It takes a long time and a considerable amount of money to recruit an offshore lawyer, so it’s paramount that a firm gets it right. Most are discerning in who they interview, so by the time you sit down in front of them, you’ve already passed a stringent test.

In the first round (we’ll cover later stages in another post) you’re likely to be talking to a key decision maker(s) over a VC, and often, you’ll find it to be a friendly and conversational affair. It’s common to hear feedback such as ‘it was more like a chat than an interview’.

That’s nice. It’s how I interview, and I think you get to know a person better that way. But I also think offshore interviews are deceptively sophisticated, making it a potential minefield for the interviewee.

Many times, over the years, warm interview feedback from a candidate has been followed by something like ‘nice person, but not for us’ from the client. We all accept that you can’t win them all, but if you were following the interviewers lead, and only scratched the surface of what you wanted to say, it’s a tough one to take.

So, be proactive. Go into the interview with some points you are determined to get across. I don’t mean pre-prepared answers, but key traits – personal and professional – that make you the right hire for them. It might be:

• Why you fit the different demands of an offshore role. Try to emphasise how you work and avoid relying solely on technical expertise and experience.
• Talking through your motivations with enough enthusiasm to sound passionate about the move without being ‘rose tinted’. A mix of personal and professional is best.
• Making it clear that any dependents are on board and that you have fully discussed it. Unhappy spouses or children are one of the main reasons a move might not work out.
• Demonstrating that you have done your research. Knowing the basics is key. Something as innocent as describing Bermuda as being in the Caribbean could scupper you.
• Being firm on your commitment to a long-term move. No need to promise your life away but avoid unnecessary time frames (‘at least two years’ might be taken as ‘two years’).
• Discussing what you like to do in your time off. If you have island friendly pass-times such as sports, sailing, a lifelong love of the ocean, now is the time to mention them.
• Having some well thought out and pertinent questions. (We’ll be sharing some ideas in a coming article so if you’re interested, connect or follow).
• Being yourself and letting your personality shine through. Offshore teams are smaller and Partners want to hire people they like. Nothing undermines that more than inauthenticity.

Yes, of course you could do all of this and still miss out, but at least you won’t go down without feeling like you gave it your best shot!

We’ve organised a lot of offshore interviews over the last 25 years, thankfully, many of them successful. If you’d like some more comprehensive advice, tailored to individual firms or locations, get in touch with Jason Horobin or Charlotte Hooper.