Working at Appleyard Lees – FAQs

For patents, most of the training is done ‘on the job’, by working with qualified attorneys on active cases. In addition to on the job training, Appleyard Lees run tutorial sessions for specific exams. These tutorial sessions involve going through past paper questions, with qualified attorneys providing guidance and feedback.

Trainees are encouraged to broaden their general intellectual property (IP) knowledge base by attending The Chartered Institute of Patent Attorney (CIPA) and CIPA Informals Committee events, such as their foundation lectures.

Appleyard Lees covers the costs associated with CIPA membership, examination fees, and the attendance of revision courses.

For trade marks, training is primarily ‘on the job’ and you learn by getting involved with cases from the start. Trainees get the opportunity to work with, and learn from, several different attorneys giving you exposure to a wide variety of work.

The firm also financially supports trainees through the two courses required to become a Chartered Trade Mark Attorney (Queen Mary and Nottingham) as well as organising training sessions to develop soft skills.

At Appleyard Lees, trainees take the UK foundation exams before sitting the UK final exams. Trainees prepare through a combination of revision courses, personal study, and tutorials, as mentioned above.  In addition, trainees taking foundation exams for the first time receive one day per month for revision, time off on the day of the exam, and an additional study day for each exam taken.

Trainees are encouraged to attend relevant events and explore relationships with potential new clients. We have a fantastic marketing team who help bring relevant events to our attention, provide business development training and help us make those connections.

Working closely with members of your team, from day one you will work on real cases for important clients. All work will be quality checked ahead of a final version going to the client or patent office and as time goes by, you will build on your learning and grow in confidence.

Appleyard Lees provide exposure to all aspects of work on a patent lifecycle, from drafting and filing, to international prosecution in a wide range of countries, and even to opposition and appeal at the European Patent Office.

You will also start thinking about qualifying examinations. Appleyard Lees encourages each trainee to approach these at their own pace, giving you the freedom to get to grips with a new career, at speed that is comfortable to you!

Throughout your first year, you will primarily assist the more senior members of the team with their caseload. The focus for trainees in their first year is getting to grips with how things work within the team and building a solid foundation in the basics of IP law and client care.

Common tasks include:

• Handling new client enquiries
• Drafting trade mark/design applications
• Drafting initial opposition advice
• Trade mark assignments
• Conducting trade mark clearance searches
• Liaising with foreign associates
• Carrying out research on niche points of law.

At Appleyard Lees, there are also opportunities to get involved with litigation which could include:

• Drafting cease and desist letters
• Gathering evidence
• Liaising with barristers
• Compiling bundles for hearings.

As a trainee at Appleyard Lees, you are given plenty of opportunities to attend events. Some of the best events our trainees have attended have been directed towards funding opportunities for start-ups, where they have gained significant insights into the commercial impact of patents/trade marks and the real-life impact of our work. There are also plenty of social events for trainees to keep connected and expand their network.

When first applying for any job it is important to do your research. This shows that you have thought about the company and the role, and know exactly what you are applying for. You can do this by reading blogs, watching videos, or listening to podcasts from people in the role/industry you are applying for, rather than just reading the job description.

Don’t just look at the company website, spend a few extra minutes and look at:

• Who their clients are (do they mainly work with smaller companies/start-ups or larger organisations?)
• The type of work the partner/team you are applying to do (litigation, drafting, office actions, a mix)
• Where the offices are based
• Any major news i.e., awards, mergers etc.

LinkedIn can also be a useful tool when researching a company. Try connecting with people you have met during the interview process, or with other people at the company to see events/work they have been involved in. You could even reach out to a new trainee to ask how they have found working for the company, or how their interview process was.

Finally, ask questions. How often do you visit other offices? What are your ED&I processes? Why did you choose to work for this company? What does an average day look like? And if you are invited to interview, talk to as many people as possible to try and see if the atmosphere and ethos of the firm are what you are looking for.

Our recruitment procedure commences with the submission of your CV and cover letter for the relevant position. These documents are then reviewed and shortlisted by our Talent Acquisition team in conjunction with the pertinent hiring managers.

Our interview process involves two stages. The first interview phase typically occurs virtually via Microsoft Teams, with a HR representative and the partner overseeing the hiring process. Occasionally, an additional partner or senior associate from the team may also be present. The initial interview is used to bring your CV to life and allow us to gain a deeper insight into your skill set, professional background, and aspirations within the field of intellectual property.

This stage also involves a technical assessment which is shared with candidates before the interview. The intention behind this assessment is not about achieving a perfect score, rather, it enables us to discern your communication style, gauge the extent of your expertise and helps us to identify specific areas where you might require further guidance and training.

The second stage of our recruitment process involves an opportunity for in-office work experience. This opportunity serves a dual purpose: it provides you with an authentic glimpse into the daily responsibilities associated with the role, and it allows you to ascertain if our firm’s culture, office environment, and management style align with your preferences and aspirations.

Upon successful completion of these stages, we move forward to the final phase, which is to offer the successful candidate. This comprehensive recruitment process is designed to ensure that not only are we selecting the most suitable candidate for the role, but also that you, as the candidate, can make an informed decision about joining our firm.

If your application is shortlisted, you will be invited to our two-stage interview process. The first stage will be a Microsoft Teams interview with a Talent Acquisition Advisor. This will give you the opportunity to bring your CV to life, learn more about the role, and ask any questions you have. The second stage will be an in-person interview with the hiring manager and another member of the team. Our interviews are relaxed and informal, as we believe it is important for you to feel comfortable to be yourself.

We prioritise ensuring that our onboarding process is both streamlined and effortless for all, incoming team members. Offer letters are sent and signed electronically and then subsequently, you will gain access to our online onboarding portal. The portal houses your contract of employment and is where you will be required to input all the necessary information to facilitate your seamless integration as an employee.

Our IT and Facilities team then reach out to coordinate a suitable date and time for the delivery of your home IT equipment. To ensure a smooth transition into the company, all new hires receive an induction schedule for their first week which contains pre-booked meetings with various departments across the firm.

Click here to read more about what diversity and inclusion means to us.

The time it takes to hear back about your application depends on a few factors, such as the number of candidates we are considering and the deadline for the role. However, we always aim to get back to all candidates with an update on their application status. We are unable to provide individual feedback for all candidates, but we will provide feedback after an interview.

We do! We understand that you may not see a relevant role that you are interested in right now. However, if you would like to send your CV speculatively, you can do so by clicking the “Register Your Interest” button on our careers page under “Current Opportunities”. This will allow you to upload your details and tell us what types of roles and locations you are interested in. We will then notify you when a role comes along that meets your criteria.

Unfortunately we do not currently hold a sponsorship licence which means we are unable to offer sponsorship to individuals. This is something that is constantly under review and may change in the future.