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

Theres definitely a you must be this tall to ride the

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before going in-house or to a smaller firm.” • “There’s definitely a ‘you must be this tall to ride the ride’ screen, but I do actually believe that the firm is looking for holistic ‘fit’ rather than a particular list of quantitative credentials. We recruit at and consider talent from a wider array of schools than most.” • “From my understanding this firm hires in the top 5-10% in the top law schools, unless there are other considerations (like advanced degrees, patents, other life skills). They like to hire people who seek clerkships and have journal experience. The firm cares a lot about whether the candidate fits well with the personality of the office.” • “We may move a bit deliberately compared to other firms, which may cause us to lose out on some talent, but in the end I think we get candidates which are the right fit for the firm. Although we are a V20 firm, we typically take from a broader pool of schools and do not have hard cut-offs for academics. If we did, I wouldn’t be here.” Interview Questions • “All my interviews were very conversational and informal. Looking for candidates to not only impress and distinguish themselves both academically/experientially but to impress upon us that they really are interested in the firm. It’s certainly not difficult to come up with a few tangible differences between JD and a ‘typical’ BigLaw firm and to ask some thoughtful questions about how those differences play out in the day-to-day life of an associate.” • “I was mostly just asked to talk about myself and my interests. Nobody from the firm asked any ‘behavioral’ questions.” • “There is no specific formula that I’m aware of. People tend to ask questions to gauge personality/fit. People without an obvious Pittsburgh connection on their resume should expect to be asked why they are interested in this local office.” • “I was asked only generic personal questions, nothing substantive. I think that the goal of our interviews is to get a feel for whether the person will fit in with our culture, rather than trying to test them and determine if they are smart enough, etc.” Lateral & Clerk Integration • “If progression is law school to clerkship to Jones Day, the integration is excellent because you are brought in with the New Lawyer’s Group and there are many opportunities for training and meeting attorneys (new and seasoned). If you come in later, there are fewer formal integration programs.” • “The firm makes efforts to educate laterals with firm’s policies and commitments and provide training and orientation into all facets of the firm.” OUR SURVEY SAYS Vault’s Verdict: Jones Day does things differently than other big firms. The firm is very collegial and truly acts as one team worldwide on cutting edge work. However, the management seems almost to take pride in being opaque in its decision-making and compensation is a total black box— many associates complain about the lack of bonuses and most feel they are paid below market. Associates feel the
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  • Fall '16
  • Hugard

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