Taylor-made training contracts await those with a keen eye for technology, life sciences, and private client work.
Taylor Wessing training contract review 2022
Firms often pipe up about their modern and innovative outlooks, but few can boast as sincerely as Taylor Wessing. It describes itself as a firm that serves the ‘world’s most innovative people and businesses,’ and our interviewees were inclined to agree with this description. “We’re very different and creative here,” mused one trainee. “We're bold, tech-enabled, and a bit more modernised and forward-thinking, which resonates with the work we do.” So, is a firm forward-thinking because of the work it does for its famous clients? Or do forward-thinking clients shape a firm? Whether chicken, egg or somewhere in-between, our sources felt that TW is a firm that's in a “unique place to work for tech start-ups, high net worth individuals, and broad household names.” The likes of Selfridges, Gaucho, The Athletic, Burberry and Monzo can be found on TW's books.
“We’re very different and creative here.”
Much was said about the firm’s dynamism in our interviews, but another big pull beyond the shiny start-ups and progressive clients was TW's scope across 28 offices in 16 locations. In the private client space, trainees told us the firm “is focused and just really good” – so good in fact that it’s recently brought in an 11-strong private client team from BCLP (the team joined three other former BCLP partners who made the move to TW in 2020). These hires “indicate a clear focus to grow in this area,” a source added. “We're one of the few City firms to have a significant private client practice that offers top of the market work,” one interviewee reckoned. “It’s also probably the only firm in the City to couple this with leading work in the technology and life sciences sectors.”
The blend of the progressive, profitable, and powerful in TW's client base is reflected in the firm's Chambers UK and Chambers High Net Worth rankings. TW's banking and finance, IP, IT, professional negligence, life sciences, media and entertainment, and venture capital investment practices are highly ranked across London and the UK more widely.The firm is also considered among the best for private wealth law in London.TW’s twin focus on life sciences and tech transactions caught the eye of US law firm and Silicon Valley star Wilson Sonsini: the two firms entered into a strategic alliance in 2019. One can speculate on what the future may look like for this increasingly international outfit: the legal press has previously reported that TW's non-UK revenue outstrips its domestic takings (UK operations accounted for 43% of the firm’s revenue at the end of 2019/2020).
Alongside life sciences and technology, TW has a focus on sectors including media and communications, healthcare, private wealth, real estate, infrastructure, and energy. It boasts three domestic offices – London, Liverpool, Cambridge, plus a ‘TechFocus’ office in Shoreditch – but recruits around 20 trainees a year into its base in the Big Smoke. Extended overseas stints aren’t common but in the fabled pre-pandemic times, some trainees had spent periods in the firm’s offices in Dubai, Germany, and Holland. “They’re very ad hoc international secondments,” one source confirmed. Client secondments are, however, much more common, with sources finding their feet in a number of the firm’s household-name clients. “They’re quite popular and specific,” one source said. “But it’s been really good and I’ve had lots of responsibility.”
TW likes its trainees to do one contentious seat and one corporate, though the latter straddles various strands such as corporate tech, venture capital, private equity, banking and finance, and tax. Seat allocation is reportedly “fairly formal” with surveys dished out to rookies to allow them to select multiple preferences with “a space to put in comments to state your case.” One source highlighted they were “quite lucky in that I’ve had everything that I want. Even for those who don’t get their first choices, the talent team let them know and explain why.”
"You could be dealing with redundancies, corporate sales, handbooks, reviews of contracts and more.”
TW’s private wealth group acts for a number of high-profile and confidential clientele on various international matters. Trainees straddle both the contentious and non-contentious advisory elements. On the contentious side, the firm is representing the former trustee of the ZII Trust during a case involving an insolvent trust structure. The firm is also acting for a Ukrainian national during matrimonial financial remedy proceedings worth £15 million. “It’s almost unheard of to be involved in a trial, but I got involved in three!” one source beamed. Interviewees had prepared bundles (“a bread and butter task for a trainee”); drafted witness statements, Lasting Power of Attorney forms, and wills; assisted with estates and succession planning work; and responded to “ad hoc queries” where they put together memos on income or capital gains tax rules. With this in mind, sources commended the variety of assignments on offer.
