Design for change
We’re a small team with strong opinions about meaningful, measurable learning. For those in law, or needing to learn it, we design for change in how they do their work, feel about their work, and share their knowledge. We don’t engage in consultancy theatre to charge more, complicate things to win awards, or build dependency to keep you hooked. We do good work, we leave, and we trust your results will speak for themselves.
Reverse-engineering the right learning for firms, in-house teams & training providers, since 2023.
For challenging how English language training is built for non-native lawyers. The app concept treats language as the tool lawyers use to advocate, negotiate, and connect, not vocabulary and grammar to memorise. Built to be digested in real working time, not clicked through.
HOW WE WORK
Most of the companies we work with have training in place. What they don’t always have is clarity on whether it’s changing how their people work, or just proving that it was delivered.
If you had an answer to all three, you probably don’t need us. If you paused on one, that’s usually where we’d start.
Everything we design is for people in law, around law, or learning to understand it. From compliance teams to SQE candidates to high school students. We see the full picture of how law is learned, which is how we find what others miss.
WHAT WE DO
Whatever brought you here, one of these is probably where we’d begin.
We look at the training you have, find what’s working and what isn’t, and show you where to focus first.
We design learning around your people and your practice area, especially where no existing template fits.
Courses we built and own, because they should have existed and nobody was making them.
Developmental work for lawyers at career inflection points, with a written career map both the lawyer and the firm can act on.
WHY LAWYERLY
Learning should have movement to it. Content is one part, but the things we build around it are what give the whole system momentum and keep it working long after we’ve left.
We design learning that one person carries into their team through how they work, decide, and share what they know.
How your people hear about training shapes how they receive it. We design the buy-in, not just the content.
What to measure, why, and how to adjust as the response comes in. So the work keeps fitting as your team changes.
WHAT THIS LOOKS LIKE
Here’s what it produces.
They asked us to build the legal curriculum alongside their drone training. The regulations are still being written, so we designed for legal reasoning that evolves with the law, not rules that expire.
Lawyers needed to de-escalate, redirect under pressure, and advocate across cultures. Their English training wasn’t built for any of that. So we redesigned it.
BEFORE WE START WORKING TOGETHER
These aren’t aspirations. They’re how we run every piece of work, and what we’d want held against us if we didn’t.
We go into the work your people do before we design anything. The thing the brief says is the problem and the thing that’s getting in the way of the work are not always the same thing.
If what you need is smaller than what you planned to buy, we’ll say so. We don’t pad scope to fill a budget or complicate things to look like we’re earning our fee.
The people whose roles are affected are in the conversation from the start. Their assumptions and context determine whether any of this is possible, so we don’t design around them.
When we go, you have what you need to keep it running, measure it, and adjust it. We’d rather you call us back with a new question than keep us on retainer for when there isn’t one.
CONTACT US
Have a question about training, an audit, or how we might work together?
Faq
Find quick answers to common questions about our services.
We work with your L&D team, not instead of them. The audit gives them clearer data on what’s working and where to focus. The design work builds on what they already know about your people. We bring the legal learning specialism and the external diagnostic lens. They bring the institutional knowledge we can’t get any other way.
Audits start from £8,500 / €10,000. Design and curriculum work is scoped per engagement. Transition work runs over three to six months. We publish these ranges because we think you should know what you’re looking at before the first conversation, not after.
That’s when an audit is most useful. You’ve spent the budget, your people have been through it, and now the question is whether it produced what it was supposed to. The audit tells you what’s working, what isn’t, and where the smallest adjustment would move the most.
An audit can begin within two weeks of scoping. Design work depends on access to your people and your context, which usually means three to six weeks from first conversation to delivery. We don’t rush the diagnostic to hit a timeline, but we’re transparent about what’s driving the pace.
It depends on the engagement, but everything we deliver is designed to be used without us in the room. Audits produce a written analysis, prioritised recommendations, and a one-page leadership summary. Design work produces the curriculum or programme itself, plus a measurement system your team can run independently. Transition work produces a written career map and action plan the firm can build around.
