General appointment and hiring guidelines applicable to Applicants:

1.   We will only consider applications that are sent by e-mail to <farez(at)farezjinnah(dot)com> with the subject heading “Pupillage Position 20xx” or “Associate Position 20xx” [indicate the current year of application] enclosing the prospective applicant’s cover letter, </farez(at)farezjinnah(dot)com>curriculum vitae and relevant certificates, saved only in the PDF format. 

2.   At the 1st stage of the process, general applications will not be entertained, if they:

     (1)   enclose documents saved in the Word format;

     (2)   do not address the pupil master [for a Pupil] or the firm’s principal [for an Associate] directly; or

     (3)   do not set out reasons for applying to that pupil master  [for a Pupil] or to the firm’s principal [for an Associate].

3.   At the 2nd stage of the process, an interview will be called to deliberate the application further, where:

     (1)   references and certificates or any other document that validates the prospective Pupil’s or Associate’s particulars in the application;

     (2)   the interview process will be conducted by the pupil master or firm’s principal, with a short tour of the firm’s office and the firm’s team who will field questions and interact with the applicant;

     (3)   questions from the applicant are welcome.

Update 2022 – Additional Notes for the Interview Process:

1.   The “Paper Sift”

1.1 Depending on the call for applications on social media or outlets (print or bulletin boards), if there is an application deadline, we will only consider all applications after the deadline. If there is no deadline, the application will be considered on an ad hoc basis.  In both instances, subject to the following considerations below;

1.2 We will consider applications based on the following:-

1.2.1 our requirements at <https://farezjinnah.com/careers> for consideration of the application is to be strictly complied with;

1.2.2 your academic transcripts from (a) Secondary school or equivalent, (b) College, Matriculation or equivalent, University, (c) GCSE 1119, TOEFL or equivalent, (d) professional qualification that complies with the requirements of Section 3 of the Legal Profession Act 1976;

1.2.3 your extracurricular activities, during your days of academia and to date, and whether such activities, were part of the institution’s curriculum or voluntary within or outside of school hours;

1.3     Notes and guidance on 2(2):

1.3.1   We are open to observing the applicant first-hand and the academic transcripts or certificates are there to assist us to formulate questions for the interview;

1.3.2   The preparation of documents, formatting, and overall presentation of the application and the supporting documents are in large part to assist us to assess the applicant’s readiness and attentiveness;

1.3.3   While exceptional results are demonstrative of academic ability (a first-class or 2:1 or equivalent CGPA), we look forward to applicants with a 2:2 degree or equivalent CGPA, provided they can provide compelling alternative evidence of academic ability, to explain or mitigate the applicant’s varied academic life;

1.3.4   Applicants who may have just missed the mark to a better grading are encouraged to explain how their circumstances affected their degree result;

1.3.5   An applicant who has exceptional academic ability alone is not in itself sufficient, as weight is also given to other areas leading up to and including the interview itself;

1.4      As the firm is geared towards dispute resolution, an applicant demonstrating an interest or experience in advocacy, will pique the firm’s interest. If the applicant has engaged in moots, local or international, court or ADR based formats, these activities should be prominently marked as part of the work-related experience that will be addressed during the interview itself;

1.5     If the applicant has carried out internships or mini-pupillage in Malaysia or abroad, please list out the duration of those experiences, and what was learned. The firm will inquire about the insight earned from the experience(s). If the experience in question is not related to dispute resolution or advocacy-related, but the applicant is able to explain or demonstrate how that it would help or apply to the present application, the explanation may be considered.  More importantly, the firm is focused on the analyses or lessons gained during those experiences;

1.6     Please set out in the application, in detail as to “why you believe you will make a good advocate and solicitor?” and identify any relevant experiences or skills that may help in the applicant’s career.  This allows the applicant to make one final push to summarise the entire application.  This allows the firm to evaluate the applicant. Succinctness is a virtue;

1.7     As the applicant is applying to our firm, it is paramount for the applicant, be it a prospective pupil or associate, to elaborate upon their reasons for applying to the firm and the work the firm does:-

1.7.1   The following responses are frowned upon and will not assist the applicant, such as (a) using this opportunity to talk about their own achievements, (b) any form of flattery or statement that may be in contravention of the Publicity Rules, or (c)  general references to legal directories, website or social media press release or statements without any discernment.