The firm’s employment department was a popular seat. TW predominantly acts for employers in both contentious and non-contentious matters. Employment regulatory advice is reportedly an area of growth for the team. Work covers “anything in employment law really,” one source concluded. “You could be dealing with redundancies, corporate sales, handbooks, reviews of contracts and more.” Clients – such as UK Finance, Miniclip, or Enterprise Rent-A-Car – can be “massive, but there are also techy start-ups, so you do get the breadth.” Work for a start-up might entail getting “really early-stage template contracts, policies, or staff handbooks in place.You tend to get more responsibility working with smaller clients.” There’s still work to be found for bigger fish though, and on this front sources had helped to draft witness statements and put together due diligence reports on corporate deals. One such deal saw the group advise software company BlackLine on the revised service and retention agreements connected to its $150 million acquisition of an AI-powered cloud platform called Rimilia. The team also provided employment advice in relation to Beyond International’s acquisition of TCB Media Rights.
Work for trainees in banking and finance“tends to be focused on lots of real estate financing.” However, sources did highlight encountering “some” acquisition and private equity finance work.One source told us that the department mainly works for “institutional lenders, traditional banks, and pension or insurance funds with different offerings. There’s always an international element as borrowers/lenders have entities in other jurisdictions.” A case in point: a recent deal involved jurisdictions across the US, Australia and New Zealand and centred on an £80 million debt financing arrangement for a New Zealand entity called Laybuy. The group also advised Anglo Pacific Group on the extension of a loan arrangement provided by Barclays, Investec, and Scotiabank (this matter spanned jurisdictions in Ireland, Canada and Australia). Day-to-daytasks for trainees involved managing “substantial” CP checklists, as well as drafting corporate authorisations and board minutes. “They give you responsibility as it’s so fast-paced. You’re given freedom to explore and take on more responsibility,” one interviewee concluded.
“…attending meetings with the police who are thinking about investigating developers is very interesting.”
Nestled in the firm’s disputes department – which broadly covers commercial, professional negligence and product liability matters – is TW's restructuring team. It represents big names like Deluxe Media, KPMG, and PwC, and is acting on a number of headline-hitting restructurings. One example has seen the team advise on British Steel’s high-profile corporate collapse, while another has involved a complex retail restructuring for the owner of Arcadia Group. Work for trainees typically encompassed “legal research, sifting through case law and updating practitioners.” This methodical approach appealed to one of our sources especially: “It’s a constant stream of work where you get to sit down and properly think about how to get from point A to B to C. It was great.” Another added that seeing how assets get moved in insolvencies “can feel like detective work, which is very exciting and quite cool. Seeing a Lamborghini delivered to a garage to be sold or attending meetings with the police who are thinking about investigating developers is very interesting.” Sources had also gained experience working on prepacked administration sales, enforcement strategies, and advisory matters during company proceedings.
TW's corporate offering spans various streams: our sources had spent time in corporate finance, private equity, and tax and incentives. With the latter, we were told that “90% of the work” was incentives rather than tax, as “tax is quite complicated – private client provides a better opportunity for trainees to do that work.” In corporate finance, the firm works on IPOs, secondary issues, public M&A, tender offers, bond offerings and restructurings. The group recently advised Digital 9 Infrastructure on its £300 million IPO on the Specialist Fund Segment of the London Stock Exchange. Work can vary and is often dependent on where the deal cycle is at: for example, one trainee did “a little bit of advisory work on a public takeover but no IPOs.” Private equity covers both venture capital investments – like advice to a UK fintech company, Curve, on its $95 million Series C fundraising round – and mid-market buyouts for clients like Inflexion, Baird Capital, and Bridgepoint. “I’m on three buy-side private equity transactions at the minute and have lots of responsibility on the due diligence process,” one interviewee enthused.Drafting ancillary documents like stock transfer forms, deeds of transfer and board minutes was common for trainees. “It’s been a great seat to learn in. I’ve been pushed on meatier tasks like deeds of assignment for intellectual property elements on a deal,” one trainee reflected.
Sources generally characterised the firm's cultural dynamics as “inclusive,” “open,” and “super friendly,” but most recognised that things canvary between teams. “In general, partners tend to be very supportive, approachable and have an open door-policy. They want you to do well,” one found, before adding: “There are certain teams though where you can feel a little like you’re slipping through the cracks and not getting the same supervision.” Broadly speaking, “everyone is really friendly. I don’t want to sound too cheesy but it’s true.” Sources also commended recent pushes in recruitment and internal initiatives focused on diversity and inclusion. “Law firms have to embrace what’s going on in the world and TW isn't sitting on the sidelines,” an interviewee commented. Reverse mentoring opportunities, RARE recruitment tools, affinity groups and book clubs were all highlighted as steps in the right direction by trainees.
