To date, we’ve received nearly 8,000 responses to our ATL Insider Survey. Among other things, our survey poses this question to law firm lawyers: “If you had the chance to do it all over again, would choose to work for your firm?”
Unsurprisingly, those who answer “yes” tend to highly rate their firms in such areas as compensation, culture, and training. For those that wish they could take a Mulligan when it comes to their choice of employer, the inverse is true. Here is a comparison of ratings scores (on a scale of 1-10) for the various aspects of law firm life, broken out by responses to the “Mulligan” question:
Culture and Colleagues
Hardly counterintuitive stuff, we know, but it allows us to use the “Mulligan” response as a proxy for overall happiness/satisfaction, as it’s so broadly predictive of the nature of the individual’s assessment of his firm.
Back in April, we shared our survey findings showing that Davis Polk was the top firm when it came to morale (to date, this holds true.) Today, we look at whether there are notable differences regarding satisfaction based on practice area. If we slice our survey data by practice, we find that there certainly are. So after the jump, let’s look at how practice groups stack up against one another in terms of the happiness of its practitioners….
Here’s an interesting irony: some of the Biglaw firms that spend the least amount of time thinking about money are the ones that enjoy the most of it. A number of super-elite New York law firms have lockstep compensation systems, in which partners are paid purely based on seniority, and these firms are among the most profitable in the country. These firms focus on doing great work for their clients, not on divvying up the spoils from such work — and, in the end, there’s more than enough filthy lucre to keep everyone smelling like money.
On an individual level, some of the wealthiest lawyers in Biglaw — the ones who make partner, and remain partner, for years and years — don’t fixate much on money either. They focus instead on their work, which they seem to just love (often more than any hobbies, and sometimes more than their families). As for the money, well, it just comes — in copious quantities.
The law firm cafeteria is something of an anachronism. Having a large company mess hall where associates can grab a bite to eat without taking too much time to get lunch isn’t really necessary anymore. Nobody takes a “lunch hour” anymore. Associates can use Seamless and eat at their desks.
And we know partners aren’t eating in the firm cafeteria unless they are 80 years old and too busy to head to Peter Luger’s. No law firm cafeteria is nice enough to bring a client to; that’s why God created expense accounts.
But the cafeteria is still useful for secretaries and paralegals. At my old firm, the cafeteria was a great place to grab breakfast. At Debevoise, the cafeteria enjoys the best views of the block. We used to bring lawyers from Schulte Roth, which is housed on the lower floors at 919 Third Avenue, to show them our view (and to console them while they cried).
The point is, even as the Biglaw cafeteria has diminished relevance given our modern conveniences, you don’t want your firm perk to be disgusting. Last March, we learned that a number of Biglaw firms had received poor grades from the New York City Department of Health about the quality of their in-house cafeterias.
But it appears that Cravath’s food fortunes have significantly improved…
It’s August. The dog days. The beginning of the end of the summer. Summer associate programs at Biglaw firms are starting to wrap up. So it’s time for us to seek submissions for the best summer associate event of the season.
Biglaw summer programs are smaller and less opulent than they used to be. But they’re not as bad as they were during the darkest days of the recession. Summer associates are getting offers. And having lesbian sex. It’s not all bad.
There have to be some summer events worth nominating this year. Hell, at this point we’d settle for a summer event that didn’t require medical attention after it finished….
Major law firms like to tout their dedication to furthering women’s success in the law, but if you look more closely, you’ll find that many Biglaw firm talk a big game, but have little proof back up their words. Take, for example, the fact that according to a recent survey conducted by the National Law Journal, the percentage of women lawyers in partnership positions has increased only 2.8 percent since 2003. In the meantime, the National Association of Women Lawyers says that the percentage of women in equity partnership positions has been “fixed” at just 15 percent for the past 20 years.
Well, whoop-dee-doo at all of these wonderful statistics that we’ve been choking down for the past decade. Women are apparently supposed to be happy about this kind of painfully slow progress. But what about the firms that have actually honored their commitments to women lawyers?
Conservatives, just shut up about this guy. You'll all love him again when he strikes down Affirmative-Action this fall.
* I think there is an interesting question on why Republican Presidents seem to have difficulty getting their Supreme Court justices to vote the party line, but this opinion writer handles the discussion in a stupid, butthurt way. [Washington Post]
* Your Tweets can be subpoenaed. #Biglawdiscoverytactics. [Atlantic Wire]
* If you spend over $100K for a J.D. and then end up working at Axiom, you’ve probably lost. [Law Technology News]
* Here’s a nice little chart made with Chambers numbers to tell us which firms seem to be staffing up. The takeaway is that in addition to your studies, you should be spending enough time in the gym so you look pretty enough to work at Davis Polk. [WSJ Law Blog]
* A Blawg Review that pays homage to Lyndon Baines Johnson. I read that LBJ used to take meetings while he was on the crapper. You probably couldn’t do that today without somebody suing you. [The Defense Rests via Blawg Review]
President Barack Obama now supports marriage equality. And so do many major law firms, it seems. More than 30 top firms provide the “tax offset for domestic partner health benefits” or the “tax equalization for same-sex health benefits.” (If you’re not familiar with this benefit, also known as the “gay gross-up,” see this explanation.)