1.7.2  The following responses will be of interest and assist the applicant, such as (a) providing insight or observations of work carried out by the firm or the pupil-master and how the applicant would view or consider that work if placed in similar circumstances, (b) the applicant’s career plan during the course of the pupillage to PQE 0 and after that, from PQE 0 to PQE 5 and PQE 5 to PQE 10 or (c) if given the opportunity, to open a new area of practice, what the applicant would consider or how the applicant would go about it;

1.8     The firm values an applicant that can match their desire to excel in their chosen profession with their other achievements, be sporting or musical, or horticultural. The firm will assess the applicant’s ability to provide examples of how the values or lessons learned, translate into skills necessary to the provision of legal services (for example, determination, character, integrity, empathy, grace under pressure, discipline, good time management, or research skills).

2.       The Interview Process

2.1      For interviews by virtual attendance, the interview will be carried out in 2 stages (i) a 30-minute session and (ii) a physical visit to the firm. For the virtual interview, the applicant will ensure the background is neutral and sober. The applicant will be appropriately groomed and in attire prescribed for Court attendance in chambers;

2.2      For interviews by physical attendance at the firm, the applicant will be appropriately groomed and in attire prescribed for Court attendance in chambers;

2.3      In both instances, the applicant will be asked and their answers assessed on:

2.3.1   general questions about the content of their application – this allows the applicant a chance to clarify or elaborate on areas that may have been overlooked. Applicants who are able to offer enthusiastic or hilarious anecdotes or impress upon why certain subjects or experiences concluded in a certain manner will demonstrate a sense of confidence;

2.3.2   the applicant will be provided a legal problem from a choice of 3 questions or scenarios – this would provide the firm with an opportunity to observe the applicant under a simulated experience. It is expected that applicants may not be fully versed, or have specific knowledge, but the firm is assessing the depth and seriousness of the effort. For this part, the firm will assess the answers to understand how best to guide the applicant (whether the answers are sufficient or weak) if the applicant is successful;

2.3.3   a discussion of a brief, be it a news article or judgment on a matter of current affairs or public interest to assess the applicant’s ability to address the issue from different points of view – to provide the firm with an opportunity to assess the applicant’s ability to carry a legal related discussion, more so when there is a public interest element in the provision of legal services.  The brief will be provided with the email confirming the interview details;

2.3.4       a final question designed to provide candidates with an opportunity to tell us more about their interests and for the firm or pupil master to get a general idea of the applicant. Any answer in this segment will not have a bearing on the application but provide an overall canvass of the applicant’s interests and character.

PUPILLAGE POSITION

At the very least, the prospective Pupil must possess the following:-

ASSOCIATE POSITION

At the very least, the prospective Associate [recently admitted to the Malaysian Bar] must possess the following:-

(i) the requirements listed regarding the Pupillage position above;

(ii) a good understanding and an ability to articulate the lessons learnt and skills developed during their pupillage period; 

(iii) a tireless work ethic and an understanding that a practice demands continuous renewal of knowledge and skills necessary to serve our clients in a robust and proactive manner;

(iv) if the prospective Associate has been recently admitted to the Bar with less than 1 year of or no  Post Qualified Experience [PQE], please indicate what has been learnt during the span of each internship experience, the pupillage period, your expectations with the coming transition into your role as an Advocate and Solicitor and employee.  Also, detail the level of responsibility or tasks that have been undertaken and the learning outcomes you have achieved or considered a challenge; and

(v) if the prospective Associate has more than 1 year of PQE, please indicate what has been learnt during the span of each year and detail the level of responsibility or tasks that have been undertaken and the learning outcomes you have achieved or considered a challenge.

General requirements or benefits applicable to all applicants:-

(i) Doubters need not apply. Truly. The firm values independence and responsibility with an expectation of best effort. If the prospective applicant understands the value of being effective, that would be a good fit with our values. 

(ii) A good sense of humour and an insufferable interest in puns will help the prospective applicant’s cause. We also organise team meals and feasts (yes, you read right) from time to time and even go to the movies (when the occasion permits).  

(iii) For employees, we don’t do team holidays, because leave entitlements are for employees to use with friends and family or if an employee requires personal time (subject to roster needs and demands of work). 

(iv) For employees, we provide a minimum 1-month guaranteed annual bonus and announce the following year’s salary increment, simply because we believe that our employees should not have to labour under a cloud of uncertainty when planning their present and future finances.

(v) Only serious applicants with a view towards a career in dispute resolution will be considered, as we prefer to grow and nurture our talent from within.