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

Hiring process baker like most biglaw firms does have

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Hiring Process • “Baker, like most BigLaw firms, does have a preference for law students from the T-14 or top 20-25 law schools. It is also very friendly to Midwest law schools (especially Ohio), and anyone with significant Midwest ties. Baker puts a huge emphasis on people who are not only capable technically, but also who have a high degree of emotional intelligence and ability to take initiative.” • “Our office spends a lot of time looking at whether the candidates will fit in culturally, as well as whether they will be a good fit in terms of work ethic.” • “Prior work experience and ability to generate high quality work at a quick turnaround rate are the most significant factors in hiring.” • “Although of course education and grades are very important, the firm cares most about preserving its Midwestern collegial culture above all else. For that reason, successful candidates are perceived as being a good fit for the firm.” Interview Questions • “Baker does not really throw ‘curveball’ questions in interviews. More often than not, attorneys I sat down with were interested in getting to know me, learning what I had been up to in the past couple years (at school, professionally, and just in general), and figuring out what my interests were. The DC office does tend to hire for practice group, so interviewers will try to get a good read on what a candidate hopes to focus on, where their relevant experience is, and what types of practice they might be open to. When you sit down with someone from Baker, expect to have a normal and honest conversation. Nobody here is trying to intimidate you or throw you off your ‘game.’” • “Why are you interested in Baker? What is something new you learned about recently? What do you know about the firm?” • “As a lateral, it was conversational. In the six or so inter- views, we swapped war stories. They asked about the depth of my subject matter expertise. Mostly they wanted to know whether I loved the idea of working certain kinds of accounts. They were gauging my sincere enthusiasm for the work. I had already been vetted for whether I could handle the work before I got in the door for the interview. At the interview, it was about personal engagement and good fit on my side.” • “Most of the interview questions were not substantive, but conversational—the point was to see that you could carry on a conversation/small talk in an important setting. To that end, there were a lot of questions based on points in my resume, clubs and journals I had participated in, and my interests outside of law.” Lateral Integration • “I felt like I could have had more assistance as a lateral associate and was often clueless as to firm procedures and would have liked more mentorship as a lateral.” • “Every lateral and clerk I’ve seen come after me has hit the ground running and been quickly adopted into a core group of lawyers.” • “From my experience, the firm doesn’t exactly know what it wants to do with laterals. We bring them in, but don’t
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  • Fall '16
  • Hugard

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