The selection process at LCG, both for professionals and for collaborators, is based on principles of fairness and equal opportunity, as well as on the most thorough possible assessment of the candidate's competencies and potential. Open positions are therefore always addressed to all candidates who meet the required professional qualifications.
COMMUNICATION
Open positions are always published on the firm's website in the "Work with Us" section and communicated through the firm's LinkedIn page. LCG, particularly attentive to the selection of young talent, also participates in various initiatives aimed at recent graduates in collaboration with universities (Career Days, Job Fairs, interview simulations and meetings with student associations) and publishes job listings for graduates on university portals.
Spontaneous applications can always be submitted via the form in the dedicated "Work with Us" section of the firm's website. Any referrals reaching partners or professionals are always directed to the website so that the application follows the correct process in compliance with personal data protection regulations.
At the end of the selection process, all candidates who were contacted are always informed of the outcome, whether positive or negative, with the option, where requested, of receiving detailed feedback.
SCREENING
Applications received are periodically reviewed by HR. When there are open positions, all received applications are examined and candidates most closely matching the profile being sought are invited to a first introductory meeting, in person or by video call. Particular attention is paid to younger profiles, given that the firm prefers to take on trainee lawyers who may then have an internal career development path within the firm (see Career Paths).
Applications are retained for a period not exceeding 12 months.
SELECTION
The selection process continues with in-depth interviews, both technical and motivational; in some cases, particularly for junior positions, an assessment day is organised. The purpose of these days is twofold: to allow candidates to express their potential to the fullest and to ensure that candidates are informed and as aware as possible of the working methods, subject areas, internal culture, work rhythms and growth opportunities — the foundation for a shared journey in the years ahead. Final candidates then have a concluding interview with one or two partners, from which the definitive choice is made. All candidates are then given final feedback on the outcome of the selection process.
COMMUNICATION
Open positions are always published on the firm's website in the "Work with Us" section and communicated through the firm's LinkedIn page. LCG, particularly attentive to the selection of young talent, also participates in various initiatives aimed at recent graduates in collaboration with universities (Career Days, Job Fairs, interview simulations and meetings with student associations) and publishes job listings for graduates on university portals.
Spontaneous applications can always be submitted via the form in the dedicated "Work with Us" section of the firm's website. Any referrals reaching partners or professionals are always directed to the website so that the application follows the correct process in compliance with personal data protection regulations.
At the end of the selection process, all candidates who were contacted are always informed of the outcome, whether positive or negative, with the option, where requested, of receiving detailed feedback.
SCREENING
Applications received are periodically reviewed by HR. When there are open positions, all received applications are examined and candidates most closely matching the profile being sought are invited to a first introductory meeting, in person or by video call. Particular attention is paid to younger profiles, given that the firm prefers to take on trainee lawyers who may then have an internal career development path within the firm (see Career Paths).
Applications are retained for a period not exceeding 12 months.
SELECTION
The selection process continues with in-depth interviews, both technical and motivational; in some cases, particularly for junior positions, an assessment day is organised. The purpose of these days is twofold: to allow candidates to express their potential to the fullest and to ensure that candidates are informed and as aware as possible of the working methods, subject areas, internal culture, work rhythms and growth opportunities — the foundation for a shared journey in the years ahead. Final candidates then have a concluding interview with one or two partners, from which the definitive choice is made. All candidates are then given final feedback on the outcome of the selection process.