Sources championed socialevents at the firm, with one telling us that there are “regular drinks and lunches.It’s pretty sociable here. I’ve also been blessed as my supervisors are great people.” And it’s not just the supervisors: “The best thing about the training contract is the trainees. We’re very close.” As is often the case with firms, “some teams are more social than others. I guess the social life does depend on what department you’re in.” Sources did commend TW's efforts to host seasonal parties, informal drinks, and pizza nights on the office’s roof terrace in the times before we'd ever heard of the term ‘Covid-19’. Hopefully these will be making a reappearance soon.
On this note of times, “I’ve had a pretty amazing work-life balance,”one trainee declared.Another found their schedule “pretty manageable,” while this interviewee told us they “really couldn’t complain about the hours.” Some transactional departments – such as corporate tech, private equity, and banking and finance – meant later finishes, like 10pm or as late as 2am (it's always the transactional ones, isn’t it?).Finishing somewhere between 6.30 and 8pm was considered reasonable across most departments. Yet sources did note that it’s not all shoes off and thumbs twiddling, with this trainee explaining: “It was important for me that weekend work was a no-go but I never really make plans between Monday and Wednesday as there’s always work to be done.”
As with many firms throughout the pandemic, TW initially adopted some precautionary measures to ensure stability. However, salaries for those starting out have actually gone up recently: the firm's first-year trainee salary has been given a £5,000 boost to £45,000, while NQ pay rose by more than £10,000 to £81,000.
Wess is more…
Qualification has reportedly become more formalised to “level the playing field.” Each qualifier submits preferences for the NQ positions they're interested in and can expect to be interviewed. In 2021, TW kept on 14 of its 19qualifiers.
Get hired at Taylor Wessing
Apply for a training contract through the firm's vac scheme
The firm hosts 3 open days across November, and one first year insight in March each year. The First Year Insight is targeted solely at first years, while the open days are for penultimate year law and non-law finalist students .
The firm generally receives over 600 applications for its 35 to 40 vacation scheme places each year, with up to 20 training contract places up for grabs. Applications begin with an online form, and candidates need a minimum ABB at A level and a 2:1 degree. However, each application is looked at in context and the firm does not auto-reject. There are spaces to detail mitigating circumstances, along with the use of Rare's contextualised recruitment system. There’s space to list prior work experience, though Block tells us the firm "appreciates that not everybody will have been able to take advantage of such opportunities” The form contains a few questions designed to gauge a candidate’s motivations and general commercial awareness.
“We’re looking for the whole package,” says Block. “We look at applicants' academic achievements and commercial awareness, but also for evidence that they can think innovatively and work well in a team: I recommend that candidates isolate key differentiators about themselves that clearly exhibit their skills, and then show how they could use these at Taylor Wessing.”
At present, if you pass the first round of screening you will be invited to complete an online game-based assessment. This is a game-based psychometric test, which looks at your behaviour and approach to each task to highlight certain personality traits, such as your ability to innovate. After completion of the assessment you receive a personalised feedback report that details your strengths. While you may be tempted to spend a few days playing Fortnite to practice for this test, we're told that no prior experience of online gaming is required.
Applicants who pass the initial screening stages are invited to attend a half-day assessment centres. Each assessment centre consists of a group exercise, as well as a commercial awareness exercise and interview. During the group exercise, candidates are given a business scenario they could potentially encounter as a trainee, and then asked to come up with a solution and present it to the assessors
“We review both their leadership skills and their team-working abilities,” Block tells us. “They need to balance these and show that they can build strong, collaborative relationships.” A candidate’s focus and ability to prioritise is also assessed. The interview takes place with a partner and a member of the 'talent' team. This involves commercial awareness tasks, plus a competency-based discussion on the candidate’s application form and prior experiences.
The firm makes its vac scheme offers straight off the back of the assessment day.
Taylor Wessing runs two two-week vac schemes over June and July. There are up to 20 spots on each.
Participants spend each week in a different practice area and are assigned a supervisor, usually an associate, as well as a trainee buddy. Both delegate live work. Alongside lunches with their trainee buddies, vac schemers attend several ‘focus on’ sessions that provide insight into various practice areas and the trainee role within them.
