DLA PIPER — A SENIOR ASSOCIATE’S ASSESSMENT
As a senior associate at DLA Piper, I’ve seen this firm completely 360 from where it was circa 2006/2007.
New management at the U.S. and Global levels have worked tirelessly to usher the firm into an era where it competes with the larger NY firms on corporate/financings deals, the TX firms on oil and gas matters, and the West Coast firms in the venture/IPO areas. I’ve seen partners brought in from talented shops and the associate quality has necessarily increased to complement such partners.
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That being said, the firm still operates on an arcane and opaque review and compensation scheme — associates do not receive formal reviews for the year well-into the second quarter of the following year (though, it is understood that associates are to receive some form of informal review at some point before then); there is no bonus memorandum issued to associates from management (which encourages secretiveness amongst associates); if associates do not hit above an hourly “floor,” no bonus is paid (not even prorated); and bonuses/increased salaries are not paid out until well-into the first quarter of the following year (though increased salaries are paid retroactively to 1/1).
Historically, DLA has tried meeting market but has had to retreat on occasion. Now that the economic tides have turned and associate recruiting is frothing at the mid-senior level, DLA’s associates truly hope that the firm meets market (not only in New York, though we admit the associates do work hard there) but throughout each of its ~30 U.S. offices.