Lawyer · General application
Lawyer
State your legal assessment experience, your responsibility for case files and your written work experience.
Careers / Recruitment and assessment process
Job and Internship
Application Process
Not just completing the work, but owning it through to the outcome.
Alongside sound professional judgement, we value a working discipline of “do what you write, and write what you do”. We are looking for colleagues who plan every stage of the work, report without being asked, take care of the client and protect the peace of the team.
01 / Application areas
Start with the application area that suits you.
There are separate channels for applications as a lawyer, for the statutory traineeship, as a law student and for administrative roles. The conditions of a general application and of scheduled student programmes differ from one another.
Statutory traineeship · At least B2 foreign language
Trainee Lawyer
Describe your stage of the traineeship, your professional research approach and your foreign language proficiency.
Student · General application / Summer internship
Law Student / Summer Internship
State your study status, the dates on which you can take part and your language proficiency of at least B2.
Administrative and operational roles
Administrative and Support Staff
Share your experience in record keeping, correspondence, calendar management, coordination and task tracking.
General applications for trainee lawyers and law students are open all year round. The dated application calendar of a specific summer internship programme is announced separately. Review the current conditions of the position on the relevant application page.
02 / Stages of the process
A clear assessment process, from application to decision.
Receipt of the application, preliminary review by the relevant units, interview, practical exercises where deemed necessary, assessment by the Managing Lawyer and orientation after hiring. The scope of the process may differ depending on the nature of the role.
Sample assessments are arranged solely to see the candidate’s skills; they are not used to produce unpaid client work. The interview method and the practical stages may vary by position.
- Stage one — Application and preliminary review
- Stage two — Interview and verification
- Stage three — Decision and start of work
General assessment: The requirements of the role are compared with the candidate’s qualifications; any additional assessments deemed necessary are explained in advance.
Application
Choose the right application area
Complete your application with the application form suited to the role and the relevant documents. The application details are recorded and passed on to the initial assessment.
Preliminary review
Qualifications and fit for the role are reviewed
In the preliminary review, attended by the Office Manager, the manager of the relevant unit and the IT officer, education, experience, care in written work and role-specific qualifications are considered. For general applications for the statutory traineeship and by students, B2 in at least one foreign language is required.
Interview
Interview and discussion of working culture
Candidates found suitable are invited to a scheduled interview. The Office Manager and, depending on the nature of the role, the relevant officers assess professional skills, concrete examples of task follow-up, reporting habits and respect within the team.
Verification
Additional exercise, references and final interview
For roles where it is deemed necessary, a short case study, research task, written exercise or administrative planning exercise may be set. References are reviewed with the candidate’s knowledge; an interview with the Managing Lawyer may be planned with suitable candidates.
Outcome
Decision and working conditions
The outcome of the assessment is considered by the relevant officers; hiring is finalised with the approval of the Managing Lawyer. Candidates who have completed the interview process are, as a rule, notified of the outcome in writing. If the outcome is positive, the role, remuneration, working conditions and start date are settled.
Corporate orientation
Starting work and corporate orientation
Human Resources carries out the onboarding formalities and IT carries out the system preparations. Introduction to the team and training under the Corporate Handbook begin. The details of this stage are set out in the “Corporate Orientation” section below.
Receipt of an application does not mean a positive outcome or an invitation to interview. Assessment exercises are not used to produce unpaid client work.
03 / Assessment criteria
What do we look at in our interviews, how, and at which stage?
We do not look only at the diploma or at a previous job title. How you think through a task, how you plan and record it, how you bring it to a conclusion and how you work within a team are what we assess, using concrete examples.
Professional reasoning
Verifying information and reaching a reasoned conclusion
What do we value?
The ability, rather than giving memorised answers, to identify the problem correctly, to separate the facts from the law, to check sources and to turn the result into a clear, original piece of written work.
How do we assess it?
For lawyer and trainee candidates, through the link between procedure and merits, the verification of evidence and of legislation and case law, and the clarity of the legal text; for administrative candidates, through accuracy of correspondence, consistency of records and a solution oriented towards practice. Verifying digital or AI-assisted sources is also part of this assessment.
Outcome and follow-up
Owning the work through to its final stage
What do we value?
Thinking from the outset not only about starting a task but also about possible time limits, risks, subsequent steps and the implementation of the outcome. The approach of “do what you write, and write what you do” is the basis of our discipline in tasks and records.
How do we assess it?
