Ideally we conduct 3 rounds of Interviews.

1. 1. Telephonic Round – Ideally, our idea is to call you to hear your voice, listen to know the way you position yourself after you have applied for the Job position. Communication is the key for us to take the discussion further, at this stage. Sometimes, there are chances that the caller may take an chance with you & ask you a few technical questions to catch you in a situation off-guarded.
      
      
   2. Video Conferencing meet – This round of meet up is majorly an technical round. So we may ask you everything that you might know
      
      
   3. Final Round :  This round is ideally to reconcile your aspirations with our offerings & decide how we together as a team can bring in difference through our association

We are above the Market Standards. We believe in growth, so we love to work with ones who really are demanding and ready to take up the challenge to deliver that our firm needs.

Performance reviews and Promotions happens with our firm Bi-annually or Annually

To be very honest, our experiences with giving an Internships opportunities to candidates in past, have not been great so far, so unless you find a way to present yourself in extraordinarily excellent manner, we usually are mentally prepared for rejections. Having said that, we are also completely against “No pay Internships” policies. So we pay you stipend above market standards, provided we find you really capable & good fit for us to train you. Also, we expect only long term associations with people who join our team. We strictly avoid candidates, who wishes to join us for couple of months for Internships.

So, if you still feel you want to apply, write a nice piece of letter to us, with an idea that ‘how can we change this Legal World together’ and send it to us on the email ID- bo@lawcrust.com. We would love to see the challengers!

1. Asking the compensation or stipend being offered over a phone call. We don’t like to discuss commercials with strangers, infact no firm on this planet would!.


2. Applicant who apply for job; without even reading the criteria’s for the position.


3. We avoid “Job Hoppers”, ideally if any candidate, who have left more than 2 jobs in their past 5 years of careers, stands rejected 95% of times in our initial screening process. Secondly if a candidate has joined a new job in current year also stands rejected atleast 70% of the times.