How do you approach giving advice to a client who wants to take a course of action you believe is legally risky?

I give the advice clearly and completely, even when the client will not like it. My role is to ensure they understand the legal position and the range of possible outcomes, including worst-case scenarios. I present the risk in concrete terms: what could go wrong, the probability, and what it would cost if it does. I always give options rather than just a warning: a different structure, additional protections, a phased approach. If the client decides to proceed after receiving full advice, that is their right, and I document the advice I gave and their decision. What I will not do is soften the advice to avoid discomfort or give them the answer they want rather than the one that is correct. My reputation and my professional obligations depend on honest advice, and so does the client's outcome.

How do you demonstrate commercial awareness in your day-to-day legal work?

Commercial awareness means understanding why a client is asking for legal work, not just what they are asking for. Before I advise on a contract clause, I want to understand the deal: what each party is trying to achieve, what the market norms are, and where the real risk lies. In practice this means I read the business press for the sectors my clients operate in, I ask questions in initial meetings about the commercial context before asking legal questions, and I frame my advice around business outcomes rather than legal theory. I also track costs. Advice that is technically correct but requires three rounds of negotiation on a low-value contract is not good commercial advice. I consider proportionality: the legal work should be sized to the risk and value of the transaction, not to an academic standard of completeness.

How do you manage client relationships, particularly when a matter is not progressing as quickly as they would like?

I set expectations clearly at the outset and update them when circumstances change rather than waiting for the client to ask. At the start of any matter I give a realistic timeline and explain what can affect it: counterparty responsiveness, court timelines, regulatory process. When a matter slows, I contact the client before they contact me, explain why, and confirm what I am doing to move it forward. I never disappear during a slow period. Clients tolerate delays better when they feel informed and when they trust that someone is actively progressing their matter. The worst thing I can do is leave a client in the dark. I also think it is important to be honest about the limits of what I can control: I can press the other side's solicitors, but I cannot compel a third party to respond faster. Giving the client a realistic picture is more useful than promising a timeline I cannot deliver.

What has been the most technically challenging legal matter you have worked on, and how did you approach it?

The most challenging matter I worked on involved a cross-border restructuring with entities in three jurisdictions where local insolvency law in one jurisdiction created a genuine conflict with the structure that worked in the other two. There was no precedent that directly addressed the interaction. I worked with local counsel in each jurisdiction to map the specific risk, commissioned a comparative analysis of the relevant statutory provisions, and presented the lead partner with three structuring options, each with a risk profile and an indication of which local counsel considered most defensible. The partner chose the option that gave the most protection in the jurisdiction with the highest creditor risk. The matter completed without challenge. The lesson was that complex multi-jurisdictional work requires you to resist the temptation to apply a single-jurisdiction analysis and genuinely engage with the specific legal environment in each location.

Tell me about a time you had to negotiate a deal where both parties had dug into positions that were difficult to move.

In a commercial property acquisition my client wanted a break clause at year three; the landlord had categorically refused any break right. Rather than continuing to argue the same position, I asked the landlord's solicitors what their client's underlying concern was. It turned out the landlord had had a previous tenant exercise a break clause immediately after a significant fit-out contribution, leaving them with a vacant property and lost rent. The concern was not about the break clause in principle but about recovering their investment. I proposed a structure where the break right was conditional on repayment of a portion of the fit-out contribution if exercised before year five. The landlord accepted because their real concern was addressed. My client got the flexibility they needed. Identifying the interest behind the position, rather than arguing the position itself, is usually what moves a stalled negotiation.

Describe a time when you had to work with a very tight deadline on a high-stakes matter.

I was working on a corporate acquisition that was due to complete on a Friday. On the Thursday afternoon, the buyer's bank withdrew their funding offer due to a change in internal credit policy that had nothing to do with the target. We had three hours before the other side would formally terminate. I contacted alternative funders the client had worked with previously, prepared a revised completion timetable that assumed a two-week extension, and drafted a short-term extension letter that bought the parties time without conceding any rights on either side. The client secured bridge funding within 48 hours and the deal completed ten days later. Working under that kind of pressure requires prioritising the next critical step rather than trying to solve everything simultaneously, and communicating clearly with the client throughout so they can make decisions quickly when needed.

Give me an example of a time you identified an issue in a transaction that others had not spotted.

