1. Tell me about a case where you were really challenged, how did you handle it?
   ➤ Ask the candidate to share a specific example. This quickly reveals their analytical skills, communication style, and pragmatism.

Example from our practice: in a recent interview for an in-house counsel position, a candidate described handling an urgent compliance investigation while balancing ongoing M&A contract reviews. The way they prioritised tasks and coordinated with external counsel was more telling than any CV bullet point.

Tip: Watch for structure in their answer. Strong candidates will outline the situation, their role, the actions taken, and the results (the “STAR” method).

2. How do you stay up to date with legal developments in your field?
   ➤ Legal knowledge becomes outdated quickly, especially with evolving regulations on ESG, GDPR, and AI legislation. Candidates who continuously train, attend seminars, or follow case law updates show curiosity and professionalism.

Example from our practice: one candidate mentioned they run a monthly internal “legal update” for their team, summarising relevant court decisions and new legislation. This not only showed expertise but also initiative.

Tip: If they say “I read legal news online,” follow up with “Can you give me an example of a recent change that affected your work?”

3. How do you manage deadlines when multiple stakeholders are involved?
   ➤ In cross-functional environments, priorities and timelines often conflict. This question uncovers stress management, planning skills, and communication style.

Example from our practice: for a corporate counsel role, a candidate described mediating between the sales team’s urgent contract requests and the compliance team’s risk reviews. They set clear expectations, negotiated timelines, and avoided both rushed approvals and unnecessary delays.

Tip: Ask them to describe a specific conflict between stakeholders, how they navigated it is key.

4. Have you worked with legal tech or AI tools such as contract review software?
   ➤ Digital maturity is increasingly important. The answer shows whether the candidate is ready for the shift towards automated contract analysis, clause comparison, and due diligence.

Example from our practice: A candidate for a multinational’s legal department shared how they used an AI tool to pre-screen NDAs, reducing review time from 30 minutes to 5. Their ability to integrate the tool into the workflow impressed the hiring manager.

Tip: Even if the answer is “no,” follow up with “How would you approach learning a new tool?” Adaptability is as valuable as experience.

5. What exactly are you looking for in a new employer — in the short and long term?
   ➤ This filters for candidates who genuinely align with your organisation’s values, structure, and growth opportunities.

Example from our practice: We once matched a candidate with a role they initially thought was “too operational.” During the interview, their long-term goal to specialise in compliance aligned perfectly with the company’s upcoming compliance transformation project, a perfect cultural and strategic fit.

Tip: If their short- and long-term goals seem unclear, ask them to name the top three things that keep them motivated in a role.