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

Most of the work i do is substantive and appropriate

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voluntarily, ABA work, and counseling letters.” • “Most of the work I do is substantive, and appropriate to my level. It is not unusual for me to be asked to do something I had assumed would require someone more senior.” Training & Mentoring • “Formal opportunities are often practice-group-specific, and the antitrust group makes an effort to provide regular programming for its members. New hires (other than particularly experienced ones) are expected to attend a multi- day fundamentals ‘boot camp’ and several focused sessions over the course of the year that are intended for attorneys of all experience levels. Informal training depends greatly on who one is working with. A formal mentor system exists but is limited in usefulness unless both mentor and mentee commit to a meaningful relationship. I have been pleasantly surprised at how genuinely many partners take an interest in developing the skills of their associates.” • “We went through two rounds of first-year orientation, which was fairly extensive, as well as a training specific to our practice group. We also have an assigned counsel and partner mentor, and that relationship is fantastic—we go out to lunch once a month, and talk regularly. I now have several unofficial mentors as well.” • “Training is available, particularly for junior associates and some more advanced training for more senior associates. The firm tries to foster mentorship and sponsorship relations but these are usually mostly successful on a more individualized basis and require proactive efforts by the associates.” • “Lots of orientation/training for new associates, and plenty of optional training opportunities i.e., Westlaw/Lexis instruction, CLE offerings. All new associates are paired with a counsel and a partner for mentorship.” Career Outlook • “I think if you work hard and do well, there are promotion opportunities. It is slightly harder for laterals though (as opposed to homegrown associates). There are lots of options for people who do not want to be on partner track where you still make a good salary without the long hours. I think the exit opportunities for in-house or other jobs are high.” • “Crowell is not an ‘up and out’ firm. If you are a valuable part of the team, the firm makes an effort to keep you on as counsel or senior counsel indefinitely. There is also the option to be a career associate and, depending on your practice group(s), partnership is a reasonable goal. However, not all partners are equity partners, and I’ve heard some griping from junior partners that their promotion to partner conferred little more than a title.” • “Partnership does indeed seem like a realistic possibility, and, at minimum, reaching counsel (an intermediate step before partnership) seems a matter of course for those who perform well.” • “Many people on non-partnership tracks.” Pro Bono Commitment • “The firm is very committed to pro bono, with a partner who manages an active pro bono program and is always recruiting.
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  • Fall '16
  • Hugard

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