Ward Hadaway LLP - True Picture

Ward Hadaway training contract review 2025

The Firm

Just as the Angel of the North stands as an icon against the North East skyline, Newcastle local Ward Hadaway proves to be its own landmark for budding trainees seeking top-drawer commercial work in a regional setting. One newbie explained to us that “the firm is a big player in the North East, and Ward Hadaway has one of the best reputations, as well as being full service.” This is all backed by our colleagues over in in Chambers UK, who give the firm a big thumbs up for its work in banking & finance, employment, information technology and litigation in the North East.

“The firm is a big player in the northeast, and Ward Hadaway has one of the best reputations, as well as being full service.”

Most trainees spend their time in the Newcastle HQ, located in the Quayside, with the rest in either Leeds’ prestigious Wellington Place, or nestled in between Manchester’s St Peter’s and Exchange Square. But regardless of where in the holy trinity they were posted, all WH trainees were collectively drawn to the firm’s large commercial presence outside of London. “I didn’t want my work to be dictated up to me from London,” said one interviewee, “I wanted a big commercial firm with quality work based in the North, so this is the perfect balance.” It’s a balance that Ward Hadaway have struck pretty well, as training principal Matthrew Cormack tells us, “We are a Northern firm, in both our outlook and approach, which is to be straightforward, respectful and ambitious, but we are also a top 100 UK law firm by revenue.”

The Seats

Newbies are allocated their first seat according to business need, though the firm does take preferences into account when allocating from there. As is the case at many firms, it’s worth noting priority is typically given to second year trainees. Before they even step foot in the door, future trainees are invited to socials like the Ward Hadaway BBQ.

Overall, interviewees were happy with seat allocation. One assured us that “the partners, graduate recruitment and the training principal who manage it do a really good job, they take all your options into consideration.” It is a communicative process, with trainees sitting down mid seat to indicate their preferences for the next seat, as well as listing their choices one to five.  There is also the chance for a client secondment, most recently a spot was up for grabs to Newcastle FC.

Many trainees had the opportunity to undertake a seat in corporate. This seat is equally busy across offices, as it operates as a team across the firm’s three locations. The department services a range of clients and sectors, from private equity firms to healthcare and hotel groups. The practice covers things like sale of share capitals, buyouts, and acquisitions to name a few. Trainees got involved with tasks including drafting ancillary documents, helping with private equity acquisitions and due diligence. Most recently, WH advised Bannatyne Hotels Limited on a £3 million plus sale of an asset to an international company. “It is astounding how much work they do,” said one trainee, “I learned more than in any other seat and the partners are so supportive.” The hours can be somewhat unpredictable, apparently some days logging off early if there is no work, or the possibility of a couple of late nights. “It’s one of those seats that’s all or nothing,” noted one source.

Employment is another one of WH’s offerings. Though for interviewees we spoke to, this seat was actually more of a split between employment and immigration work. The firm advises a wide range of clients, and notably handles all HR matters for Newcastle United. As a trainee, you can attend tribunals, as well as drafting the associated documents. One interview told us, “There is a great mix of work, so I am really glad I did it.” Work can be either contentious or non-contentious, with contentious work including matters like trials defending claims of unfair dismissal.

“I have been allowed to form a working relationship with clients, I even went to the high court for a three-week trial, which was a good way to see how the court process works.”

Speaking of contentious, the commercial litigation team deals in a range of work such as, contentious probate, director disputes and private sector finance issues. If there is specific area you are interested in, you can make a partner aware and “they will get you involved where possible.” WH works across a variety of sectors from Lancashire County Council to mining companies. Trainees have plenty of client contact, attending calls with counsel or meeting them in person. “I have been allowed to form a working relationship with clients,” gushes one interviewee, “I even went to the high court for a three-week trial, which was a good way to see how the court process works.” Trainees got stuck into tasks like court bundling and drafting documents, pre action letters and instructions to counsel. Sources noted that the commercial team in Manchester is smaller than the others, but is expanding, so trainees have the opportunity to travel to Leeds once a week if they would like to.

Real estate was described to us by one interviewee as “the perfect first seat,” in terms of learning and supervision. Trainees are provided with a work planner which lists all the jobs, clients and industries you can work on. So, they ensure to bring you in on any work you haven’t done, such as client meetings. Some clients dotting the roster include Darlington Borough Council, for who they advise in relation to all property developments. One insider told us “they are really good at letting you build relationships with clients and can will even let you run smaller matters when you get a hang of things.” These matters touched on things like the the sale of a freehold property, for example. Trainee tasks also covered things like deed and covenant matters, attending conferences and managing workstreams.

“They are really good at letting you build relationships with clients and can will even let you run smaller matters when you get a hang of things.”

Trainee Life

Trainees are expected to come into the office a minimum of two days a week, but Cormack states “trainees are expected to come in more often so they can learn by osmosis.” Each office location is very central, and the Leeds and Manchester offices are brand spanking new. We heard the Newcastle outpost may be in need of a slight face lift, but sources assured us that it is in the works. Even so, the location is in a “stunning location, on the quayside,” and firm is doing its best to improve the space for the time being with free fruit boxes and new coffee machines.

In terms of hours, most trainees reported logging off around 6pm, but this can inevitably vary between seats. One source explained that ultimately “you can work the hours that work for you, it all comes down to personal preference.” “I attend hearings etc for educational purposes and do other non-chargeable stuff, there is no pressure on you,” noted one insider. Comparative to hours worked, WH’ers were happy with their salary. Many felt that compared to other regional firms, they are much better renumerated.

