Top Reasons Why Claims and Disputes Candidates Get Rejected

The construction claims and disputes market is highly specialised. Although demand remains strong for experienced quantum, delay and claims professionals, securing a role with a leading consultancy is not always straightforward.

A candidate may appear to have the right job title, qualifications and number of years’ experience, yet still be unsuccessful during the recruitment process. In many cases, rejection is not based on one major weakness. It is usually the result of several smaller concerns relating to technical experience, communication, motivation or overall suitability for the opportunity.

Understanding why candidates are rejected can help professionals present themselves more effectively and make better-informed career decisions.

Their CV Does Not Clearly Explain Their Role

Claims and disputes CVs are often too vague. Statements such as “supported the preparation of claims”, “worked on an arbitration” or “assisted the delay expert” provide very little insight into what the candidate actually did.

Employers want to see evidence of personal responsibility. For example, did the candidate analyse project records, review variations, prepare a chronology, assess extensions of time, draft a report section or respond to an opposing expert?

Candidates can also lose opportunities when their strongest experience is buried within a long CV or presented without sufficient context.

A strong claims and disputes CV should clearly explain:

• The nature and value of the project
• The form of contract
• The type of claim or dispute
• The dispute resolution forum, where appropriate
• The candidate’s specific responsibilities
• The methodology or analysis completed
• The outcome or current stage of the matter

Confidentiality must always be respected, but it is normally possible to provide enough detail to demonstrate the relevance of the experience.

They Cannot Explain Their Own Experience at Interview

A well written CV may secure an interview, but candidates must then be able to discuss their experience confidently.

Interviewers will often explore a project in detail to understand the candidate’s technical knowledge and level of ownership. They may ask why a particular methodology was selected, what evidence was available, which challenges arose or how the candidate’s findings contributed to the overall opinion.

Problems arise when candidates provide general answers, rely heavily on phrases such as “we did this”, or cannot distinguish their own contribution from the wider team’s work.

Employers do not expect every candidate to have led an entire dispute. However, they do expect candidates to understand the work listed on their CV and to explain their personal involvement accurately.

Candidates should prepare several relevant project examples before an interview and be ready to discuss:

• The background to the dispute
• The key issues being assessed
• Their individual responsibilities
• The analytical approach used
• The challenges encountered
• What they learned from the assignment

They Overstate Their Experience

The claims and disputes market is relatively small, and experienced interviewers can usually identify when someone is exaggerating their level of involvement.

Examples might include suggesting they drafted an entire expert report when they only completed supporting analysis, claiming to have led an arbitration when they worked on a limited section, or presenting client relationships as business development achievements without having personally generated work.

Candidates should describe their experience positively, but accurately. Supporting a recognised expert on a major international arbitration can still be valuable experience. There is no need to present it as something it was not.

Employers generally prefer a candidate who is honest about their current capabilities and eager to develop over someone who makes claims they cannot substantiate.

Their Motivation for Moving Is Unclear

Employers want to understand why a candidate is interested in their consultancy and why they are considering leaving their current role.

Weak explanations such as “I am just seeing what is available” or “a recruiter contacted me” can make the candidate appear uncommitted.

Similarly, focusing only on salary may create concerns about whether the candidate is genuinely interested in the work, team or long-term opportunity.

Good reasons for moving may include:

• Seeking greater exposure to formal disputes
• Wanting to work more closely with recognised experts
• Looking for opportunities to draft reports
• Wanting a clearer progression route
• Seeking experience in a new sector or region
• Looking for greater responsibility or client exposure
• Wanting to join a more collaborative or specialist team

The motivation should be authentic and connected to the opportunity under discussion.

They have not researched the Employer 

Claims and disputes consultancies differ considerably.

Some firms focus heavily on expert witness work, while others provide a broader combination of claims preparation, commercial advisory and dispute resolution services. Some operate through large multidisciplinary teams, whereas others offer a more boutique environment with direct access to senior experts.

Candidates who have not researched the business may struggle to explain why they are interested in joining.

