
Another Major Biglaw Firm Thinking About Ditching Lockstep Partner Compensation
All the better to attract top-end legal talent.
All the better to attract top-end legal talent.
Another firm transitions away from full lockstep compensation.
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It takes something special to make people boo a raise.
Another firm moves away from merit-based compensation and back toward lockstep.
This leader in merit- or performance-based compensation is moving back in the direction of a lockstep system, it seems.
Partners, you better make sure you do your homework at this firm.
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So what adjustments did the firm make to its base salary scale?
What are statistics like the billable hour worth, and how can they be improved?
What is the secret to success at Cravath and similar firms? And what is the secret to making partner at a place like Cravath?
What are the advantages and disadvantages of a "black box" compensation system, in which nobody knows how much anyone else is earning?
Discover five practical ways to harness AI and eliminate busywork—so you can focus more on your clients and less on repetitive tasks.
Do lawyers at your corporation complain about their compensation compared to the compensation of their peers within the company? Or are law firm partnerships uniquely vicious in that regard? If so, why?