Summing up the firm culture, one trainee said: “it’s approachable. I was shocked at how approachable everyone is, you can speak to every partner and ask them a question.” Cormack explains that behind the scenes, the firm has curated this culture by “removing hierarchy, with all the trainees working together in small close-knit teams and feeling comfortable asking for help.” This is clearly working, as sources said “our training cohort are friends. If you are struggling with someone you can message. There is no competitiveness which I love.” The same was felt by those who had the privilege of comparison to life at other firms: “I had come from a bigger firm and it’s so different here, everyone knows each other across teams, NQ’s, paralegals and partners are all friendly,” one further explained, “and at socials you aren’t just socialising with those at your own level.”

“I had come from a bigger firm and it’s so different here, everyone knows each other across teams, NQ’s, paralegals and partners are all friendly.”

That social calendar comes stacked with Christmas, summer parties, and a budget for trainee only socials. Trainees meet up once a quarter in one location to mingle, and the Christmas party “is the highlight of the year” according to one interviewee. There are plenty of groups to join from the netball and rugby teams to the PlayStation sports club. Interviewees told us that they got taken on away days too. Most recently, this involved a day out to a goat farm in Leeds. Newbies are also encouraged to get involved in CSR, with trainees getting an extra CSR day than everyone else at the firm. There are different multicultural events to attend, as well as a DEI committee to join. The firm has been especially active in the social mobility space, offering their expertise to Upstart Enterprise and IntoUniversity. Trainees are also encouraged to post their own LinkedIn miniseries’, which share tips on different practice areas.

Our interviewees were happy when it comes to supervision. We are told that most supervisors put time in their diaries each week to meet with the newbies. “Each piece of work I do will have red lines on it, or will get the good to go,” said one happy camper, “most supervisors take the time to talk through things with us and plan our progression.” There are mid seat and end of seat reviews, which is a chance to talk to the training principal and HR about any feedback you may have too. In the first two weeks of the TC, WH offers training on systems and the SRA, and trainees have access to webinars year-round. From there, training is department based.

Come qualification time, the firm is “prescriptive” on the structure. Fourth seaters are instructed to make contact with the departments they are interested in qualifying into. This informs the team of how many people are interested, then the head of department will tell HR how many NQ slots they will need. Even first years are CC’d into the job list, but sometimes specific departments might not advertise NQ spots if there is a lack of interest. From there, there are meetings with HR regarding how the process will work, and there is formal interview process, which requires you to submit a CV and covering letter. “Everyone who wanted a job got offered one,” one fourth seater reassured us, “people want to stay on and all of last years NQ’s were retained too.” Cormack himself, as well as other partners, trained at the firm, “so it is home grown in terms of fee earners.” In 2024, WH retained 8 of 12 qualifiers.

How to get a Ward Hadaway training contract 

• Vacation scheme deadline (spring 2024): 31 January 2024 
• Training contract deadline (2026): 31 May 2024 

Applications and vacation scheme 

Often trainees at Ward Hadaway have connections with the North, for instance via universities in Yorkshire, the North West and the North East. Whilst recruiting talent who share the firm’s passion for the North is essential, it is also critical that they recruit trainees with the right mix of competencies, skills, attitudes and motivation. Ward Hadaway therefore ensure that their recruitment process is multi-dimensional so that you have the best opportunity to show them what you're made of. 

Ward Hadaway's recruitment process for the 12 to 15 training contracts which are on offer begins with an online application form which can be accessed via their website. The application form asks for details on a candidate's academic history, work experience and extra-curricular activities. 

Once the deadline has passed, they will invite you to complete an online critical thinking test and if you are successful at application stage, they will invite you to attend one of their assessment centres which involves a range of activities, as well as the chance to meet some of the current trainees and trainee supervisors. 

At every stage of the process, the firm assess you against their training contract competency criteria and their firm behaviours and values. The firm also provide personalised feedback at each stage after the assessment centre, regardless of the outcome, so candidates can strive to improve. 

Each year, the firm receive around 350 applications, with the majority of those applications being for their vacation scheme. They choose between 10 and 20 applicants to attend the three-day placement, held in each of their office locations. This sees attendees visit two departments across the placement as well as come together with other vacation placement students for an 'activity day' which includes a range of social and other activities. “Everyone was very approachable compared to the other vacation schemes I did. I don't think there was anyone I couldn't ask a question of,” testified one of the firm's current trainees. 

Assessments and interview 

Direct training contract and vacation scheme applicants who impress on paper are asked to attend an assessment day. Here they are set a group exercise, a written exercise and an interview with either a solicitor, associate or partner who is part of the graduate recruitment team. Applicants have the opportunity to meet various levels of lawyers at a lunch and networking session, and they also get the opportunity to spend time with trainees and ask any questions about life at Ward Hadaway.  

The firm invites successful candidates from the assessment centres and vacation scheme back to a final interview, this time with a senior partner, the firm's training principal Matthew Cormack, and the recruitment and emerging talent manager, Caroline Jones. “This is an opportunity to learn more about who they are as individuals and what motivates them,” Jones says. One trainee found that “in comparison to interviews at other firms, I remember feeling much more at ease here. They want to get the best out of you, so they try to establish an open and  supportive tone.” 

Trainee profile 

Matthew Cormack tells us: “Our different practice areas require different kinds of individuals. It’s really important that people invest the time to research who we are. We aren’t a one size fits all firm, and we’re looking for people who have the composure to present themselves well and are confident in evidencing why they are right for us.” 

Another trainee source added: “It is clear that the firm are committed to creating an environment where team effort and collaboration is not just encouraged, but ingrained into the essence of its approach to working.” One interviewee highlighted: “We are a commercial firm, so make sure you show your commercial awareness and understanding of the business world. That's as important as demonstrating good communication and teamwork skills.” One final piece of advice? Having a genuine desire to stay in the region – whether that's Leeds, Manchester or Newcastle – is also very important.