Candidate support
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Support at every step
Applying for a new role can feel daunting. At Moore Barlow, you will be supported from first click to first day.
Our process is fair, open and built around people. We select on merit, use job-relevant assessments, and take steps to reduce bias. You can expect clear timelines, straightforward guidance and a responsive team throughout.
How we run a fair process
We advertise roles widely and shortlist against the requirements of the job. Interviews focus on your skills and potential. If there is testing, it will be linked to the role and you will get notice so you can prepare. We may use personality or psychometric tools with your permission; saying no will not count against you. We aim to offer feedback to all applicants. We also keep a simple record of decisions, stored securely for six months, or twelve for Legal Aid roles.
Accessibility and adjustments
Tell us what you need at any stage. We ask every applicant if adjustments would help and we work with you, so you are not disadvantaged, and feel supported to perform to the best of your ability. Examples include larger print or alternative formats, extra time in assessments, quiet rooms, remote options, or adjusted timings. This applies to interviews, testing and onboarding. Use the contact on the vacancy to request support and tell us: what helps, when you need it, and any preferred format.
Explore our current vacancies
Start your journey with Moore Barlow today – explore the latest roles across legal and business support teams.
What to expect, stage by stage
1) Apply
Submit your CV and any requested answers or portfolio links. We review against clear criteria that reflect the job.
2) Shortlist
If invited forward, we will share what happens next and how to prepare. If an assessment is used, it will test what the role needs, and you will get practical guidance in advance.
3) Interviews
You will meet the hiring manager and, where relevant, a People team colleague. We use competency and scenario questions tied to the role. Remote interviews are available where helpful.
4) Assessments (where used)
Written tasks, technical exercises or presentations may be part of the process. All are job-related. Adjustments and extra time are available on request.
5) Outcome and feedback
Where possible, we give constructive feedback to help you progress, whether with us now or in future.
6) Offer and pre-employment checks
Offers are subject to references (normally up to five years), right to work, and any role-specific checks such as credit or criminal record screening for certain client work. We only make health enquiries in line with the Equality Act. You will also receive an induction plan so you know what to expect on day one.
Our application process
Learn how our recruitment journey works and what you can expect.
We offer a range of other routes into the firm…
Guidance and resources
We will point you to simple resources to help you prepare: interview tips, role expectations, and day-in-the-life content from our teams. These sit alongside information about our values, learning culture and development frameworks so you can see how Moore Barlow supports career growth.
Support for career changers and returners
Law is not only for those who started in it. If you are moving from another sector or returning after time away, we will focus on your transferable skills and potential. Where helpful, we can offer a tailored induction, mentoring and role-specific training. Trainees and newly qualified lawyers have access to mentoring; we extend the same spirit of support across teams.
Early careers: school leavers, students and graduates
We provide pathways for apprentices, placement students and graduates, plus insight sessions and Q&As. You will see us at university and school events across the South. Our Emerging Talent team will be able to work with you to discuss any reasonable adjustments you need for any event or interview.
For early careers questions, you can contact the team at [email protected].
Working with outreach partners
We work with local universities and Inspire Law Global to help widen access to the profession and utilise contextual recruitment as part of our early career’s recruitment. These initiatives help us meet candidates from a broad range of backgrounds and support a consistent, merit-based process.
A career law firm
Discover more what life at Moore Barlow entails and why we truly are a career law firm.
Moore Barlow – A career law firm
Sophie Winstanley began her journey at Moore Barlow as a Paralegal. She then secured a spot in the firm’s trainee programme, ultimately qualifying as a solicitor in the Major Trauma team.
Her dedication and expertise have since propelled her to the position of Partner. Watch Sophie’s story and discover how Moore Barlow supported to nurture her talent, helping her achieve her full potential.
After you join: how we set you up for success
Candidate support does not stop at the offer. You will get a structured induction and ongoing support from your leader. Our development approach includes clear career frameworks, access to on-demand learning, team training and study sponsorship where appropriate. You will also find mentoring, regular check-ins and a people-first culture that values wellbeing and flexible working.
We are a career firm that balances high-quality work with a healthy, human environment. Expect thoughtful workloads, hybrid working in many roles, and a values-led culture: Human First, Stronger Together, Lead the Way, Make It Happen. Committees across wellbeing, inclusion, green, giving and social life help shape the firm you join.
Explore our benefits
Explore more detail on Moore Barlow’s benefits package, from annual leave to study sponsorship and everything in between.
Candidate FAQs
Can I request adjustments after I submit my application?
Yes. You can ask for support at any point, including on the day of interview. We will work with you on what helps.
What kinds of assessments do you use?
Only job-relevant ones, such as written exercises or presentations. You will get guidance in advance.
Do you give feedback if I am not successful?
Where possible, yes. We aim to share constructive points you can use.
How is my data handled during recruitment?
Interview notes and decision records are stored securely and deleted after six months, or twelve for Legal Aid roles
Will I be asked to do psychometric testing?
Sometimes. It is optional and by consent. Refusing will not harm your chances of success.
What checks happen after an offer?
References, right to work, and role-specific checks where needed for client work, plus standard onboarding due-diligence.
Who do I contact about adjustments?
Use the contact listed on the vacancy. If you cannot find it, get in touch through our website and we will route your request to the right person.
Meet our People team
