Qualifying as a Solicitor is a huge milestone after years of training, exams and hard work. But for many Newly Qualified (NQ) Solicitors, the period after qualification can also bring difficult decisions – particularly if the role you want in your preferred practice area isn’t immediately available.
One of the most common questions we hear from NQs is:
We’ve spoken to clients about this dilemma, and their advice is consistent: context is everything. Both routes can work, as long as you can explain your reasoning, stay proactive, and think carefully about how your decision supports your long-term career goals.
Below we share some practical guidance, examples and considerations to help you make the right choice for you and your circumstances.
Whether you wait for your preferred area of accept a role elsewhere, you will need to demonstrate your thought process. Employers want to understand why you made a certain decision, what you learned from it, and how it strengthens your long-term career path.
That’s why we recommend using a cover letter alongside your CV – it gives you the opportunity to explain your reasoning, show how your experience links together, and reduce the risk of gaps being misunderstood.
One of our clients explained: “If someone wanted to move into a different area of law, I’d want to understand the context and their reasons for making that change.”
Another way to ensure the context is highlighted is to work with a reputable legal recruitment specialist who has relationships with key clients and can advocate for you, making sure you’re accurately represented.
If your chosen practice area isn’t immediately available, think about legal roles that build transferable skills and keep you close to your long-term goal. A few examples include:
Even if the link isn’t perfect, always think about the overlap. The skills you build in another area may still make you a stronger candidate when opportunities in your preferred field arise.
Another client explained: “Seeing opportunity in actually gaining interim experience in a related discipline, say tax or a different finance, with an explanation as to why it was considered a complementary skill to build greater breadth of competence, I would hugely respect.”
For some NQs, especially in competitive practice areas, it may be worth looking at Paralegal roles within their preferred discipline. This can help you gain valuable exposure and may lead to promotion.
That said, we appreciate that this isn’t always ideal. After years of training, stepping into a Paralegal role could feel like a backwards move, and financially, it may not be sustainable.
It’s also worth noting that some employers may see a Solicitor applying for a Paralegal role as a potential ‘flight risk’. Particularly if there’s no progression available, firms could worry that you’ll leave as soon as a Solicitor role comes up – which may be realistic. So, while this route can work, it isn’t always straightforward.
We would recommend being transparent and discussing progression routes upfront to get an idea from the employer, and also to put your goals across to them.
Don’t rule out opportunities outside private practice. For example:
At Sellick Partnership, we recruit across private practice, in-house and public sector roles, so we regularly support candidates in navigating these career moves.
Another way to think about transferable skills is by categorising practice areas as transactional (dealing with deals and contracts) or contentious (focused on disputes and litigation).
If your chosen area isn’t available, you could gain experience in a practice area with similar foundations. For example:
By showing that you are developing the right type of skills, you make yourself more attractive to future employers in your preferred area.
Many NQs are now widening their search geographically, and we are definitely noticing a willingness to relocate. This can work, but firms want reassurance that relocation is a serious and sustainable option.
If you’re applying outside of your current area, explain your links to the new area in a cover letter – for example, if you have family or friends nearby, went to university there, and are planning a permanent move. If you don’t have any links, be prepared that firms may be more cautious.
One final consideration: if you take a role in another practice area and later move to your preferred area, you may find that you need to accept a step back in seniority and sometimes salary, too. This isn’t always the case, but it’s important to have realistic expectations.
Our client said: “Another point to consider is that if NQs build up a few years of experience in one area and later move across to their preferred area, they’d likely need to take a step back in seniority and probably accept a salary cut to make the transition.
“It’s not unheard of where NQs have to start in an area of law that isn’t their preference and then wish to transition, especially within the first couple of years.”
In such a competitive market, working with the right recruiter can make a real difference.
A good, specialist recruiter won’t just send your CV around – they’ll advocate for you, explain your reasoning to clients, and make sure you are accurately represented, which is hugely important. That way, firms understand not just what you have done, but why you made those choices and how they fit with your long-term career path.
At Sellick Partnership, we pride ourselves on the relationships we’ve built with clients and the trust they place in our recommendations. This means we can help you navigate these challenges with confidence.
Ultimately, there is no single ‘right’ answer to the NQ dilemma. Some candidates will wait for their preferred area of law and choose to go travelling or take some time out, in which case they can explain their situation to potential employers; others will take an alternative route so they are in employment and transfer later. Both paths can work; what matters is your reasoning, your ability to explain it, and the skills you develop along the way.
If you are a Newly Qualified Solicitor navigating this challenge, our advice is to be open, honest and intentional about your choices. And if you’d like to discuss your options, the Sellick Partnership legal recruitment team would be happy to help.
