April 10, 2025
Reclaiming the narrative with early careers in the legal sector

On July 1st, Connectr Talent Technology and Wealthbrite co-hosted the event “Reclaiming the narrative with early careers in the legal sector.” An event where law firms were brought together to not just discuss but explore solutions to challenges facing the sector when it comes to behaviours & expectations with early talent (both apprentices and trainees).
Attended by a range of law firms including: Slaughter and May, Freeths, Osborne Clarke, Freshfields, Norton Rose Fulbright, Pinsent Masons and Taylor Wessing. A special thank you to Simon Reichwald, Will Mason-Jebb and Carla Hoppe for facilitating the event.
.jpg)
Expectations vs. behaviours – the role of attraction and perception
Setting realistic expectations
Early career talent often arrive with expectations shaped by idealised social media content. This mismatch impacts behaviour and engagement. While employer branding is improving, peer content still feels more authentic. Firms must prioritise honest messaging and support critical thinking to help new hires assess workplace realities.
Mental health and critical thinking
Mental wellbeing strongly influences how young people approach work. Setting boundaries isn’t disengagement, it’s self-protection. As AI reshapes decision-making, fostering critical thinking across early talent and mentors is more vital than ever.
Managing day-one noise
New joiners, especially those from lower socio-economic or underrepresented backgrounds may face relocation, limited support networks, and financial independence simultaneously. Widening access is a start, but meaningful support requires more targeted, practical interventions.
Defining “the deal”: expectations, culture & psychological contracts
Firms are taking different approaches to set clear expectations — from group coaching and supervisor training to involving families in early apprentice conversations. Being explicit about performance culture, feedback, and rewards is key. Sessions led by peers or training principals help demystify “what you give and what you get.”
Resilience takes time
Resilience is more like mental fitness than a fixed skill, it needs practice, support, and time. Many new hires haven’t encountered failure before, so helping them process feedback constructively and normalise stress is essential.
Pre-start alignment
Activities before day one like learning modules or values-based discussions can set expectations early. Clifford Chance’s ‘Spark’ programme is a strong example, offering future trainees access to tools and networks before joining.
Workplace readiness: confidence, feedback & hybrid realities
Interpreting feedback can be unsettling for early talent, especially if it’s their first time not getting top marks. Imposter syndrome is common. Managers need the language and mindset to deliver feedback supportively, balancing instruction with space to grow.
Post-covid gaps remain
Gaps in communication, confidence, and workplace norms particularly in hybrid settings are still evident. Role modelling and clear guidance around in-person vs online expectations remain critical. Reframing check-ins as development conversations, not performance reviews, is working well.
The “rabbit in headlights” moment: wellbeing, ownership & support
Many new hires feel overwhelmed early on. Firms are increasingly shifting from development-first to wellbeing-first check-ins. Psychological safety and intentional pause points make a difference.
Who owns development?
71% of Gen Z believe employers should fund training — but only 45% of employers agree. Despite stated commitments to inclusion, 23% of employers offer no targeted support for underrepresented groups. This mismatch needs urgent attention.
Coaching vs cost
While some firms invest in professional coaching, others are exploring lower-cost, scalable alternatives like internal mentoring, peer support, or alumni involvement. Widened access brings wider developmental needs — and supporting this generation requires empathy, clarity, and structure.
Want more insights about how other firms are acting? Want to continue the conversation?
Get in touch with Will from Connectr Talent Technology here will.mason-jebb@connectr.com
Get in touch with Carla from Wealthbrite here carla@wealthbrite.co.uk
Early Careers
Turn your outreach into outcomes.
Keep talent engaged long after first contact. Effortlessly build an active early careers pipeline through a personalised candidate experience that delivers real-time insights.

Employer Brand
Activate your employer brand.
Tackle misconceptions and nurture awareness through authentic experiences, with a platform that tells you what’s working and what isn’t.

Talent Acquisition
Transform your recruitment strategy into a reality.
Build a best-in-class candidate experience that uncovers top talent and reduces time-to-hire without compromising on quality.

Ready for more engaged candidates and better prepared hires?

