Womble Bond Dickinson UK LLP - True Picture

Intelligence is key for spies and lawyers alike, but if the latter appeals – and in a massive transatlantic network, no less – the name you’re looking for is Bond… Womble Bond.

Womble Bond Dickinson training contract review 2025 

The Firm 



There’s certainly a benefit to having a memorable name. Even if you’re not yet clued into the big legal names in the UK, chances are the name ‘Womble Bond Dickinson’ will stick, as it did for one trainee: “I didn’t know any law firms but the name stuck out to me first!” But, given the firm’s strong reputation across England, Scotland and even the US, you’ll find that WBD’s got enough qualities to make a name for itself, regardless of its etymological connections to 70s kids shows or iconic fictional spies. Take the Chambers UK rankings for instance, where the firm earns dozens of rankings across England and the UK. In the North East, WBD is classed as top-notch in areas such as agriculture, construction, employment, IT, restructuring/insolvency, corporate/M&A, real estate and planning. The latter picks up another tip of the hat in the South West, while banking & finance, corporate/M&A, litigation, professional negligence and real estate win further top marks from the guide in the south.  

Training principal and real estate partner, Simon Hughes, also reiterates the firm’s global reach as a core aspect of its identity: “Our transatlantic network is fairly unique. Most transatlantic firms have a wider reach across the world, but we’ve got the benefit of retaining our local market presence and key work in offices across the UK while also bringing in a wider knowledge base. We can work with our colleagues in the US to support clients in both markets.” In short, WBD’s got the reach without compromising on its native British flavour. According to our interviewees, this is certainly appreciated from the inside as “it really feels like a very regional-focused UK firm even though it is transatlantic.” Part of this is thanks to the firm’s extensive British footprint, with eight domestic bases in London, Bristol, Edinburgh, Leeds, Newcastle, Plymouth, Southampton and Teesside

“WBD doesn’t feel like a big scary law firm, but a group of professionals from your city who are all united by the practice of law.” 

What’s more, “each office has a slightly individual flavour,” says Hughes. “The overarching supportive culture is present across all offices, but each is also led by the culture on the ground.” This approach meant that interviewees appreciated how “WBD doesn’t feel like a big scary law firm, but a group of professionals from your city who are all united by the practice of law.” 

The Seats 



Trainees are able to submit their top three preferences for seat allocation. As is often the case, second-years have first dibs, but sources reassured that, though it ultimately comes down to business need, “they ensure you get the training contract you want. It’s quite rare for there to be more than one or two people who don’t get one of their choices in a single rotation.” Those that do miss out on one of their desired spots will be top of the list in the next rotation. Client secondments are also on the cards for WBD trainees across a range of sectors, including energy, retail, real estate, banking and insurance.  

“The team is spread across five offices, and you work with people across all of them as if they’re right next to you.” 

A seat in planning & infrastructure is “great from a trainee perspective,” according to one interviewee, who appreciated how “we get a really big range of big-ticket items that take years to complete, as well as smaller agreements that give you more experience drafting, reviewing and running your own matter.” We heard that the work is broadly split into two: development consent orders (DCOs), and town and country planning. The former can involve nationally significant infrastructure projects and development schemes, and also comes with some contentious work related to judicial reviews. Meanwhile, the town and country planning side of things covers smaller scale developments. As such, clients include councils across the country, various national highways and even the National Grid. The team was also involved in the development of Bristol Airport, helping on applications for planning permission as well as a CPO (compulsory purchase order) inquiry. Overall, insiders explained that the work is “very policy-dominated. Things will change depending on what party is in power, and that can affect your clients and funding for their projects.” Additionally, “The team is spread across five offices, and you work with people across all of them as if they’re right next to you,” trainees divulged. This level of integration extends to trainee tasks, and interviewees had plenty of experience drafting section 106 agreements and all sorts of deeds, negotiating planning application agreements, reviewing statements of case and attending client meetings. 

