McDermott Will & Emery UK LLP - True Picture

McDermott, Will & Emery training contract review 2025

The Firm

Now according to Ralph Waldo Emerson, when we cease to grow, we become old. If that’s anything to go by, then growth will probably be a necessary part of positioning yourself at the cutting edge. For McDermott, the last few years have been about just that. At least in its London base, the US outfit has been going through some serious changes, as training principal and finance partner Mark Fine was more than happy to discuss: “We have over 85 attorneys in London, up from 60 or so when I joined the firm four and a half years ago. Our growth in headcount has been well sustained, but we’re also focused on building out the practice groups that we think represent us as a firm and our clients best.” Those include private equity, finance, restructuring and litigation, according to Fine, who clarifies that “it’s not growth for growth’s sake. We’re targeting areas where we think there’s going to be significant market growth over the coming months and years.” This means that trainees have access to a balanced offering of both contentious and transactional practices, which isn’t necessarily the case at every US firm in the City.

Many of these practices have also been recognised by our colleagues at Chambers UK, with McDermott picking up rankings in banking & finance, employment and tax. Its healthcare practice is the jewel in its crown, however, earning national recognition from the guide. “Healthcare is the focus of the firm in the States as well,” a trainee pointed out, “but McDermott’s range in general was something I found really attractive.”

“There are so many unique perspectives and approaches to law here.”

This range extends to the firm’s scale too. McDermott has eight European offices, one Asian office, and 14 bases back home in the US. For the trainees we spoke to, this was part of the draw: “The firm has global expertise in all sorts of jurisdictions and practices, and I wanted to be part of that.” It also means that the London office itself is home to plenty of people with international backgrounds and lawyers who have qualified outside of the UK. “I’ve felt so much richness from that,” said one trainee, while another added, “there are so many unique perspectives and approaches to law here. We benefit from that on a day-to-day basis.”

The Seats

We heard that seat allocation at McDermott is “about striking a balance. Your preferences are considered, but it also depends on what the firm needs and what seat you’re in.” So, trainees submit preferences before HR then makes decisions on where to send them, with fourth-seat trainees getting priority. While some noted that this means “you don’t get as much of a say until your second year,” insiders recognised that “they try to give you a wealth of experience and exposure to make you a well-rounded lawyer. You might not get the seat you want, but it will be good for you and your development anyway.” It’s also worth noting that newbies are also encouraged to take on work outside their department when they have availability. This means that trainees have more of a say when it comes to work assignment, as “it’s not a firm that hands you everything on a silver platter – you’ve got to be a self-starter! Work doesn’t always trickle down naturally, so you have to make yourself known and available to fill your hours.” Every trainee is required to do seats in corporate/private equity, finance and litigation.

McDermott’s disputes team deals with a range of commercial litigation, arbitration and white collar matters. The team works across sectors as well, representing a variety of financial institutions, corporations and high net worth individuals. For example, McDermott has represented Irish telecommunications network eircom in €100 million worth of competition claims against BT. On the arbitration side, the team has represented Amnesty International in its disputes with the Government of India after the organisation was forced to stop operating in the country. This sort of work comes with plenty of cross-team collaboration and, to put it simply, trainees are in charge of making sure that the right documents make it to the right people. Naturally, this comes with a fair amount of admin work, such as reviewing documents, disclosure, putting bundles together and assisting with court prep. However, sources were keen to highlight that “you get out what you put in. If you’re enthusiastic and want to get stuck in, they’ll really want to teach you.” Trainees also get to do legal research and draft letters and emails, and some have even been able to attend meetings with counsel, experts and witnesses.

“I’ve had over 100 live action points to monitor at once.”

Trainees may also get the chance to sit with the firm’s China practice, where “the premise is that you do anything and everything for Chinese clients in the UK and Europe.” This means that the seat somewhat uniquely introduces its trainees to both contentious and transactional work, though sources explained that there’s much more of the former. Trainees, therefore, get similar responsibilities here as they would with the litigation team, so “it’s a really great seat for building foundational skills, and the claims are interesting matters that have been going on for years and years.” For example, trainees handle document review, files and case management, as “clients might have lots of claims across different jurisdictions. It’s my responsibility to keep on top of what’s going on at all times – I’ve had over 100 live action points to monitor at once.”

