Charles Russell Speechlys
- London
- Guildford
- Cheltenham
"We asked Charles Russell Speechlys trainees what CRS really stands for! According to trainees: Culture, Responsibility and Support."
About the firm
- Undisclosed
- Trainees
- Undisclosed
- Associates
- 3
- National Offices
- 13
- Overseas Offices
That’s what trainees told us, and their answers left us Charles Russell Speechless!
Charles Russell Speechlys has 16 offices worldwide and 25 trainees spread across its London, Guildford and Cheltenham offices. The firm offers trainees the breadth of a full-service firm without losing sight of its renowned private client heritage, and this combination proved a major draw.
Charles Russell Speechlys’ full-service breadth is undoubtedly reflected in its Chambers UK rankings. In London, the firm is ranked in the top bracket for corporate/M&A: £10-100 million. In the South of England, it receives top acknowledgements for family/matrimonial, litigation and real estate litigation, and in the South West for agriculture & rural affairs. The firm also ranks very highly in the Chambers High Net Worth guide, receiving top rankings for its expertise in private wealth law and private wealth disputes, among other areas.
For many, however, the big attraction was the firm’s culture. Trainees praised the approachability of senior lawyers, the responsibility given from an early stage and the firm's consistently supportive atmosphere. As one interviewee laughed: “The partners don't gatekeep the interesting work!”
Why trainees joined the firm
Private client strength
Culture
Regional offices with London HQ
Private client strength
One trainee noted that there “aren’t many full-service firms in the City that offer private client work.” Another described private wealth and private client work as “CRS’s bread and butter,” but added that they “didn’t want to be too pigeon-holed, and CRS has a whole breadth of services across the industry.”
Culture
This was the cherry on top for many trainees. One shared that they “remember sitting at an open day at another firm and thinking ‘gosh, I wouldn’t survive!’ Like Gloria Gaynor, they did survive. The reason? “The approachability of senior lawyers at CRS is great.” Another added that “I knew from the vacation scheme it had really nice people and culture, and really good support for trainees. I heard from years above me that the training is really good.”
Regional offices with London HQ
For those who don’t fancy the city-slicker lifestyle but still want to do high-quality work, the firm’s regional offices were a big draw: “I was definitely looking for a regional office firm. I’m not a big-city person and it was never on my bucket list to work in London, but I wanted that backing of a London office so you have that work coming in.”
Trainee satisfaction rankings
- Elite
- Overall satisfaction
- Elite
- Training & development
- Strong
- Supervision & contact time
- Strong
- Hours & work-life balance
- Strong
- AI adoption
- Strong
- Qualification
Training contract structure
- 4x6
- Seat Structure
Seat allocation
Trainees rank four preferred seats before each rotation, explaining their choices in an application form. The firm uses OptiSeat, a technology seating platform, to match trainees to departments based on individual preferences and business needs, with the graduate recruitment team reviewing the final allocation.
- Yes
- International secondments
- Yes
- Client secondments
International
The firm offers international secondments in Dubai, Geneva, Zurich, Hong Kong and Singapore, with previous examples including Paris and Luxembourg. The secondment process runs alongside the seat allocation process, but trainees put in separate applications along with their OptiSeat form. Trainees put ‘secondment’ as one of their seat choices and submit a separate application form covering why they are interested and why they would be a good candidate.
Client
Client secondments are also available. “Something really good is you build that relationship yourself,” they explained, describing the experience as varied and highly commercial.
Seat Experiences
Corporate remains one of the firm’s flagship seats. The team acts on M&A and private equity transactions and corporate governance matters. Trainees described the work as broad and said it allowed them to take on responsibility early on. “Even in the vacation scheme, I was working on a live matter,” said one trainee, “which was admittedly daunting straight out of university, but also exciting! They trust us. They know we've passed the relevant exams and can be trusted to do stuff.” Of course, trainees will always have the support of supervision too. The corporate group’s mindset was that trainees should “have a go, the only way to learn is to try.”
One trainee had been involved in “typical M&A” transactions on both the buy side and sell side. Another worked alongside the corporate team advising on the sale of a cybersecurity company. Their role involved carrying out due diligence and helping draft a legal opinion on whether the target company’s activities required Financial Services and Markets Act authorisation. One trainee reported that the team was “very receptive to the type of work I was interested in. They’re always keeping you in mind with future opportunities.”
The team recently advised the majority shareholder of Grant Thornton Thailand and Grant Thornton Singapore on the sale of these businesses to Grant Thornton UK.