Vac schemers work on a group project throughout their placement and present the results to a panel at the end of the scheme. “The management team usually gives you an article on a high-profile commercial issue or sets a question to kick-start the project,” a current trainee told us, mentioning that “ours was ‘What country would you invest in and why?’” On the social front there are drinks events, yoga, comedy nights, bowling excursions and karaoke contests. “Make sure you demonstrate that you have the ability to network well and connect with others,” our sources advised. Indeed, Taylor Wessing's trainees regularly participate in business development initiatives, so recruiters will be keeping an eye out for those with stellar mingling skills.
Each vac schemer is reviewed at the end of the process, and those who impress are offered a training contract.
How to wow
As for trainee backgrounds, you might wonder if the firm's tech/start-up edge attracts individuals with a certain type of degree background, eg science. But this isn't the case: the firm works hard to ensure there is a good representation from different degree backgrounds. Of the 39 trainees with the firm currently, five had science degrees. Just over a third had studied law at undergrad (14) with the remaining 20 studying a mixture of non – law degrees.
That doesn't mean you should be disengaged from the firm's focus on tech and the 'industries of tomorrow'. Graduate recruitment and development partner Matthew Royle advises "being curious about the world in which we operate and being curious about your chosen path and industries will stand you in good stead."
5 New Street Square,
- Partners: 350
- Assistant solicitors: 500
- Total trainees: 39
- UK offices: London, Cambridge and Liverpool
- Overseas offices: 25
- Graduate recruiter: Alice Halsted email@example.com
- Training partners: Matthew Royle and Lerika Joubert
- Application criteria
- Training contracts pa: Up to 20 recruited through vacation scheme
- Minimum required degree grade: 2:1 or equivalent
- Minimum UCAS points or A Levels: ABB or equivalent
- Vacation scheme places pa: 40
- Dates and deadlines
- Apply for a training contract through our vacation scheme
- Vacation scheme applications open: 1 October 2021
- Vacation scheme applications close: 4 January 2022
- Salary and benefits
- First-year salary: £45,000
- Second-year salary: £49,000
- Post qualification salary: £81,000
- SQE: We will pay course fees for the Solicitor Qualifying Exam. We will also supply a maintenance grant.
- International and regional
- Offices with training contracts: London
- Overseas seats: Yes
- Client secondments: Yes
We work with clients in the world's most dynamic industries and help them succeed by advising on their businesses throughout their life cycle. Specialising in technology, media and communications, life sciences, real estate, energy and infrastructure and private wealth, we act for 32 of the world's top 50 brands; some of the world's most exciting start-ups and unicorns; and some of the world's wealthiest families.
A diverse client base allows us to advise on more than just the law. We're a firm that encourages new ideas and different ways of doing things. Our experts play an essential role in advising clients on business growth and protection, while introducing them to new people, new markets and fresh perspectives that will help their businesses stand out and flourish.
Collaboration is key to our success. We recruit a wide range of students including those who haven't studied Law.
Main areas of work
We have an unrivalled network of industry leaders we work with and introduce our clients to. From start-ups to liquidity to global brands, clients work with us because it sets them apart.
'Superb', 'outstanding', 'expert', 'strategic' and 'commercial' are all terms associated with our reputation. We want everyone to enjoy working with us – as much as that is possible when providing legal advice. Efficiency is important, but anticipating needs for greater protection and security through creative solutions compliments the advice we provide to clients and will prepare you for future challenges of exceeding expectations.
Naturally, we expect you to be committed to a career in law, with a genuine passion to learn. Our people love what they do and want to contribute new ideas. They are team players who value and respect individuality, and the benefit of working in an inclusive environment. Qualifications are also important to us, and we look for a minimum of ABB grades at A level and a 2.1 degree in any discipline. We appreciate though that not every candidate's achievements look the same on paper, that's why we use Rare Recruitment Contextual Recruitment System to consider everyone's achievements in context. We also take into account any mitigating circumstances. You should be confident, with good communication skills and the ability to build strong relationships. You’ll have the energy, ambition and creativity to take responsibility, challenge and make a difference.
Taylor Wessing is "a great place to work". We were awarded Firm of the Year 2019 by Legal Cheek, which recognises all aspects of our work, clients, culture, environment and opportunities for our people.
Our award winning vacation scheme is designed for you to experience life as a trainee solicitor in a fast-paced and creative international law firm. You’ll spend two weeks in two different practice areas gaining first-hand experience under the supervision of associates and partners.
