departments with fewer staff” trainees can have a partner as a supervisor. Generally, we heard that supervisors were happy to answer any questions trainees had and overall provided high levels of support: “They’re keen to develop you in a way that makes you a good associate.” We heard that in larger departments, like litigation and corporate, there are formal training programmes, whereas smaller departments with only a few trainees tended to have sessions that were more informal. The general consensus was that regardless, there’s plenty on offer: “I don't personally think there's been any situation where I’ve felt like I’ve needed more training.” What’s more, trainees in London can work with the Islington Law Centre. An email is sent round with other pro bono and volunteering opportunities such as planting trees and catering to homeless people in Whitechapel. Outside of London, trainees volunteer with Chapter One to offer reading support to children, an opportunity which one interviewee found “rewarding.” “CSRis also a really big thing for the firm,” another told us, and we heard some teams take advantage of the quieter periods to do team building.  

Come qualification time, trainees in some teams have a few weeks to submit a CV, cover letter and their reviews from appraisals, before interviews are scheduled “very quickly” and take place soon after. Other teams require applicants to do a written assessment and interview with the partners. Trainees felt there was more competition in London than in Scotland and the North, mostly due to the City’s larger trainee cohort, with more people vying for popular seats such as corporate and tech & media. In 2024, the firm retained 71 of 97 trainees.

How to get a CMS training contract

Applications open: 30 September 2024

Applications close: 5 December 2024 for regional and London training contract

Insight Programme deadline: 5 January 2025

Recruitment process

The recruitment process at CMS is designed to get to know you better as an individual. The firm receives 3000+ applications for its undergraduate programmes. The application form is straightforward - as well as providing basic information such as academics and work experience, applicants must also give written answers to three questions about the business of law and how it is changing. These questions are imperative in distinguishing between strong candidates who have a genuine interest in the firm, and the Emerging Talent team advise: “Look at our core competencies and what we’re looking for in our people and consider these in your answers, and indeed throughout the application form. This is your chance to stand out – we’re looking to recruit for future potential. We’re seeking innovative thinkers, for candidates that align to our core values, understand the business and are commercially aware. We want candidates to have done their research on the firm, to have a passion for what we do and how we can do it better.” 

Next, applicants complete an online critical reasoning test. There’s a practice test available on the CMS website for candidates to utilise as many times as they wish, with the aim being that is helps them become familiar with the types of questions that are asked in a timed environment. However, it is important for candidates to practice from a broad range of sources and really try to familiarize themselves with the process. The aim of the exercise is to test the innate critical thinking skills required as a lawyer, and whilst it’s true these can’t be learned, learning how to think in the test environment is key, and this can make all the difference between passing the test and falling below their benchmark. 

Having reviewed and scored applications along with the critical reasoning test, successful candidates will progress to a video interview. “Think of this and prepare for it like it is a face-to-face interview. Unlike the earlier stages of the process, this gives us a chance to get to know you and get a feel for your interpersonal skills. Again, practice is key, so make sure you have recorded yourself answering set questions and are comfortable in that environment. When the time comes to record, ensure that you will not be disturbed when you are doing the video interview. Take a deep breath and think about the question in the time you have before answering.” 

Assessment day 

Candidates that are successful will be invited to a face-to-face assessment day, details of which will be provided nearer to the time. Inevitably, research and knowledge of the firm and the broader commercial landscape, as well as an understanding of a candidates own skill set will prove invaluable throughout the assessment process. “We want to see how candidates think in practice, how they interact with one another and how they are able to demonstrate their skills. We are not looking for an in-depth knowledge of the law, but for individuals who are adaptable and can flex their skills across multiple problem-solving tasks and who have good learning agility.” It’s not just a one-way street, however, as the firm explains, “we want candidates to get a feel for the culture of the firm and walk away feeling like this is the firm for them.” 

Insight Programme

If you are interested in a career in law and want to know what life is really like at a future-facing global law firm, researching online is one thing. However, trying it for yourself is completely different – and that’s the purpose of this programme.

Whatever your background, the programme’s blend of practical work experience, skills sessions, trainee shadowing, and networking will build your knowledge and your contacts in equal measure. You will be invited to social events, lunches, and coffee networking where you’ll get to meet representatives from across the firm.

Successfully complete the week-long programme and you could be fast-tracked to an assessment day for a training contract.

Trainee profile 

CMS want to recruit the brightest and best future lawyers. Whilst academics and the core competencies of a lawyer are important in recruiting future talent, the Emerging Talent team emphasises that there is no ‘one-size-fits-all’ lawyer at CMS. Instead, they are looking for people who are aligned to their culture: “CMS is an ambitious firm in what it wants to achieve and has already taken bold steps – so people need the ability to get on board. We are looking for people who are innovative and have a future facing outlook. We want people who will not only embrace change but create change, present ideas and see them through.”

Find out more about applications here:CMS Emerging Talent · Be the future of law

Chambers Student Training Principal Interviewee 2025

Interviewee/Role: Michael Cavers (oversees English-based trainees), Eleanor Lane (oversees Scottish-based trainees)

Chambers Student: How would you describe the firm? How would you describe its position in the market?