Lots of our interviewees had also done a stint with the construction & engineeringteam, which comes with a variety of contentious and transactional work. To give you a flavour of both sides of the practice, the firm assisted the HM Courts and Tribunal Service on the contractual aspects of the construction of a new court in the City of London. Meanwhile, several members of the team have been involved in a multi-million-pound dispute concerning fire safety issues on behalf of the County Council of Durham. One trainee felt that the seat was “disputes heavy,” and we heard that it’s common to get the chance to attend mediations and adjudications (a construction-specific type of dispute resolution). This comes with plenty of legal research into dispute procedures, pulling together bundles, taking minutes in meetings and some light drafting. Meanwhile, on the transactional side, we were told that trainees can expect to cut their teeth on collateral warranties. “They’re endless!” one source quipped, while another explained that “at one point, my main task for over a month was just reviewing and drafting collateral warranties.” Despite this, there are plenty of opportunities to help draft and review various other construction contracts and assist on due diligence. 

“If you’re willing to take on more responsibility, they’re really good at letting you lead…” 

Trainees in real estate relished the chance to try out a seat where “I’m trusted to keep matters going forward and run them on my own. I’m learning something new every day!” More specifically, we heard that the team works with all sorts of developers and investors, with tenants on operational property matters, and across the energy and natural resources sector. Still, WBD has a pretty broad range of client names in the books, including the University of Law, Natwest, ITV and Evri. The team has also been active across the UK working for Majestic Wine on its real estate portfolio and rollout of several new branches – cheers to that! The work is more transactional by nature, meaning newbies here can expect to get to grips with a bunch of leases, agreements and licences. Our interviewees said that other core parts of the job include work with the Land Registry, lots of drafting and lease renewals. The level of responsibility in this seat received special praise: “If you’re willing to take on more responsibility, they’re really good at letting you lead under appropriate supervision.” However, if you’re interested in the contentious side of real estate, there’s also a property litigation seat on offer (under the dispute resolution umbrella), which reportedly “deals mainly with lease renewals under the 1954 Landlord and Tenant Act.” 

For a broader introduction to contentious work, trainees can try a seat with the commercial disputes and regulatory team. Data, technology and energy remain key sectors for the team, but the work spans a range of practices, from competition and IP to white collar crime. Easily starstruck applicants may want to watch out, as one trainee told us, “I worked on a very big case that was well-known in the press! I’ve also worked with several household names.” A few examples of such recognisable names include B&Q, British Gas, the Post Office and The Body Shop. You might have spotted the Carillion insolvency case in the legal headlines, and WBD lawyers were involved in the large-scale litigation, advising The Insolvency Service on various aspects of the case. While bigger matters such as this mean more admin work for trainees, insiders appreciated the chance to get involved in all sorts of tasks, with “a lot of opportunities to pick up harder work and quite a bit of client contact.” Reviewing documents and drafting are typical trainee tasks, but we heard that newbies might help interview witnesses and prepare for hearings. 

Trainee Life 



If you’re still feeling hungry for more, WBD offers a spread of pro bono work for trainees and lawyers alike. While some happen naturally over the course of a seat – housing matters while working with the real estate team, for instance – other opportunities are open to volunteers. WBD’s pro bono offering includes a business law clinic which “normally calls for a trainee to help on background research on a matter, or a first draft of something.” On the CSR side, WBD offices each partner with charities, and everyone gets an annual 14-hour volunteering allowance! Trainees can also get involved in plenty of environmental work as part of the firm's commitment to net zero by 2030, which can include reviewing related pro bono efforts, taking on a trainee environmental rep role, or leading internal initiatives. We heard that mentoring is especially common among trainees, too, with insiders explaining that many help mentor work experience students or children from various local schools as part of a mentoring and school outreach programme.  

In fact, on the social mobility side of things, WBD has been in the solicitor apprenticeship business for years (in Plymouth, Bristol, Southampton and Newcastle) and isn’t slowing down, according to Hughes: “We’ve currently got 19 solicitor apprentices in the business. We had four join us in September, and have another two starting in January 2025. Since first launching the six-year apprenticeship in 2017, we've now had four solicitors complete the program and qualify.” When it comes to other aspects of diversity, equity and inclusion, sources felt optimistic about progress at the junior level. People across the firm can take part in the firm’s affinity networks: Disability, Pride, Family and Carers, Thrive (for women), and REACH (race, ethnicity and cultural heritage). These groups host events, networking opportunities, and write various relevant educational articles. Wellbeing is also on the firm’s mind, with the introduction of lunchtime wellbeing walks, yoga classes and a running club in London and Newcastle. 

“If you’re ever in the centre of Bristol in September and see a bunch of lawyers running through random streets trying to find stuff on the ground, that would be us!” 