First year opportunities
Join us on our first year 'Trailblazing' insight day in April 2022. It will give you the chance to learn more about us, our top tips during a skills session which will help you with your vacation scheme applications and take part in a commercial business game. To be eligible to attend you must be a first year law student or penultimate year non-law student.
Open days 2021
Join us on one of our Trailblazing open days to find out more about the firm. It will be a packed day, during which you’ll be given the chance to learn more about the Firm, attend skills sessions to help you with your vacation scheme applications and take part in a commercial business game.
To be eligible to attend you must be a penultimate year lawyer or non-law finalist as this open day will be focussed on our vacation scheme opportunities.
For details of how to apply and deadlines please visit our website.
When and how to apply
All candidates need to apply via our online application form at https://www.taylorwessing.com/graduates. Please see our website for details on our deadline. We recruit only through our vacation scheme for our 2024 training contract.
Apply online at https://www.taylorwessing.com/en/careers/united-kingdom/students-and-graduates.
Pro bono initiatives
Being involved in pro bono work gives us the opportunity to help those who would otherwise not be able to gain access to justice.
It’s something we encourage everyone to do. It helps us take a step back from our complex international transactions and witness the impact the law has on the lives of people in our local community.
We support numerous individuals and organisations each year including the Mary Ward Legal Advice Centre where we provide weekly advice which all of our trainees are involved in, Founding firm of Lawyers Volunteering for the Arts and the British Fashion Council. Additionally, we are panel members of the Human Dignity Trust. Additionally, we are panel members of the Human Dignity Trust.
Diversity & Inclusion
Creating an inclusive working environment and recognising the value diversity brings to the firm is key to our people strategy at Taylor Wessing; it's what makes Taylor Wessing a great place to work. Diversity in all professions is very important and the legal profession is no exception. The end goal for any firm is to create and maintain a supportive environment for everyone regardless of their background, culture or lifestyle. Our trainees are involved in shaping out culture through our inclusion networks. These cover: gender balance, LGBT+ inclusion, racial equality, social mobility and physical and mental health and wellbeing.
Balance in Business
Gender balance is one of our strategic inclusion priorities. Our goal is to achieve better gender balance in our partnership and in leadership roles across the firm. Our Gender Plan seeks to optimise talent retention, promote modern working practices and enhance our clients’ experience. Like all strategically important projects, our UK executive board reviews progress to ensure we're achieving our goals. We exceeded 25% female partnership in May 2021 and continue to focus on the gender balance of our talent pipeline.
Our Balance in Business Network works to ensure we level the playing field so gender isn't a factor for career success. We host discussions and client round tables on issues that challenge expectation, the network sponsored the unveiling of a new piece of artwork at the Supreme Court celebrating 100 years of women in law.
Cultural Diversity Network
Racism and racial injustice have no place in our world. Increasing the representation of people from minority ethnic groups at Taylor Wessing is our second strategic inclusion priority. We all play a crucial role in making progress and we launched our dedicated Race and Ethnicity strategy in 2020. Our cultural diversity network creates a safe space to learn from each other and celebrate our different cultures. It works to encourage more individuals from diverse backgrounds to enter into the legal sector and remove any barriers they face to achieve their goals and aspirations. Our commitment to working with Rare enables us to find more and better ways to overcome racial injustice. It's through working closely together, we can continue to challenge the prejudice and privilege which prevent us reaching our goal of a fairer and more equal society.
We're committed to providing a workplace where your talent can flourish and you can be yourself, no matter your sexual orientation or gender identify. Our LGBT+ and allies network, equaliTW, was our first employee network and exists to promote LGBT+ inclusion. They run a dedicated programme of support and initiatives throughout the year, helping our people learn more about key issues affecting LGBT+ people in the workplace and wider community. We support Opening Doors London and established the Freehold network for the property sector in 2011. We're a Stonewall Top 100 Employer for the third year in a row and in the top 10 law firms on the list.
Maintaining a positive approach to physical and mental wellbeing is of huge importance to us. Central to this is a commitment to reducing the stigma surrounding mental health and disabilities. Our network helps to raise awareness of visible and invisible disabilities, creating an accessible and safe working environment and promotes wellbeing initiatives as a way of preventing the onset of physical and mental health conditions. The network hosts regular sleep clinics, yoga classes, lunchtime learning with qualified doctors and psychologists as well as the support of over 65 mental health champions and first aiders. Everyone has access to the Headspace app. Our onsite GP and inhouse counselling service provide invaluable support. In November 2019, we won the best new entrant category for the FT and Vitality's Britain's Healthiest Workplace for medium-sized companies.