We ask, with concrete examples, how you plan a case file or a task and how you monitor the stages of delivery, decision, finalisation, collection or conclusion. We look at whether the steps taken are entered into the corporate record, whether a problem is reported in good time and whether you have the habit of staged written reporting without being asked by a manager.
Client and team
Protecting trust, confidentiality and belonging to the firm
What do we value?
Understanding the client’s concern, taking care over professional secrecy and personal data, being clear in communication and sharing responsibility with colleagues. We look for belonging to the firm not merely in words but in reliable contribution to the daily working order.
How do we assess it?
We work through examples such as informing a client, sharing a sensitive document, an unexpected setback and handing over a task between units. We do not regard being calmer in external communication as a negative trait; we also assess the contribution to the firm made through strong discipline in files, archives and internal coordination.
Working peace
Working together with professional humility and responsibility
What do we value?
We value reasoned legal objection and questioning thought. By contrast, we do not accept arrogant, dismissive or intimidating communication, concealing a mistake, deliberately leaving a task without follow-up, or conduct that damages working peace.
How do we assess it?
We look at concrete communication behaviour during the interview, the response to feedback, the sharing of errors and responsibility, and the approach to resolving a disagreement within a team. Our assessment rests not on personality labels but on observable behaviour related to the task.
At which stage of the application do we assess these criteria?
The preliminary review, the interview and, where necessary, the practical exercise serve to understand the same person from different angles. The scope of each stage may differ depending on the nature of the role.
| Assessment stage | What we focus on | Concrete indicator of assessment |
|---|---|---|
| Preliminary review | What we focus onCare taken over the application, education and experience, consistency of information, role-specific qualifications and, where applicable, the foreign language requirement. | Concrete indicator of assessmentAn original reason for applying and a clear, consistent résumé; for general applications by trainees and students, language proficiency of at least B2. |
| Interview | What we focus onPlanning a task from start to finish, taking responsibility, reporting, professional reasoning, sensitivity to the client and working peace. | Concrete indicator of assessmentExplaining with real examples how you followed up a past task, including the steps on risk, time limits, records and outcome; respectful and reasoned communication. |
| Practical assessment | What we focus onIf necessary, a case analysis, source verification, a reasoned written piece or an administrative process plan. | Concrete indicator of assessmentA solution or written output based on verified information rather than assumption, suited to the time and task requirements and capable of being followed up. |
A working culture open to reasoned debate and closed to lack of follow-up and intimidation.
Disagreeing with a legal opinion, questioning the evidence and proposing a better strategy are encouraged. By contrast, belittling, intimidation, deliberately letting a task drag on, neglecting reporting and concealing information are incompatible with our corporate working principles. We do not separate technical competence from work ethics, and we assess candidates by concrete, work-related criteria.
04 / Preparing your application
A final check before you apply.
Sharing accurate, up-to-date and clear information is considered together with professional confidentiality and document security.
Short checklist
Check before you apply.
0 / 5 completed
Ticks are kept only on this screen; they are not sent to the server and do not create an application.
What is needed at the first stage
Your current contact details, education, professional experience, foreign languages and your reason for applying. Any additional document requirements are explained in the relevant posting or form.
At the first stage, do not send identity, health, criminal record or bank information.
Job Candidate Privacy NoticeProfessional secrecy and work samples: Do not send petitions, contracts or case file information belonging to previous employers, clients or third parties without anonymising them. Where an example is necessary, comply with the rules on authorisation, confidentiality and data protection.
05 / Candidates outside Antalya and abroad
Where you are located is not a barrier to the first application.
Candidates residing in other cities in Türkiye or abroad may use the relevant general application areas. The interview method, time zone and start schedule are addressed according to the conditions of the role.
Online preliminary interview
Where the role and the assessment need allow, an online interview may be planned. It is not a stage guaranteed for every application.
Country and time zone
If you are abroad, state your country and time zone; the interview time is confirmed in Turkish time (UTC+3).
Relocation to Antalya and start
For roles that require actual presence at work, explain your ability to relocate, the date on which you can start and your current commitments. No accommodation or relocation support is promised.
Professional authorisation and work permit
Education obtained abroad, professional qualifications, the conditions for practising law in Türkiye and the right of foreign candidates to work are assessed role by role. An application is not a commitment to grant a permit.
06 / Hiring and corporate orientation
A written framework, from hiring to working together.