The UK private client team, which is one of Charles Russell Speechlys' largest departments, advises high net worth and ultra-high net worth individuals and families on succession planning, trusts, probate and tax. The breadth of the practice means trainees see everything from drafting Wills and Lasting Powers of Attorney to trust administration and estate planning, alongside more specialist work involving family investment companies, mental capacity and Court of Protection matters.
The department has a strong junior presence, which was something that trainees felt translated into good responsibility from the outset. Trainees reported doing some admin tasks to begin with, which are “good because they help you get used to the systems.” However, “I think I met a client on my second day,” one recalled. Client contact is a consistent feature of the seat, with trainees attending meetings, witnessing documents and taking detailed attendance notes. There’s also a lot of drafting work, and trainees could have a (supervised) go at drafting Wills, trust documents, Lasting Powers of Attorney and client correspondence as well as researching niche points of law and assisting with tax planning and probate matters.
The variety of work was a particular highlight. One trainee described drafting Wills for high net worth individuals with “very specific requirements,” explaining that the challenge was “to somehow have their Will reflect those requirements within the law.” Another was given instructions on a complex matter early in the seat and asked to produce a first draft independently. “It was quite intimidating to begin with,” they admitted, “but there was plenty of support,” adding that the knowledge development lawyers helped them work through precedents and refine the drafting. Others told us that “it's very difficult to give a typical day in private client, because it’s so dependent on client needs,” making the seat feel consistently varied. “It was a really good experience,” one trainee concluded.
Employment at CRS includes contentious and non-contentious work. The team advises employers, senior executives and private individuals, meaning trainees gain experience across Employment Tribunal litigation, advisory work and corporate support. As one put it: “They act for individuals and also do the corporate governance side and shareholder disputes, which is great as a trainee because you can find what interests you.”
The variety of work was a consistent highlight of this seat. Trainees spoke about drafting employment contracts and settlement agreements, reviewing handbooks, advising on grievances, carrying out employment due diligence and preparing risk reports for corporate deals. “One of the things I loved about employment was that you can wear such a variety of hats,” one trainee said. “You've got contentious work in Employment Tribunal claims, but then you’re also advising companies as well as private individuals, and then you've got the third bucket, which is supporting the corporate team on due diligence.”
“It was really hands-on, meaty work,” said one trainee. Trainees joined a major injunction case at the outset, helping prepare witness statements, bundles, exhibits and correspondence while coordinating the wider team. Another described negotiating the exit of a senior executive: “The work ranged from client calls to drafting a settlement agreement and negotiating with the other side.” Others enjoyed the team’s international reach, working with partners in London and Dubai on cross-border matters.
The employment team’s clients include Mercedes-Benz’s Grand Prix team, as well as Morgan Stanley, Nike and Caffè Nero.
Private wealth disputes offers trainees a taste of the contentious side of the firm’s market-leading private wealth practice. The team advises on disputes involving trusts, estates and mental capacity, often with an international element. As one trainee explained: “I’d say it’s split into three zones: contentious trusts work – whether a trust exists, whether things are being done properly; contentious probate and Inheritance Act 1975 claims; and international Court of Protection work, although that's a smaller focus.”
The seat combines technical legal research with hands-on case management. One trainee spent much of their time researching the laws of jurisdictions including the Bahamas, Bermuda, Guernsey and Jersey, reflecting the cross-border nature of many of the firm’s private wealth disputes. Others spoke about assisting with disclosure exercises, drafting correspondence to clients and opposing firms, and attending mediations. “A common task is disclosure exercises,” one trainee explained, “going through documents,” alongside opportunities to draft correspondence and become involved in cases from an early stage.
CRS also offers trainees a mix of real estate and property–centred seats. There’s real estate, construction, and real estate disputes to name a few. In the real estate seat, trainees encountered the classic spread of commercial property work: landlord and tenant matters, refinancing deals, planning and regeneration projects. The more complex matters could take a little time to get to grips with, but sources felt there was definite scope to take on more as the seat progressed. “You are trusted with a lot,” one reflected, “they’re good at giving you a little bit, seeing if you can run with it, and then giving you more.”
The seat was described as consistently busy, with some trainees juggling a number of matters at once. As such, project management skills are useful for the job: “There is a lot to do and a lot to keep track of; you either go in with very good organisational skills or develop them pretty quickly!” The team itself won praise for being “very supportive and very friendly.” As with most transactional seats, the workload ebbs and flows. During quieter periods, trainees can benefit from showing some initiative, seeking out work or getting involved in pro bono or business development matters.
Trainee life
Culture and environment
- 100%
- Trainees were happy in their current role
- 96.9%
- Felt they chose the right firm
Data from our annual trainee survey
If there was one thing every trainee agreed on, it was the culture. “Friendly,” “supportive” and “approachable” were words we heard repeatedly, with interviewees describing a workplace where people genuinely invest in trainees’ development. “It's the type of vibe where there are no silly questions,” explained one trainee, while another said: “Everyone's extremely supportive and keen on your development as a trainee.”
