Michelmores

About the firm

Goldilocks never had to choose a training contract, but if she did, she would have considered the dilemma carefully. Too big and you risk getting lost in the crowd, whilst too small and opportunities can be limited. Finding a firm that strikes the right balance is easier said than done, but it is a balance that many at Michelmores believe they have achieved. As one trainee said: “We are the perfect operating size… it feels like we’re driving forward in every direction, so as a trainee you are at the heart of it all.” In this middle-market, full-service firm, choice is also something trainees appreciated. “It offered a range of seat options and practice areas,” quipped one. Another stated that what drew them in was “the good private client offerings in the South West.”

“The firm knows their clients and where they operate, they haven’t just parachuted into different places and tried to have a go”

The firm’s historic regional roots were also a key point that grabbed trainees’ attention, but they noted that what made them stay is how “the firm knows their clients and where they operate, they haven’t just parachuted into different places and tried to have a go.” Our sister guide, Chambers UK, confirms that Michelmores is a top player in the South West for its work in agriculture & rural affairs, corporate/M&A: £5 million and above, and family/matrimonial matters. Another interviewee emphasised the growth the firm is experiencing: “it’s become a really ambitious firm, and we’ve expanded our presence in London, Cambridge, Bristol and Cheltenham… we are well positioned for various things.”

Why trainees joined the firm

Growth

Trainees told us that Michelmores “really do recruit to retain,” highlighting how the firm has “gone through expediential growth over the last few years.” Sources stated that, due to the firm’s development, they “have the capacity to take on larger volumes of work now.”

Regional full-service firm

Insiders were drawn to the different practice areas on offer at the firm, since Michelmores is a regional outfit. Trainees highlighted how they are exposed to a “high calibre of work.”

Private client offering

A lot of our trainees emphasised how they were especially looking for a firm that offered private client work when they applied to Michelmores. As one trainee shared: “I wanted to do private client work, and Michelmores is one of the best firms to do it.”

Trainee satisfaction rankings

Training contract structure

Seat allocation

Michelmores has three main areas at the firm: private client, business services, and real estate. Trainees told us that when they started their training contract, they were asked to indicate a focus in one of these areas. The firm encourages juniors to then choose seats within their chosen area, and they must experience at least two areas of the firm, though they are able to choose them.

“They’ll help as much as they can to give you your first choice; they never diminish your passion and ambition.”

When it comes to picking seats, the firm uses an AI system called Ruth. Essentially, the firm releases a seat rotation list a couple of months before you are due to change seats, and asks trainees to rank their preferences using Ruth. Sources praised this method, noting how “the idea is to make sure people aren’t losing out too much.” Interviewees caveated that they are able to include a rationale for their seat rankings and noted that you can also have informal catch-ups with HR, as well as each team, to query the practice area’s space and capacity to take on a trainee.

As one stated: “They’ll help as much as they can to give you your first choice; they never diminish your passion and ambition.” Elizabeth Newson, training principal, told us: “Michelmores offers a training contract in our Exeter and Bristol offices, but we do second our graduates into other offices. We have our Cambridge, London, and Cheltenham offices, and our graduates have opportunities to take seats in those offices.”

Client secondments

“We have a lot of client secondments, which we’re very much encouraged to do,” shared one insider. “The firm wants you to gain as many opportunities as you can, so everyone is running and gunning for it.” Secondments are mainly based in Cheltenham, with some in Cambridge and London too, though sources explained how the number of client secondments provided by the firm is constantly growing, with three different opportunities currently on offer. When using Ruth to rank their seat rotations, trainees are also encouraged to note down their secondment preferences.

Seat Experiences

Trainee life

Culture and environment

Data from our annual trainee survey

“I knew I could be my authentic self and not hold back on the things I wanted to do.”

Curating a culture of inclusivity can be a hard feat at a firm, but one trainee was positively beaming when they shared: “I knew I could be my authentic self and not hold back on the things I wanted to do.” That high praise was echoed by all of our insiders, who felt that the firm “wants every single person to succeed; there’s no competition or trying to hold anyone back” and that ultimately, “that’s a big part of the reason why people come and stay here.”