At Güneş & Güneş, the hiring decision, onboarding preparation and corporate orientation are successive processes with designated responsible persons. The basic foundation is the firm’s written procedures on tasks and training.
Decision
Hiring and settling the conditions
The assessments of the Office Manager and the relevant units are completed with reference verification, where necessary, and an interview with the Managing Lawyer. The final hiring decision is made with the approval of the Managing Lawyer. If the outcome is positive, the job description, remuneration, working arrangements, rights and the planned start date are clarified.
Preparation
Onboarding, documents and introduction to the team
Human Resources coordinates the contract, the required documents and the statutory onboarding formalities. IT prepares the corporate e-mail and the systems and tools needed for the role. The new employee is introduced to the team, the units and the working order under the guidance of the relevant manager or responsible lawyer.
Orientation
Corporate Handbook and professional development
The Güneş & Güneş Corporate Handbook is the framework within which task follow-up, written work and case file procedures, records and reporting, confidentiality and coordination between departments are taught. Trainee lawyers receive training in file review, research, petitions and courthouse practice under the supervision of a senior or responsible lawyer; participation and development are monitored.
Orientation is not limited to the first day.
Training needs are determined by taking the job description, knowledge and experience into account; on-the-job training, feedback and development assessment are carried out continuously. The details of the onboarding documents and the schedule are notified separately by Human Resources, depending on the candidate’s situation.
Information security: Do not share unnecessary health, identity or third-party files in the first application. The documents required for onboarding are requested only after acceptance, within the framework of the relevant legal conditions.
07 / Frequently asked questions
Questions on assessment and hiring.
This section covers only application criteria, interviews, outcomes, traineeships and corporate orientation. For technical help and confirmation of your application, you can go to the Application Support page.
What stages may my application go through?
Application and preliminary review, interview, a practical exercise or verification of information where necessary, assessment of the outcome and corporate orientation after acceptance. It is not mandatory for the same scope to apply to every application.
Who carries out the preliminary assessment?
Under the procedure in our Corporate Handbook, the preliminary review is carried out with the participation of the Office Manager, the manager of the relevant unit and the IT officer. Candidates found suitable proceed to a scheduled interview process.
How are task follow-up and outcome orientation assessed in the interview?
The candidate may be asked to explain, with a concrete example, how a case file or task is planned from start to finish, including the steps for time limits, risk, records, reporting and monitoring. What matters is not only what was done but also how the outcome was followed up.
How are team fit and working peace assessed in the interviews?
Respectful communication, openness to feedback, honest sharing of mistakes and shared responsibility are examined. Reasoned professional objection and critical thinking are valued; belittling, intimidation and deliberate lack of follow-up are not accepted.
Is a written exercise or case assessment carried out?
Depending on the nature of the role, a short legal research task, source verification, written expression, foreign language or administrative process planning exercise may be requested. The exercises are not used to produce unpaid client work.
How do the reference review and the interview with the Managing Lawyer work?
If needed, references are assessed with the candidate’s knowledge. The corporate hiring procedure provides that candidates viewed favourably are referred to an interview with the Managing Lawyer and that the final approval is given by the Managing Lawyer.
How will I learn the outcome after the interview?
It is our corporate procedure for Human Resources to notify by e-mail the candidates who have completed the interview stage and been assessed unfavourably. The time of notification may vary depending on the scope of the assessment; no fixed response time is promised.
What is the foreign language requirement for statutory traineeship and student applications?
For general applications by trainee lawyers and law students, proficiency of B2 or above in at least one foreign language is required. The other conditions of specific programmes and postings are explained separately on the relevant page.
Can candidates living outside Antalya or abroad apply?
Yes. If deemed suitable after the initial assessment, an online interview may be planned. The time zone, the need to actually work in Antalya, possible relocation and the ability to start are assessed according to the role applied for.
What kind of training begins if I am accepted for a job or traineeship?
Under the guidance of Human Resources and the relevant manager or responsible lawyer, you are introduced to the Corporate Handbook, written task and case file procedures, records and reporting, confidentiality and working tools. Trainee lawyers receive staged professional training under the supervision of a responsible lawyer.
08 / Candidate communication
Do you need support with your application?
You can review the assessment criteria and stages on this page. For confirmation of your application, a technical problem, updating your résumé or interview coordination, use the separate Application Support channel.
+90 531 883 33 88 · Human Resources Contact Line
Monday–Friday, 09:00–18:00 (Turkish time). For your résumé and documents, use the relevant application form or the corporate e-mail address.