Partners were frequently praised for making time to explain work and give feedback. “You could book in 20 minutes with a partner and they’ll explain something,” said one trainee. Another appreciated colleagues being “so willing to take the time to talk me through something and help me understand why they’ve made the changes they’ve made.”
That supportive atmosphere extends beyond the work itself. Trainees felt there were plenty of opportunities to get to know colleagues, whether at Charlie’s café in the London office or Wednesday yoga. “I’ve loved coming into the office,” one interviewee summed up, “everyone is warm and inclusive.”
Working patterns
- 3 days a week
- Expected office attendance
- 40.7
- Typical billable hours in a week
Data from our annual trainee survey
The firm’s official policy is three days a week in the office. Trainees described this as flexible and largely dependent on the team, and most reported coming in three to five days a week out of preference.
Hours are similarly team-dependent, but most trainees reported working until around 6.30pm or 7pm on a typical day. Busier transactional seats occasionally required later finishes, but interviewees generally felt the hours compared favourably with many City firms.
Pay
- £52,0001st Year Salary
- £55,0002nd Year Salary
Most trainees felt the firm’s salary is “fair and competitive,” particularly when balanced against its culture and work-life balance. Most trainees agreed the supportive culture and ability to maintain a life outside work made for a good deal overall.
Supervision and training
- 90%
- Feel they receive high quality learning & development
Data from our annual trainee survey
Supervision is structured but flexible, with trainees saying the frequency of meetings naturally changes as they settle into a seat. “It’s kind of whatever you want it to be,” one trainee explained. Formal mid-seat and end-of-seat reviews sit alongside weekly check-ins. Trainees consistently described supervisors as approachable, supportive and happy to answer questions, as well as generous with their time. One trainee summed up that “everyone’s super keen on your development as a trainee. Supervisors are very keen for you to have the first pass on things, and I always get back really clear redlines.”
Training combines formal learning with day-to-day support. Alongside the firm’s IGNITE programme, which helps trainees build commercial awareness, presentation skills and other professional competencies through workshops and one-to-one coaching, departments run regular know-how sessions led by a mix of partners and knowledge development lawyers. New joiners are first introduced to their team’s precedents and core documents before moving on to live work. The knowledge development team were described as “brilliant” by one trainee, who said: “I went to them about a type of contract I was confused about, and they went through it with me for about an hour. If a team is seeing a certain type of question coming up a lot, they’ll do a session on it.”
Pro bono & CSR
Pro bono is a significant part of trainee life, with opportunities spanning everything from disability benefits appeals to employment advice. Interviewees repeatedly stressed the level of responsibility available. One trainee now leads the firm’s involvement with the Schools Consent Project, delivering workshops alongside criminal barristers and helping expand the initiative regionally. Others valued the chance to work with colleagues across departments on trainee-led projects. As one trainee put it, there are “loads of opportunities,” supported by “a really great and very supportive” pro bono team. The firm also runs its own internal social mobility programme – Career Start – for school students in year 12.
Other opportunities include:
Windrush applications
Immigration work
Employment advice
Schools Consent Project
Inclusion
Trainees generally felt that Charles Russell Speechlys takes a proactive approach to inclusion and diversity. “They do make a good effort,” was a common sentiment, with interviewees highlighting regular events celebrating Pride Month, religious festivals and different cultures, alongside active internal networks covering areas such as gender and neurodiversity. Several also praised the firm’s outreach work, pointing to partnerships with Aspiring Solicitors, Career Start mentoring and internship programmes, with one trainee pleasantly surprised by “how much partners have got involved.” Others appreciated the firm’s openness, with one remarking that they had expected to find “a lot of Oxbridge candidates” but instead found a much more varied intake. The overall view was that “it certainly feels like an inclusive environment.”
Qualification
The qualification process begins in the spring, when Early Talent circulates a list of available NQ vacancies. Trainees apply by submitting an internal CV and cover letter before interviewing with partners in their chosen team. Most interviewees described the process as straightforward and transparent.
- Undisclosed%
- Trainees Retention
Charles Russell Scores
If football isn't your thing, don’t worry. Trainees told us there are sports teams, ranging from cricket to netball, as well as regular yoga sessions, making it easy to meet colleagues outside your team.
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Top Figures
- £41,000 - £55,000Salary Range
- £93,000Newly Qualified Salary
- 25
- Training Contract Vacancies
- 15th Jan 2027
- Application Closing Date
- Yes
- Apprenticeship