London’s not the only office that’s staying on top of its social game. Bristol in particular got a shoutout for its yearly scavenger hunt: “If you’re ever in the centre of Bristol in September and see a bunch of lawyers running through random streets trying to find stuff on the ground, that would be us! You’d think we’ve lost our minds, but we’re just trying to find coins with our office head’s face on it.” More broadly, there are various drinks events, trainee socials, Christmas and summer parties, and sports celebrations and tournaments.  

As you might expect, insiders definitely felt that the culture was “friendly,” with a trainee in WBD’s smaller London office going so far as to say, “We do feel quite like a little family.” While the active social calendar certainly plays a part in this, we heard that this is also thanks to efforts to hire people who do fit within this culture. As such, trainees felt it was consistent across levels: “There is a hierarchy, but I’d never feel uncomfortable going up to a partner or managing associates to chat about our weekends.”  

Aside the occasional cross-office meet-up, trainees are able to get to know their whole cohort through introductory firmwide training, which kicks off with an all-trainee week in Newcastle. Throughout the training contract, practice development lawyers run sessions on updates in the law while the early careers team handles soft skills training, such as resilience and commercial awareness. Each department takes a different approach to learning; while some come with a more structured, sit-down training regime, others place a greater focus on learning on the job. Despite this, lawyers across teams “understand you’re trainees and here to learn,” so insiders generally felt that they could ask both their supervisors and other colleagues for help. Our sources also had good experiences with supervision at the firm, with one noting, “I’ve already been exposed to multiple supervision styles. It’s fortunate that I’m getting used to that already because I’ll have to work with all sorts of personalities in the long run.” 

Interviewees also praised the work-life balance on offer at the firm thanks to the largely agreeable hours. On the whole, newbies found themselves starting a typical day between 8.30 and 9am, and finishing around 6pm. The general consensus was that “they’re good at making sure you don’t need to stay late unless you’re really helping, so I’ve never felt too overloaded.” That said, trainees might find themselves working a bit later at times, especially since hours can vary slightly across seats. As one interviewee recalled, “There was a period where I was consistently working until midnight, but it’s generally 9am to 6pm. I’ve completely avoided weekend working, but banking and corporate just have later nights sometimes.” Fortunately, none of our interviewees felt the push when there are no urgent client demands, but were pleased to report that “it’s pretty chill! There’s no frowning if you need to leave earlier to make the train because the next ones are cancelled, and no one asks where you are at all times.” When the days are steadier, trainees told us that they feel well compensated relative to the hours they’re putting in, but noted that NQ salary could be a bit higher. 

“There are partners who have been here since they were trainees.” 

When qualification rolls around, the Early Talent team releases the jobs list, and trainees can apply for up to two roles in any offices. Once they've decided where they want to go, trainees complete an application form, detailing their contributions to the firm over the last two years, alongside reasons as to why they want to work with the team and why they’ve picked a certain office. This is followed by an interview which, apparently, “felt more like a chat really,” according to one interviewee, who noted how “they made it very comfortable.” In 2024, WBD retained 17 out of 25 qualifiers, which includes both trainees and apprentices. 

The Womble Ensemble...

Pop-up pubs trips offer yet another reason to get together, and are often centred around a theme: “It was 80s themed once, and another was Top Gun – it’s a nice break from work.”

How to get a WBD training contract 



Training contract deadline (2027): 30 January 2025

*Note the firm’s vacation placement weeks form part of the training contract recruitment process.

Stage 1: Application form

The first stage of Womble Bond's process is a short application form. Prospective candidates are asked to share details including undergraduate degree results, any further vocational education, life history, and information as part of the Rare Contextualised Recruitment System, which the firm uses to identify top candidates from the widest pool possible.

Stage 2: High Potential Assessment 

Shortly after the close of the application window, everyone who has applied and is eligible to complete a training contract will be invited to complete the firm's online 'high potential assessment'.

[Click here to try a practice test – this will give you an idea of how the online assessment works.]

Stage 3: Assessment day

Candidates who are successful at the high potential assessment stage will be invited to attend an assessment day. This will involve a commercial understanding task and some short interviews, as well as the opportunity to hear from a variety of people at WBD and ask them any questions about the firm. As always, it's important to remember that it’s a two-way process – by the end of the assessment day, prospective candidates will be able to decide whether the firm is right for them – and the firm will have a better understanding of the candidates.