During the due diligence phase of a share purchase, I was reviewing the target company's employment contracts and noticed that the non-compete provisions applied only to direct competitors by name, not by business activity. Several of the named competitors had since been acquired and rebranded, meaning the key employees could effectively leave and join what were now direct competitors without triggering the clause. The commercial team had focused on the financial metrics and had not reviewed the employment documents. I raised the issue in the next day's call, quantified the risk in terms of which employees were covered by the defective provisions and their estimated revenue contribution, and proposed an amendment to the warranties and consideration for an escrow. The buyer was able to negotiate a price adjustment to reflect the risk. It was a good example of why employment document review should never be treated as low priority in an acquisition.

How do you approach drafting a contract to protect your client's position without making the document too one-sided to be accepted?

I start from the position that a contract that cannot be agreed is worth nothing. Drafting purely to maximise the client's position on every point ignores the commercial reality that the other party has to sign. My approach is to identify the provisions that matter most to the client, typically payment, liability, IP, and termination, and draft those to give maximum protection. On lower-risk provisions I use balanced market-standard language rather than one-sided drafts that will trigger objections and slow the process. I also think about the negotiation dynamic: if I put in an extreme position on every clause, I lose credibility on the clauses that actually matter. A well-drafted contract reaches a firm position on the things that count and avoids unnecessary conflict on the things that do not. I also consider the relationship: if this is a long-term commercial relationship rather than a one-off transaction, the client's interests include the relationship enduring, not just the contract being watertight.

What is your approach to staying current on changes in legislation and case law in your practice area?

I have a tiered approach. For significant legislative changes, I read the primary text and the explanatory notes rather than relying only on secondary commentary: the commentary tells you what the change says, but reading the statute tells you how it fits into the existing framework and where the ambiguities are. For case law I use standing alerts on the legal databases I work with and review judgments that are relevant to my clients' sectors. I focus on Court of Appeal and Supreme Court decisions for binding authority, but I also track High Court judgments in my practice area for emerging trends that may not yet have reached appellate level. I attend CPD events and practitioner seminars, not for the certificate but because they are good forums for discussing how judges are applying new law in practice. When a change is material for an existing client, I prepare a short briefing note and send it proactively.

How do you ensure that your advice is properly documented and that the client has understood it?

I follow up every significant piece of oral advice with a written summary, usually within 24 hours. Oral advice that is not documented creates risk for both me and the client: if a dispute arises later about what was said, the only record is each party's recollection. The written summary confirms the advice given, the key assumptions underlying it, and any steps the client agreed to take. For complex matters I structure the advice in a memo that separates the legal position, the commercial considerations, and my recommendation, so the client can see clearly what is law and what is judgement. I check understanding by asking the client to confirm their interpretation of the key points rather than asking "do you understand?", which rarely surfaces a genuine gap. I also flag the points at which the advice might change if the facts change, so the client knows when to come back to me rather than relying on the original advice in a different context.

Solicitor

Solicitor interviews test your ability to advise clients clearly, draft with precision, negotiate effectively, and demonstrate the commercial awareness that firms expect from qualified lawyers. Whether you are applying as a newly qualified solicitor or with several years of post-qualification experience, interviewers want to see that you understand the business context of legal work, not just the law itself. This guide covers the questions that come up most frequently across practice areas and the answers that show genuine legal and commercial competence.

For general interview preparation tips, read our guide to common interview questions.

Common Solicitor Interview Questions

Behavioural Interview Questions for Solicitor Roles

Technical Questions for Solicitor Candidates

What Hiring Managers Look for in Solicitor Interviews

What hiring managers really look for in Solicitor candidates:

Commercial awareness demonstrated through specific examples. Ask candidates to describe a time they factored business context into legal advice. Vague claims of commercial awareness are not sufficient.
Client communication quality. The best solicitors set clear expectations and communicate proactively when a matter is moving slowly. Ask how they have managed a difficult client relationship.
Technical depth in the relevant practice area. Use scenario-based technical questions tailored to the specific practice area, not generic legal theory.
Drafting philosophy. Ask how they balance maximum protection for the client with making a document commercially acceptable. This reveals judgement and experience.
Attitude to professional development. Strong candidates describe systematic approaches to staying current on law and regulation, not just attending compulsory CPD.

Questions to Ask Your Interviewer

→What does the typical client profile look like in this role, and what are the most common types of matters?
→How much responsibility do solicitors at this level have for client development and business development activities?
→How is supervision structured for newly qualified or recently joined solicitors?
→What technology does the firm use to support legal work, and are there training opportunities on new tools?
→What has been the biggest legal or regulatory change affecting this practice area in the last two years?

Practise These Questions Before Your Interview

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