The firm’s corporate practice is split into private equity and M&A. It is a general seat, but private equity work is increasing, and trainees are encouraged to experience the full spectrum. Consequently, newbies can try out a range of work here, including classic trainee tasks such as Companies House filings, monitoring document lists and drafting board minutes. Other parts of the work include due diligence reports, reviewing sale purchase agreements and drafting rollover agreements. According to one trainee, this means that “you have to be organised – people in the team rely on you.” Aside from this, there are also opportunities for trainees to get face time with clients on calls, to “meet the people who were asking us questions.” The firm recently advised one of the affiliates of H.I.G. Capital, a global alternative investment firm, on the acquisition of Rainham Industrial Services, a UK provider of industrial installation, maintenance and refurbishment services to power generation sectors.

“Making sure every part of the deal has been satisfied is the role of a trainee.”

A leveraged finance seat introduces trainees to “a very busy department. It’s definitely a team that’s expanding at the moment!” The work involves companies who are buying out debt, or using debt as part of their transactions. To put it simply, trainees here have to wrap their head around some pretty technical aspects of law. There are also opportunities to get involved with transactions at different stages and, for one interviewee, “witnessing the progress of a deal from its early agreement stages all the way through to closing was great.” On their matters, newbies typically manage signature packs, draft various documents and manage conditions precedent checklists, as “making sure every part of the deal has been satisfied is the role of a trainee.” Insiders particularly valued the client contact, explaining how “they’d call me to answer their questions. Managing those relationships gave me a real sense of responsibility, and it’s a good skill to develop as a junior member of the team.”

Trainees can also undertake a seat with the employment team, though this may come as a split seat with tax. The department mainly works on the employer side of matters, taking on a mix of advisory and corporate support work. Often, clients will contact the firm with a specific question on employment law, and a trainee will research the answer to present it to the partner. “It’s good for your development,” a trainee reflected, while another “really enjoyed how it’s so grounded in the law. I really enjoyed figuring things out by going through legislation.” Work also comes in from the corporate department when the employment team’s help is needed for due diligence reports, and trainees are called in to review employment contracts to find any potential risks. In one recent matter, the firm advised a manufacturing client on the reorganisation of its UK business, including collective redundancy consultation in relation to a site closure and the renegotiation of terms and conditions of employment.

Trainee Life

McDermott’s office on the 46th floor of 22 Bishopsgate offers trainees a “great view of Canary Wharf while I’m at my desk. It’s one of the newest buildings in London.” They are expected in at least three times a week but, thanks to the comfortable setup, many come in far more regularly. “Trainees get their own desks, which is a luxury in this day and age when everyone else is hot desking,” an interviewee explained. Many even get their own office, but all trainees will be placed near their supervisor. One insider especially appreciated sharing a room, noting, “if I’ve got a bunch of questions, my supervisor turns around and answers them all. I never feel like I’m interrupting or taking up too much of their time.” Supervision has also been “rejigged” this year, according to Fine, as “they don’t have to be the most senior partner in a team. We think a super hungry senior associate, counsel or partner who’s readily available and can dedicate lots of time and effort to their trainees, is the sensible route to take.”

Depending on the seat, some trainees may get most of their work through their supervisor, while others may “drum up their own work” with a variety of people across departments. This can affect trainees’ hours, with different seats and seasons offering varying levels of busyness. As one source summarised, “the average across seats might be 50 to 55 hours a week, but in really busy periods it can go up to 80. Then again, you’ll have weeks that seem like a normal 9:30 to 6:30 job.” Most will experience late nights and weekend working and, on some matters, “you have to be available 24/7 and that’s the minimum expectation.” However, when there’s nothing pressing, “you have control over your schedule. Yes, it’s unpredictable, but we all joined knowing that and were prepared to put the work in!” As such, trainees were generally happy with their salary, which recently increased to “reflect the responsibility we’re given. We’re well paid for our level, knowledge and experience.”

