Vault Guide to the Top 100 Law Firms, 2018 Edition.pdf

For the vast majority of cases partners appreciate

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• “For the vast majority of cases, partners appreciate their associates and rely heavily on them. Management is very open about the partnership and most decisions it makes, including on firm performance, finances, promotions, and reviews. The firm recently spent a bunch of money and time overhauling its performance-review process, hiring an outside consultant/expert firm to improve the functionality of the process.” • “The firm is not hierarchical. The partners are friendly. They expect good work, but also provide good feedback. There are opportunities even as a junior associate to work directly with partners.” • “Associate/partner relations are good. There are a number of partners who I feel are personally invested in my growth and development. Generally, if I am staying late at the office, the partner is right there with me. On transparency, the firm is (I think) working to make a better effort. Performance and finances are fairly transparent—we get annual presentations on the state of the firm. Internal promotion seems to be much less transparent, but I have seen more communications over the last six months. With respect to performance reviews, the current process is terrible, but the firm is piloting a new process with an expected rollout by year-end.” • “This appears to vary based on partner, but for the vast majority, relations are good. The Associate’s Committee is also very involved facilitating the resolution of any issues that do arise and to serve as an intermediary for reporting such issues.” Hours • “The work ebbs and flows but hours are generally steady and you are free to set them as you please, as long as you get the work done. The firm doesn’t care if you’re in the office or not; just get the job done. The firm has recently adopted a formal agile-working policy that anyone can take advantage of. You aren’t supposed to be looked down upon if you take advantage of the policy, but I know there are still some partners who are wary of it, and wary of their associates and paralegals being out of the office, even if working agilely.” • “Work hours are intense, but as to be expected at a large firm. I have more weekends and evenings free than most BigLaw associates. Face-time is encouraged, but the firm is working towards a more agile working environment, so partners are working to accommodate different schedules and flex-time needs. Work is evenly distributed.” • “I don’t mind working long hours, but I dislike not having enough work during the week and then having to work on the weekend. I also feel like work is not evenly distributed between associates.” • “Associates must obtain 2000 billable hours to be eligible for a bonus. 150 of those hours can be pro bono (an unlimited number count toward creditable hours after reaching 1850 billable hours), and the firm counts court-appointed work as billable work for associates.” Compensation • “The firm increased salaries to reflect the New York market, and has paid market bonuses for associates who hit 2000 hours. This was a welcome change!”
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  • Fall '16
  • Hugard

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