Stage 4: Work placement week & final interview

Womble Bond's placement weeks form part of the recruitment process. The firm's hybrid placement weeks give applicants a great insight into the firm as a business as well as the responsibility and quality of work that is given to trainees. The placement week will also involve a final, mostly strengths-based interview, with two of the WBD team. Again, this is also a chance for candidates to find out more about the business, get a feel for what it would be like to work in the team, and understand if it’s the right place for them.

 

Womble Bond Dickinson UK LLP

4 More London Riverside,
London,
SE1 2AU
Website www.womblebonddickinson.com

Firm profile



Womble Bond Dickinson is a forward thinking practice with the energy, drive and determination to keep pace with our clients and a focus on delivering the relevant services they need.

With a focus on twelve key sectors (Public, Government and Third Sector; Technology, Healthcare; Insurance, Manufacturing; Real Estate; Retail and Consumer; Transport, Logistics & Infrastructure; Pharmaceuticals, Biotechnology & Life Sciences; Technology and Private Wealth).

Our clients include Nissan, HSBC, Grainger, Bellway, Sainsbury’s, New ok, Atom Bank, HS2 and Five Guys.

Our lawyers and professionals have shared ambitions, common values and a flexible working style that combine with strong personal connections to deliver outstanding levels of client service across every office, every day.

Collaboration provides a fertile ground for exploring new ways to better serve our clients, where we find new ways of working; use technology to drive practice innovations; and invest in our people to ensure we deliver high quality, cost-effective and personal service.

A way of working that delivers more integrated solutions, speed and quality advice to help our clients advance and protect their interests from both sides of the Atlantic.

We always put ourselves in our clients’ shoes and ask the right questions so that we can really understand and anticipate their needs. That’s why we look for trainees who take the time to listen and who want to work for a firm where integrity and reliability matter every bit as much as insight and legal expertise.

As a responsible business, Womble Bond Dickinson is committed to creating better places to live, work and do business. Our actions empower a variety of initiatives that have a strong, positive impact on the firm's colleagues, clients and local communities.

Everything we do starts with our people. We know that if you do right by people, they’ll do right by you, and their creativity will thrive. We actively look for people who have different backgrounds, or who took an unconventional path into this industry. We don’t just hire lawyers, we hire people with interesting perspectives. And we’re all better for it.

Being people powered means looking after everyone once they’re here. We’re committed to diversity, equity, and inclusion, both because it’s the right thing to do and because it makes us stronger. We empower our people to bring their whole selves to the job, and to have lives outside of work so they can recharge. It’s about opportunities to develop. Building up specialisms in areas that spark passion and pique interest. And above all, being supported to create and innovate. Because with that comes truly career-defining work.

We want everyone to reach their full potential, by being themselves whilst encouraging each other to achieve their goals with courage, determination and enthusiasm.

Graduate Training Programme



We offer training contracts across all our UK offices: Bristol, Edinburgh, Leeds, London, Newcastle, Plymouth and Southampton.

Choose us for your training contract and, over the course of two years, you’ll get the chance to experience different areas of the law first hand and to work with a variety of colleagues and clients.

Our training contract in our offices in England follows the SQE route to qualification, or the traditional route to qualification for those who have already completed the LPC. For our Edinburgh trainees, you will qualify with the Law Society of Scotland, rather than the SQE.

This is your training contract and it’s up to you to make the most of it, but along the way we offer fantastic opportunities to develop your legal career in a growing firm. Our supervisors are trained and fully supported on an ongoing basis. You’ll have access to high quality work and senior client contact. We regularly second trainees to our most high profile clients.

Our recruitment process is designed to put you through your paces, but it’s also about sharing our unique culture with you, so you get a real sense of the firm you might be joining.

When to apply



Applications for our training contract to start in 2027 opened on 4 December 2024 and the deadline to apply is 30 January 2025.

For more information on our recruitment process please visit https://www.trainingcontract.com/apply/.

