The American Lawyer just released its annual summer associate job survey. Back in the day, law students paid a lot of attention to how summers before them enjoyed their summer associate experience. Of course, back in the day the summer associate experience used to be a 12-week-long recruiting event.
Now, it’s a 12 (or 10, or 8) week job interview. And the stress of that showed up in the summer associate surveys.
But despite a difficult job market, some summers still found time to bitch about the lack of lavish recruiting lunches. And Am Law looked at all the surveys and came up with a ranking of the top summer program.
Let’s take a look at the best (and the whiniest) summer programs…
We’ve gotten away from plowing through the latest Vault Rankings, but fear not. Your firm is coming up soon.
We’ve been through the top 30 firms. But now we’re getting into a group of firms that really utilized the cost-cutting measures of salary cuts and layoffs to weather the recession of 2009. Did these guys take a big prestige hit? Not really. Here’s the next batch of firms:
At the end of the summer, Willkie Farr & Gallagher told offerees that they would be able to start at the firm on time, in the fall of 2010. It turns out that Willkie’s promise wasn’t something intelligent law students should have relied on. Here’s the email that went out to the summer class, yesterday:
Hope everyone is enjoying this summer-like weather. We are looking forward to your return and wanted to provide you with details about arrival date, salary advance and other important matters.
Orientation Date: The orientation date for the new associate class is Wednesday, January 5th.
Salary Advance: The Firm offers a salary advance for all incoming associates. You have the option of receiving up to $20,000 (payable in any month from June to October) as an advance on your first year salary. The amount advanced will be deducted from your salary over a period of one year. If you are interested in taking an advance, please complete the attached form and return it to me.
What a breezy, matter-of-fact email communicating that you don’t intend to keep your promises. But associates headed to Willkie weren’t bothered by the tone. The substance, now that pissed them off…
On Friday evening, we created an open thread for discussion of which firms are providing their associates with the customary salary raises, now that a new year is here. We cited Willkie Farr as one notable example of a firm that had not yet told its associates whether they’d be getting the usual salary bumps.
Time to take Willkie off the list of salary laggards. From a WFG tipster:
It appears that Willkie has raised salaries for all classes in keeping with the standard NY scale ($170k for 2008, $185k for 2007, etc.).
The news was transmitted via a one-line email this morning from the Chief Legal Personnel Officer, sent to each class separately, which stated:
“The 2010 salary for the class of [ ] is $[ ].” The recipients were BCC’d and no names were included on the TO or CC lines.
We’ve been reporting on firms that have announced pay freezes for 2010, but at some firms, the salary outlook for 2010 is still unclear.
For example, associates at Mayer Brown and Willkie Farr are huddled in the dark, not sure if they’re freezing. From a junior Willkie associate:
I’m a second-year associate at Willkie. I just learned that traditionally, associates are told about their imminent salary bumps at their year-end evaluations. I’ve discussed it with some friends, and nobody has heard anything about salary freezes or bumps at WFG.
And from an MB associate:
Mayer Brown’s still frozen. Granted they’ve put off addressing salary raises until February in the past, but we got our first 2010 paychecks today with no raises, and not a peep from the partnership to let us know they’ve even considered the issue. As of now I’m two years behind where I’d be at Dechert. This sucks.
We can’t confirm whether salaries at these firms are frozen for the year, but we can encourage a conversation about firms that are raising salaries. We hear from a Paul Weiss associate, for example, that an email went out letting them know salaries there are warm. Our tipsters says that PW checks this month will have the “usual bump” up.
Here’s an open thread for discussion of raises as usual. Who’s warm and toasty this January?
We did not Photoshop this picture. It actually appeared in a New York Times wedding announcement. Chuckle at it, if you must. But know that when you do, you’re fiddling while a venerable institution goes up in flames.
December isn’t a great month to get married, and this December was particularly bad. Still, our final Legal Eagle Wedding Watch couples for 2009 have some surprisingly strong Biglaw credentials. Here they are:
Check out the big move by Munger. It’s up 11 spots on this year’s list. And let’s not forget about the firm’s #1 A-List ranking by Am Law earlier this year. Munger’s managed to do all of this without laying off a massive number of associates. Hopefully other Biglaw firms (and current 2Ls) will take note.
We know people have strong opinions about some of the firms on this list. Let’s get into them after the jump.
Rejoice, wedding fans! We have some compelling mid-summer material for you this week: Wachtell, SCOTUS, lesbians, French nobility — read on for the details on all of that and more, as reported in the New York Times and filtered by us.
Our finalist couples:
Last week, a very angry comment appeared in one of our threads:
Well its official Wilkie [sic] Farr Gallagher has started the rounds of FIRINGS. It is utterly despicable that these firms can turn around and fire people under the guise of “poor performance”. After treating their associates as two bit whores for years they sending them out when the fleet is in. As soon as the ships leave the harbor the partners at these firms toss their associates out like the used prophylactic used to service their clients. Its understandable that in a bad economy that belts have to be tightened but to have the outright GALL to place the blame on the associates who have worked 80 hour weeks and worked through weekends for you, just to stamp them with “sub-par” is outrageous.
The truly troubling point is that the Mayor of New York Mr. Bloomberg seems to be ok with such behavior. Since he has no in house council he attorneys are Wilkie attorneys, so in a sense his own employees. I for one am not sure I can vote for or abide by a man that allows his own employees to flat out degrade associates like that. Since there is a growing number of individuals who seem to come across a similar situation maybe a statement needs to be made. Bloomberg wants to be mayor again, maybe he should side those of us that need his help and damn the disreputable firms, otherwise we’ll have to find someone who will.
For those of you who are not fluent in ATL commenter-speak, allow me to translate: “Willkie is doing stealth layoffs. I’m voting for Bill Thompson because I got fired from Bloomberg News for poor performance. I think sailors look so cute in their little hats.”
After running down sources for almost a week, Above the Law can now confirm that stealth layoffs have actually occurred at Willkie Farr, and more formal moves could be coming.
We get into the details after the jump.
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past seven years. You can reach them by email: firstname.lastname@example.org.
Please note that Evan Jowers and Robert Kinney are still in Hong Kong and will stay FOR THE REMAINDER OF THIS WEEK. We still have a handful of available slots for meetings with our Asia Chronicles fans. If we have not been in touch lately, reach out and let us know when we could meet! There is no need for an agenda at all. Most of our in-person meetings on these trips are with folks who understand that improving a legal practice through lateral hiring is an information-driven process that takes time to handle correctly.
Regarding trends in lateral US associate hiring in Hong Kong, we of course keep much of what we know off of this blog. Based on placement revenue, though, Kinney is having one of our most successful years ever in Asia. We are helping a number of our law firm clients with M&A, fund formation, cap markets, project finance, FCPA and disputes openings. These are very specific needs in many cases, so a conversation with us before jumping in may be helpful. As always, we like to be sure to get the maximum number of interviews per submission, using a well-informed, highly targeted, and selective approach, taking into account short, medium and long-term career aims.
Making a well informed decision during a job search is easier said than done – the information we provide comes from 10 years of being the market leader in US attorney placements at the top tier firms in Asia. There is no substitute for having known a hiring partner since he/she was an associate or for having helped a partner grow his or her practice from zip to zooming, and this is happily where we stand today – with years of background information on just about every relevant person in all the markets we serve, and most especially in Hong Kong/China/Greater Asia. So get in touch and get a download from us this week if we can fit it in, or soon in any case!
The legal industry is being disrupted at every level by technological advances. While legal tech entrepreneurs and innovators are racing to create a more efficient and productive future, there is widespread indifference on the part of attorneys toward these emerging technologies.
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.