Before an interview, candidates should understand:

• The services offered by the consultancy
• Its main sectors and geographical markets
• The backgrounds of the senior team
• The type of work the relevant office undertakes
• The organisation’s ownership and growth plans
• How the role supports their own career objectives

Thoughtful research also allows candidates to ask more meaningful questions and assess whether the opportunity is genuinely suitable for them.

They Focus Too Heavily on What the Employer Can Offer Them

Candidates should naturally ask about progression, salary, flexible working, bonuses and development opportunities. These are important considerations when making a career move.

However, the timing and balance of these questions matter.
An interview can become less positive when the candidate focuses almost entirely on benefits, promotion timescales, annual leave or working-from-home arrangements before showing interest in the work itself.
Employers also want to understand what the candidate can contribute.

Senior candidates, in particular, should be prepared to discuss how they can support project delivery, mentor junior colleagues, develop client relationships, strengthen a particular service line or contribute to future growth.

Their Salary Expectations Are Not Aligned With Their Experience

Salary expectations can sometimes be influenced by job titles, market rumours, counteroffers or isolated examples of particularly high packages.
However, claims and disputes consultancies generally assess salary according to the candidate’s relevant experience, technical capability, client exposure and ability to contribute at the required level.
A candidate may be well paid in their current position but still lack the formal disputes experience needed to command an equivalent or higher salary in a specialist consultancy.
This can be particularly relevant for candidates moving from contracting, project management or traditional quantity surveying into claims and disputes for the first time.
A specialist recruiter should provide honest advice on how the market is likely to value the candidate’s experience and whether a short-term compromise may create stronger long-term career opportunities.

Their Personality or Working Style Does Not Suit the Team

Not every rejection means that the candidate lacks ability. Claims and disputes teams often work closely together on demanding, high-value assignments. Employers therefore consider personality, working style and cultural fit alongside technical competence.

A candidate may be highly capable but better suited to a different type of consultancy. Someone who enjoys the structure and resources of a global organisation may not thrive within a small entrepreneurial firm. Equally, a candidate seeking rapid autonomy may feel restricted within a larger corporate environment.

This is why candidates should assess employers just as carefully as employers assess them.The objective should not simply be to secure any offer. It should be to find an organisation in which the candidate is likely to perform well, develop and remain for the longer term.

Their Industry Reputation Raises Concerns

The construction claims and disputes market is relatively small, and professional reputations can travel quickly. Employers may already be aware of a candidate’s previous conduct, reliability, working relationships or the circumstances surrounding their departure from another business. Concerns about attitude, confidentiality, professionalism or how someone has treated colleagues and clients can influence a hiring decision, even when their technical experience is strong.

Candidates can reduce the risk of rejection by being realistic, well prepared and transparent throughout the recruitment process.

Before applying or attending an interview, they should:

• Review the job description carefully
• Research the consultancy and interviewers
• Prepare detailed examples of relevant assignments
• Be clear about their personal contribution
• Refresh their technical knowledge
• Understand their reasons for moving
• Consider realistic salary expectations
• Prepare thoughtful questions about the work and team
• Be honest about areas they are still developing

Working with a recruiter who understands the claims and disputes market can also make a significant difference. A specialist recruiter should do more than forward a CV. They should explain the opportunity, assess the relevance of the candidate’s experience, provide realistic market advice and help the candidate prepare for the interview.

At Maxim Recruitment, we help claims and disputes professionals identify the right opportunities, present their experience effectively and prepare with confidence. If you are considering your next career move, please reach out to our specialist team for a confidential discussion.

Nilam Modhwadia
Senior Recruitment Consultant
Maxim Recruitment
LinkedIn

Nilam is a Senior Recruitment Consultant based at our head office in Leicester, where she leads the UK and international Construction Disputes division. She specialises in recruiting top-tier professionals across the construction disputes sector; including claims consultants, quantum experts, delay analysts, and dispute resolution specialists. Nilam partners with premium, and often exclusive, employer clients, connecting them with exceptional talent to drive project success.