Who should apply



To be eligible for our 2027 Training Contract, you must meet one of the criteria below:

If you are applying for one of our offices in England:
• You are currently studying (in your penultimate or final year) or have completed a law degree in England, Wales, or Northern Ireland
• You are currently studying (in your final year) or have completed a non-law degree in England, Wales, and Northern Ireland You are currently studying (in your final year) or have completed a non-law degree in Scotland
• You are in your final year of or have completed an international qualifying law degree

If you are applying for our Edinburgh office:
• You are currently studying (in your penultimate or final year) or have completed a law degree in Scotland
• You have completed a non-law degree and you have started (or completed) the accelerated LLB in Scottish Law
• You have completed an international degree and you have started (or completed) the accelerated LLB in Scottish Law

Graduate Training Programme application process



Stage 1: Application form
The first stage of our process is a short application form. You’ll be asked to share details of your undergraduate degree and any further vocational education, your life history, and information as part of the Rare Contextualised Recruitment System, which allows us to understand the context in which your experiences have been gained and enables us to identify top candidates from the widest pool possible.

Stage 2: High Potential Assessment
Shortly after the close of the application window, everyone who has applied and is eligible to complete a training contract will be invited to complete our online high potential assessment. Click here to try our practice test – this will give you an idea of how the online assessment works.

Stage 3: Assessment day
If you’ve been successful in the high potential assessment stage, you’ll be invited to attend an assessment day. This will involve a commercial understanding task and some short interviews, as well as giving you the opportunity to hear from a variety of people at WBD and ask them any questions you may have about the firm.

Remember, it’s a two-way process – by the end of the assessment day, you’ll be able to decide whether WBD is right for you – and we’ll have a better understanding of who you are.

Stage 4: Work placement week & final interview
Our placement weeks form part of our recruitment process. Our hybrid placement weeks give you a great insight into our business as well as the responsibility and quality of work that is given to our trainees.

The placement week will also involve a final, mostly strengths-based interview, with two of the WBD team. Again, this is also a chance for you to find out more about our business, get a feel for what it would be like to work in our team, and understand if it’s the right place for you.

Virtual Experience Programme



Forage is a free, virtual law programme that you can complete in your own time, introducing you to roles in law, supporting you with developing a personal statement and an introduction to some law based tasks. This is available to all students and a great addition to your CV.

In this programme, you'll research and explore different roles available in law and learn how to craft a personal statement. Then, you'll amend a commercial contract and prepare a business development pitch to gain an idea of the work that our lawyers encounter daily.

We hope this programme helps upskill you in law and explore a potential career with us at WBD.

For more information and to take part please visit https://www.theforage.com/virtual-internships/prototype/fszzwX6Jb33P4okPs/Law-Programme.

Early Talent Community



Looking to take the first step in your legal career? Whether you're a school leaver looking for an apprenticeship or work experience programme, or a graduate looking for a training contract, we have a number of fantastic opportunities just for you.

If you would like to hear about our programmes, sign up to our Early Talent Community by visiting here for updates about new opportunities as they become available.

Solicitor Apprenticeship



The legal sphere is rapidly changing and in recent years there has been an increasing demand for business focussed legal education within the work place. We champion alternative routes into the legal professional and The level 7 Solicitor apprenticeship offers just this and more and is fast becoming a sought after option for post A level students.

We currently have 18 Solicitor Apprentices at WBD in our Newcastle, Southampton, Bristol and Plymouth offices.

Through this six year programme you'll experience different practice areas of law, learn from experienced professionals, build a portfolio of work showcasing your development and knowledge, and gain an LLB. You'll have 20% protected study time throughout the apprenticeship which counts towards your 'off the job' training. As you reach your final years you will sit the Solicitor Qualifying Exams (SQE 1 & 2) and ultimately qualify as a solicitor.

We're truly passionate about making a legal career more accessible to local students who aspire to become lawyers and welcome applications from those who have a genuine interest in law.

Solicitor Apprenticeship application process



All candidates will need to start their application with a registration form – which also enables us to obtain contextualised info through Rare's CRS. Following this, everyone who has registered and is eligible will be invited to complete our blended high potential assessment.

Following the blended high potential assessment, we shortlist candidates for our assessment day.

After the assessment day, we shortlist candidates for the work placement week. During the work placement week, candidates will have the chance to meet WBD colleagues and gain real insight into what it's like to work at the firm. The final stage interview will also be conducted, in person, during this week.

We believe that the variety of stages and methods we use increases our chance of recruiting top talent. We have designed our assessments in a way that enable candidates to demonstrate a range of behaviours in a variety of ways. As a result, we gain a more holistic understanding of each applicant.