Eleanor Lane: Certainly, from the Scotland perspective, we are one of the biggest law firms in Scotland. I would describe us as being at the top of the market in terms of our clients and the work we do and the national and international opportunities we give trainees. People who join us who have been at other firms say we’re more friendly, people are more sociable, more friendly, easier to get on with from NQs to senior partners. We had a senior partner join us from another firm after 25 years say she wishes she had joined us years ago.

CS: Are there any highlights from the last year you think it would be helpful for our readers to know about? E.g., changes to the training contract, office moves, etc.

EL: We do a lot of work for the Scottish government including, at a personal level, transport projects which are regularly in the news. We do a lot for the University of Glasgow and for the OVO Hydro – the concert venue.

CS: How would you describe the training environment/culture that you have aimed to create at the firm?

EL: We try to be supportive. We try to expose trainees to as wide a range of areas of law as we possibly can in order that they get as much exposure as they can. I always give a speech to trainees in the first week: “whatever you think you want to do, be open-minded.” They always say, “I never knew that would be so interesting.” We don’t let them just do litigation, they have to do different things. We try to give them as much exposure as possible.

Michael Cavers: I think the rotation thing is very good, we’re keen on client exposure as well. We're keen to get trainees in front of clients - and even before, on our academy programme - we say we’re a relationships law firm. We do client visits on our academy - the development programme for our future trainees.

CS: What’s the current set up with remote working for trainees? Is there a set number of days where trainees are expected to come into the office? / How has the pandemic impacted the way the training contract is run?

EL: There’s a kind of rule of thumb that you should do half your time in the office, as far as I’m aware it’s not written down anywhere. It varies team to team, litigators find it more useful to be in more often. I find when you go into the office it’s the trainees who are in because they want to see each other.

MC: We have taken a trusting approach to it, the culture and people of this firm is one of the things we sell ourselves on. People like going in, we haven’t had to think about mandating people into the office. We’ve not really felt that tension. In my team people tend to be in 3-4 days a week. There are people who think we should be more prescriptive, ask 20 people what the rules should be and you’ll get 20 different answers.

CS: Are there any major differences between the training contract in different regions, so London, Scotland, One North and Bristol?

EL: Across Glasgow and Edinburgh we like trainees to move fairly seamlessly, we share work and we share people and that applies to trainees. The training and hands-on experience are the same in every office.

MC: We have a combined training across all offices, we treat everybody as one pool of people to make sure that we have that national and international approach to things. We see a theme of people working more across the regions. There is much more than there used to be.

EL: I think that’s been a benefit of covid, that people work much more seamlessly across countries, it’s so good for trainees, they get so much more exposure.

CS: How many trainees do secondments?

EL: From a Scotland perspective, most, maybe 80%. Some go on international client secondments.

MC: Most, I would say, in their training contract have the opportunity to go to another office. It's probably been a feature of how we think of our trainee cohort in recent years: one cohort, seeing themselves as one body. Covid was unhelpful for that.

CS: Do you recruit exclusively through your vacation scheme or has that recently changed?

EL: That has flipped round now, we don't recruit through the vacation scheme anymore. What we call the CMS academy is a vacation scheme of sorts but it’s for people who have already accepted training contracts. We recruit through recruitment centres in January and February.

MC: That was almost what was happening anyway – three weeks was quite a commitment for them and us. A high percentage of academy participants were offered a training contract, for their sake, so they had more certainty and so we didn’t lose good candidates. Because we’re putting them in front of clients, it helps them feel more confident.

EL: The success rate at the academy was something like 99%. It was very unusual for somebody to not be offered, something had to be very wrong, it only happened a few times in six years. We decided it was probably more worthwhile for the individuals.

CS: What sort of person thrives at the firm? How can a candidate really impress at interview?

EL: We try quite hard not to recruit a particular kind of person and we try to make sure there’s diversity among the recruiters, otherwise you do end up with a cookie-cutter approach. Positivity about the law, open-mindedness, inquisitiveness - and bright.

MC: Interested in the world around them. Inquisitive is a good one. Client-centric. We're not looking for a cookie cutter, our recruitment perspective is different from other similar firms. I’d hate to give an idea that anyone wouldn't fit in here.

EL: People who are quieter and more introverted but analytical - we give some of those people jobs. Some more extroverted people. Some older, some never been in an office before the training contract – one from a construction site.

MC: We have a wide range of practice sectors and clients, there’s not an obvious common thread, we’re not a firm that offers on a particular sector, we like that to be reflected in our lawyers.

EL: The people who get on with City lawyers will be very different to the construction engineers who spend their time out in the hills and you need the lawyers who can talk to those people.

CS: Does the firm have any set recruitment targets around diversity?

MC: No, I don’t think we do at that level, we find our outcomes in DEI are better at the junior level than senior. We have targets - gender and race - at a firm-wide, regional and practice base. We monitor that.

CS: And finally, do you have any advice for those thinking about pursuing a career in law? Either at your firm or more generally?

MC: My piece of advice is always do your research. The thing with a career in law is that you can wake up and wonder where the last 20 years went. Do your research, look at the sectors you’re interested in, the kind of deals, sectors you want to be involved in.

EL: Be open-minded because most of the time when they come through, people are always very surprised by the opportunities and the kind of work they can do. Be inquisitive.

MC: Keep an open mind about the kind of work and region you want to be in.