Since our last discussion of which Biglaw firms offer the tax offset, a few more names have jumped on the bandwagon. Let’s find out which ones, shall we?
In the nascent spirit of positivity aroundhere, let’s take a look at where, according to our research, Biglaw’s happiest troopers can be found.
To be sure, lawyers are a notoriously depressive lot. Various studies — and presumably Will Meyerhofer — suggest that the characteristics that make a good lawyer actually correlate with clinical depression. Combine these alleged traits with crushing debt, an oversaturated job market, and an uncertain future, and the industry seems mired in malaise.
But what about those fortunate ones who’ve managed to snag a coveted Biglaw gig? Why, not only are they employed, but they have a realistic chance to pay off their loans. Are they any more upbeat than the industry’s rank-and-file? Our own survey data strongly suggests the answer is definitely maybe.
Respondents to our ongoing ATL School & Firm Insider Survey give their “firm morale” a mean rating of 6.81 out of 10. (By the way, if you haven’t yet, please take the survey here.) For context, lawyers rate morale a bit higher than “hours” (6.55) and bit lower than “training” (6.88). So, generally speaking, firm morale is not conspicuously singled out by lawyers as a negative.
But which are the happiest firms? And the unhappiest? Let’s have a look at the Biglaw shops getting top marks for esprit de corps….
'So then I said to them, 'We have, like, a staggered board AND a poison pill. So suck on that!''
The halls are alive with… the sound of vermin? As we’ve mentioned earlier today, some top law firms (and even one top law school) are experiencing problems with rodents, insects, and other pests.
And, unfortunately, some of these critters have crept into company canteens. Thanks to New York City’s controversial system of rating restaurants, in which establishments receive letter grades based on their health and sanitation violations (or lack thereof), we know which law firm cafeterias are worth patronizing (and which ones are best avoided).
Let’s take a look at which Biglaw behemoths have the best — and the buggiest — dining rooms….
The ATL School and Firm Insiders Survey continues to roll along at a nice clip: we expect our 3,000th respondent any minute now. While we’re pleased with this response, of course we encourage all of you who haven’t yet to take 3-5 minutes and head over here to take our absolutely confidential survey. Thanks in advance.
Last week, we shared a few broad trends we’re seeing, and today, we’ll get a little more specific and name some names.
Among other things, the survey asks law students for their perceptions of a select group of firms as potential employers. In our analysis, we’ll look at which firms are considered the most (and least) attractive by law students. We’ll also consider how these perceptions jibe with what lawyers at these firms are telling us….
Watch to find out what some of our subscribers received in their May box!
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We currently have a number of active openings for associate roles at US and UK firms in HK / China, Singapore and two new in-house openings. As always, please feel free to reach out to us at email@example.com in order to get details of current openings in Asia, as well as to discuss the Asia markets in general and what we expect for openings later this year. Our Evan Jowers and Robert Kinney will be in Beijing the week of March 25 and Evan Jowers will be in Hong Kong the week of April 1, if you would like to meet them in person.
The US associate openings we have in law firms are in the usual areas of M&A, cap markets, FCPA / white collar litigation, finance, and project finance. The most urgent of our top tier (top 15 US or magic circle) law firm openings in Asia (among many other firm openings that we have in Asia) are as follows:
• 2nd to 5th year mandarin fluent M&A associates needed in Beijing and Hong Kong at several firms;
• Korean fluent 2nd to 4th year cap markets associate needed in Hong Kong;
• 2nd to 5th year Japanese fluent M&A associates needed in Tokyo;
• 4th to 6th year mandarin fluent cap markets associate needed in Hong Kong;
• 2nd to 4th year M&A / cap markets mix associate needed in Singapore.
The last time I flapped my wings your way, I tried to make at least enough noise about your mobile phone to make you more than a little bit uncomfortable. I hope I did. If enough of us become anxious enough about the known and unknown unknowns and knowns in our mobile phones, then we can start making wise decisions about how to manage that information and its resultant investigations.
Today, I’d like to put a finer point on the last installment’s topic by asking a question that seemed to catch most attendees off-guard at a conference panel that I moderated last week: is there discoverable personal information in a mobile app? Our panelists’ answer was a uniform “yes” with one stating that, if he had to choose only one type of data that he could discover from a mobile phone, he’d choose app data. Why? Because there’s simply so much of it and because almost all of it is objective – not just user-created like an email – but machine-tracked like GPS, usage duration, log in and log out times, browsed web addresses, browsed actual addresses. Also, most of us seem to have the idea that data doesn’t actually “stick” to our mobile devices the way it “sticks” to our hard drives. Maybe there’s a disconnect based on the fact that our phones are mobile so we assume the data is mobile to?
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