Our recruitment process also allows us to showcase the firm in different ways and gives candidates a chance to assess whether Womble Bond Dickinson is the right fit for them, which is equally as important.

Applicants need the minimum grades to be eligible for the programme:
• 3 A Levels at Grade C or above, or equivalent*
• 5 GCSEs, including Maths and English, or equivalent, at Grade C/4 or above.

For more information and to apply visit https://www.womblebonddickinson.com/uk/careers/apprenticeships.

Diversity access schemes



Our work around social mobility includes our refreshed Early Careers Programme, our work with schools and universities, as well as our Apprenticeship programme. We are passionate and dedicated about inspiring young people to unlock their potential, and widening access to the legal profession.

In 2022, we started working with Strive– a social mobility charity, who source and develop talent intersectionally diverse, socially mobile and under-represented backgrounds to help them realise their full potential.

We have now implemented the Rare Contextual Recruitment System (CRS) for our Early Talent recruitment (graduates and apprenticeships). The system allows us to understand the context in which a candidate’s experiences have been gained and enables us to identify top candidates from the widest talent pool possible.

The CRS has been integrated with our current Applicant Tracking System and delivers on two key outputs: flags to measure disadvantage and Performance Index (PI) to measure outperformance against students at the same school.

Diversity Equity and Inclusion



Our approach is to make sure that we have policies which are fit for purpose, and then to concentrate hard on bringing them to life throughout the firm. This filters through at every level – we nurture a spirit of equality, fairness and respect and we challenge non-inclusive behaviour. We want everyone to reach their full potential, by being themselves whilst encouraging each other to achieve their goals with courage, determination and enthusiasm.

We work hard to ensure that difference is visibly valued and welcomed, and that our people understand there is so much to equity, diversity and inclusion and it's not about a set of paper policies. Everything from our award-winning apprenticeship scheme, our Investors in People Accreditation, our focus on health and wellbeing, to our #BeYourself campaign, underlines the importance of a visibly proactive and diverse and inclusive culture.

This Firm's Rankings in
UK Guide, 2024

Ranked Departments

    • Professional Negligence (Band 4)
    • Agriculture & Rural Affairs (Band 1)
    • Construction (Band 1)
    • Corporate/M&A (Band 1)
    • Employment (Band 1)
    • Information Technology (Band 1)
    • Litigation (Band 2)
    • Planning (Band 1)
    • Real Estate (Band 1)
    • Restructuring/Insolvency (Band 1)
    • Pensions (Band 2)
    • Real Estate Litigation (Band 2)
    • Social Housing (Band 2)
    • Agriculture & Rural Affairs (Band 2)
    • Banking & Finance (Band 2)
    • Corporate/M&A: £25 million and above (Band 3)
    • Employment (Band 2)
    • Environment (Band 2)
    • Information Technology (Band 2)
    • Litigation (Band 2)
    • Planning (Band 1)
    • Real Estate (Band 2)
    • Real Estate Litigation (Band 2)
    • Tax (Band 3)
    • Environment (Band 3)
    • Banking & Finance (Band 1)
    • Construction (Band 2)
    • Corporate/M&A: £25 million and above (Band 1)
    • Employment (Band 2)
    • Information Technology (Band 2)
    • Litigation (Band 1)
    • Professional Negligence (Band 1)
    • Real Estate (Band 1)
    • Real Estate Litigation (Band 3)
    • Charities (Band 2)
    • Commercial Contracts (Band 3)
    • Data Protection & Information Law (Band 5)
    • Education: Institutions (Higher & Further Education) (Band 3)
    • Education: Institutions (Schools) (Band 2)
    • Energy & Natural Resources: Renewables & Alternative Energy (Band 4)
    • Health & Safety (Band 2)
    • Local Government (Band 4)
    • Public Procurement (Band 4)
    • Retail (Band 2)
    • Transport: Rail: Franchising (Band 2)
    • Transport: Rail: Projects & Infrastructure (Band 3)
    • Transport: Rail: Rolling Stock (Band 2)
    • Banking & Finance (Band 3)
    • Construction (Band 4)
    • Corporate/M&A: £5 million and above (Band 3)
    • Intellectual Property (Band 2)
    • Planning (Band 2)
    • Real Estate (Band 4)
    • Restructuring/Insolvency (Band 2)

More from Womble Bond Dickinson:

Visit the firm's graduate recruitment page.