Social Mobility Network
Our social mobility network works to improve access to the legal profession through school and student outreach. Your potential, ability and talent – not your socio-economic background or schooling – determines your success at Taylor Wessing.
We open up opportunities in the legal sector and make talented people of all backgrounds feel welcome, along with supporting a number of powerful initiatives. We've recently signed up as a partner of the 93% Club. We're proud of all of our Social Mobility programmes and the impact they have on participants and our business. By supporting the 93% Club we hope to make our talent even more diverse, build their confidence, increase their knowledge of the range of careers in an international law firm and inspire them to reach their full potential.
Find out more at taylorwessing.com/responsible-business
Our climate is in crisis. We must act now to cut greenhouse gas emissions and remove carbon dioxide from the atmosphere. "Acting sustainably, together" Outlines our journey to becoming net zero by 2030. Our people, teamwork and clients are fundamental to achieving our goal. We're advocating for the use of technology to accelerate decarbonisation.
Stage one is to be carbon neutral in our operations by 2023. That means reducing emissions within our direct control and responsibly offsetting those we can't. Being net zero is more challenging, meaning eliminating or offsetting emissions produced as a result of all our business activities, including our supply chain. We're determined to achieve our goal and as a trainee you can drive change through involvement in our sustainability network. We've been passionate about sustainability for many years Find out about our progress: www.taylorwessing.com/sustainability.
As a trainee you can drive change through being involved in our sustainability network.
Not every candidate’s achievements look the same on paper. That’s why we use Rare Recruitment's Contextual Recruitment System to consider every student's achievements in context, helping to identify those with the greatest potential, from all backgrounds.
We have an open dialogue around disabilities from the start; whether it’s discussing concerns about the recruitment process or our working environment. We partner with MyPlus consulting to make disability confidence part of our student recruitment strategy, beginning with attracting candidates, through to assessment and onboarding.
To provide opportunities for students from under-represented groups, we partner with Aspiring Solicitors (AS). As a result, we’re delighted that 50% of our training contract hires have made to AS members for the past two years. Each year we host events in collaboration with Aspiring Solicitors, share our success stories with other firms and take part in the professional ambassadors' programme which allows students to speak first-hand to our lawyers. Most recently, we have collaborated with Aspiring Solicitors on BASS, a Black Aspiring Solicitors Mentoring Scheme.
We are also partner members of myGwork, a business community for LGBT+ professionals, graduates, inclusive employers and anyone who believes in workplace equality.
Additionally, one of our partners is the founding member of freehold – the first network to support lesbian, gay, bisexual and transgender (LGBT) professionals working in the real estate industry.
Finally, we are a Stonewall Top 100 employer.
We also support inclusive initiatives through partnerships with 93% Club, 30% Club, Future First and PRIME.
This Firm's Rankings in
UK Guide, 2021
- Corporate/M&A: Mid-Market and Private Equity (Band 3)
- Banking & Finance: Borrowers: Lower Mid-Market (Band 2)
- Construction: Non-contentious (Band 4)
- Corporate/M&A: Mid-Market (Band 3)
- Employment: Employer (Band 4)
- Information Technology (Band 2)
- Intellectual Property (Band 2)
- Intellectual Property: Law Firms With Patent & Trade Mark Attorneys Spotlight Table
- Intellectual Property: Patent Litigation (Band 2)
- Planning (Band 5)
- Professional Negligence: Financial (Band 2)
- Real Estate Finance (Band 3)
- Real Estate Litigation (Band 4)
- Real Estate: Big-Ticket (Band 4)
- Data Protection & Information Law (Band 4)
- Defamation/Reputation Management (Band 3)
- Fraud: Civil (Band 3)
- Hotels & Leisure (Band 2)
- Life Sciences (Band 2)
- Life Sciences: IP/Patent Litigation (Band 2)
- Life Sciences: Transactional (Band 2)
- Media & Entertainment: Advertising & Marketing (Band 4)
- Media & Entertainment: Gaming, Social Media & Interactive Content (Band 4)
- Media & Entertainment: Publishing (Band 1)
- Private Equity: Buyouts: Mid-Market (Band 3)
- Private Equity: Venture Capital Investment (Band 1)
- Professional Discipline (Band 5)
- Retail (Band 4)