“We’re an American firm from the top down, but we still retain a very British way of doing things.”

Across the board, interviewees felt that “your hard work gets appreciated” at McDermott, and valued the supportive culture at the firm. Interestingly, one trainee pointed out, “we’re an American firm from the top down, but we still retain a very British way of doing things. It’s our personal identity in a way, and the firm is continuing that even with all the new lateral hires bringing in their own firm cultures.” So, is there any specific type of person that fits the mould? According to Fine, “We’re looking for people who want to work in a team and do well. We can teach what we need to teach, whether that’s the law or how to apply it, all we need is commitment.” With a recent change in leadership, some trainees had sensed a slight cultural shift at the firm, but were grateful that “people here are very friendly and willing to make friends. We have quite a good trainee team, with our own group chat where we talk daily and ask each other questions.”

This culture is accompanied by a healthy selection of social events. Annual staples include winter and summer balls, but trainees had also been to bake sales and a September mini golf event “to welcome us back from summer.” There are also drinks in the office every week or two, where “you get to talk to people about non-work stuff, and get to know them on a personal level.” Many events are often centred around DEI. For example, there have been drinks for National Hispanic Heritage Month, celebrations for Pride, and several goings on to commemorate Black History Month. “Every week during BHM, they sent us an email about a prominent figure,” an insider explained, “Then, at the end of the month, we had a lunch-and-learn with a presentation about things people might not have known about BHM.” The women’s network also puts on its fair share of events, such as wine tasting and fireside chats, where female partners talked about their journey into law.

Sources were especially impressed by McDermott’s pro bono offering, and all trainees have an annual target of 24 hours: “Most trainees go way over that,” one insider revealed, while another emphasised that “they’re keen on you not only getting those hours, but really enjoying what you’re doing to help others.” For example, trainees can try out work criminal law, assist charities and mentor schoolchildren. Trainees can even bring in their own pro bono clients, and can request any specific types of work that they would like to try out.

The qualification process starts in a trainee’s final seat. While the process had not yet kicked off at the time of writing, trainees understood that “they’ve made it clear that you should be having conversations with people. If there’s a particular practice area you’re really interested in and where you think you’d be a good fit, express that.” In 2024, the firm retained one of its qualifying trainees.

How to get a McDermott Will & Emery training contract

Applications and interviews

Between 200 to 300 applicants aim for a place at McDermott every year through the online platform. As with many training contract applications, the online application consists of an in-depth questionnaire, and applicants must also submit a cover letter.

“We like to see that people have challenged themselves in some way and have the desire to be a long-term success at the firm,” says training principal Mark Fine. “Just to be clear, we are not looking for people who went over Niagara Falls in a barrel. We are looking for people who saw an interesting opportunity or a way to develop a new skillset and pursued it properly.” For those worried that this means having past experience as a successful entrepreneur a la Sir Richard Branson, Fine reassures that “it does not have to be an expensive or even highly unusual opportunity.”

Interestingly, the firm focusses on mistakes and adversity, in particular “people who dealt with their mistakes or issues properly and well and learned from them. We want people who have tried and failed and tried again,” explains Fine; so, think resilience and think wisdom. “We want people who can admit their mistakes and have a hunger to learn from them and improve.”

Those who shine online are invited for an assessment day which allows individuals to showcase their skills described in the application form. Those that succeed at the assessment day (usually around ten) are invited back to interview with a panel of three partners. However, despite the firm’s focus on mistakes, this does not mean the firm is aiming to trip you up during the interview process. “Our goal is to make our applicants shine,” Fine confirms. “We want to see the best of you. We aim to make our process as human and humane as possible and to treat our applicants fairly. We will also try and ensure the experience is an enjoyable one for all the candidates.”

Assessment days

The firm's assessment day involves a Q&A session with partners and associates and a written test, based on a given scenario. Participants are divided into two groups in the morning, with one group taking part in the Q&A session while the other does the written assessment, before swapping over in the afternoon. Lunch and drinks give the participants a chance to talk to partners, associates and current trainees to understand further what life at the firm is like.