The firm allocates trainees a social budget to help them bond and get to know each other on a more casual level, with regular socials scheduled in, which has successfully led to newbies experiencing a trainee cohort that is supportive rather than cutthroat: “the firm does a good job of fostering that friendliness at a junior level.” Not only is the trainee cohort collaborative, but interviewees also noted: “we are encouraged to visit other offices and collaborate with colleagues.” Whilst the firm is headquartered in Exeter, its other locations include Bristol, London, Sidmouth, Cambridge and Cheltenham.

Working patterns

Data from our annual trainee survey

“We all love coming into the office and seeing friends and colleagues; we learn so much more from being in the office.”

“The general rule is to be in more than not,” shared one insider. They caveated that whilst this isn’t a hard rule, the firm likes its trainees to be in the office four days a week (though we heard that this is team-dependent). Most of our sources felt that this unspoken requirement was beneficial, noting how “it’s better for your training and exposure.”“We all love coming into the office and seeing friends and colleagues,” smiled one trainee. “We learn so much more from being in the office.”

When it comes to chargeable hours, there are no official requirements. “Partners aren’t on your back for your billing hours,” shared one source. “They care much more about your development and that you’re implementing feedback that you’re given.” However, it was noted that juniors are expected to log six hours towards billable work, with the final hour reserved for investment time, totalling a daily sum of seven hours. In terms of average hours per week, trainees expressed that “work life balance is really good” though they cautioned that “contentious work does mean that you can have some late nights.” Overall, our interviews seemed optimistic, with trainees reporting an average working week of around 40 hours.

Pay

Data provided by firm and our annual trainee survey

When asked about salary expectations, feelings were mixed, with some trainees feeling like “the NQ salary in Bristol and London could be more reflective of the market.” However, others felt that they were “well paid for the hours that are expected.” One trainee told us how the compensation was fair due to the fact that they “had a good balanced training contract, in regard to hours.” There were also other benefits mentioned such as a gym discount, which insiders felt contributed positively towards their overall compensation.

Supervision and training

Data from our annual trainee survey

“My supervisors have been my biggest cheerleaders,” laughed one insider. Another told us how “there is an emphasis on people saying, ‘don’t suffer in silence,’ so people are willing and happy to give you their time to explain tasks.” As well as receiving feedback from their supervisors, trainees also highlighted the regular knowledge sessions that happen frequently as well as the elevate sessions, which are team-specific training. Sources noted that you can attend any elevate session regardless of the seat you’re in: “you’re invited to every team’s session, no one will question why you’re there.” Additionally, the firm has recently implemented a mentor scheme which it is strongly encouraging people to get involved in. Each person’s mentor will be external to the team trainees sit within, and they are there to help with career guidance and work/life balance.

Inclusion

“The firm is really trying to add more diversity,” explained one insider, with sources highlighting the school solicitor apprenticeship programme offered by the firm as an active action taken by Michelmores to improve accessibility into law. As one insider shared: “We go to many career fairs and schools to build robust programmes so the younger generation can have a debt-free apprenticeship so they can focus on the work and the experience to get to where they want to be.”

The apprenticeship is offered to those from year ten to sixth form. The firm also has a social mobility programme named Momentum. “This is one of my favourite things about the firm,” smiled one trainee. “We visit underprivileged schools in areas of low economic standing and tutor sixth form students by giving them training on how they can gain confidence and providing them with the resources they need to succeed in law.”

Pro bono & CSR

“A firm that champions pro bono, giving back, and investing in future generations, definitely stood out to me,” explained one trainee. Another added that “there has been a real push this past year as it’s a more structured set up now… as trainees we are extended the opportunity to get involved but it’s not mandatory.”

While trainees told us that pro bono work happens more often once they’re qualified, they did emphasise the amount of charity work they do as juniors. As one stated: “We have charity partnerships in each office, we do events throughout the year to raise money for that charity, and we also get a volunteering day.”

Qualification

Trainees told us that throughout their TC they have informal conversations with HR about their qualification aspirations and where their goals lie. A list of teams looking for NQs is circulated towards the end of juniors’ final seats. They then email in their applications for a position, which is then followed by an informal conversation with the team, unless there are multiple applications for one position, in which case interviews are held.

Trainees felt that the process was “transparent.” Newson told us that the firm had 100% retention of trainees from the past year: “We want to recruit people who are really committed to a long career at Michelmores. That goes with our ‘recruit to retain’ ethos.”

Livin’ it up in the city…

When trainees are seconded to a team in Cambridge, Cheltenham or London, the firm has flats where they can stay rent free!