Huzzah! It’s that time of year when attention is finally paid to how mid-level associates (defined as 3rd, 4th and 5th years) are feeling about their Biglaw firms. That’s right, it’s time for the results of the latest Am Law Mid-Level Survey.
The survey was completed by more than 5,000 associates at Am Law 200 and Global 100 firms. They rank their firms from 1-5 (1 being very dissatisfied, 5 being very satisfied) in the areas of: interest and satisfaction; levels of work; benefits and compensation; relations between associates and between partners and associates; training and guidance; management openness about firm strategies and partnership chances; the firm’s attitude toward pro bono work; its billable hours policy; and the likelihood of the associate being at the firm in two years.
So without any further ado, here at the Top 10 Biglaw firms in associate satisfaction:
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- Schulte Roth & Zabel
- O’Melveny & Myers
- Paul Hastings
- Orrick, Herrington & Sutcliffe
- Cadwalader, Wickersham & Taft
- Milbank, Tweed, Hadley & McCloy
- Akin Gump
- Gibson Dunn
- Blank Rome
- Sherman & Sterling
One of the biggest stories behind the numbers is that the new #1 firm, Schulte, has had a meteoric rise — it placed 78th in mid-level satisfaction just two years ago. Leadership at the firm saw that dismal 78th ranking and decided to do something about it:
“It was a big billboard saying, ‘You should look and see if you can do this better,’” says partner Dan Kusnetz, who co-leads the firm’s associate committee. “We had let the gardens go unpruned and untended because of the crush of work and the financial crisis.”
The firm focused on seven areas according to Kusnetz: mentoring; caregiver leave; business development resources; training; informal networking; technology; and general “things that make life easier.” And the firm put its money where its mouth is — according to Alissa Golden, director of professional development and recruiting, saying “a great deal of financial resources have been dedicated to this.”
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For those that are less than satisfied at their firm, a big problem at several firms is the lack of transparency, as anonymous comments from the survey reveal:
“Transparency goes a long way toward quelling associate anxiety.”
“It seems that the junior and midlevel associates often don’t know what is truly expected of them, whether they are meeting expectations, and how well they are performing at the firm.”
“Trust that your associates can handle the sausage-making process of the firm and be forthcoming with details about decisions and transparent with the reasons behind policies and firm actions.”
And of course that age-old Biglaw dilemma — work/life balance — also received some biting commentary:
“Saying that Big Law might not be a good fit for an individual who desires true work-life balance just won’t cut it anymore… Individuals who have self-respect and self-love tend to quit as a result of lack of work-life balance and eventually depart the firm.”
But it should be noted, very few associates surveyed were actively considering leaving their firms:
Only 5.1 percent of midlevels said they are currently seeking a new job. Another 49 percent said while they are not actively looking, they would consider an optimal opportunity. Asked why they might consider leaving their current firm, work-life balance was the overwhelming leader, with more than half of respondents saying that was their main motivator. Other popular reasons for a potential departure were: making a geographic change; not making partner; pursuing higher earnings; and entering public service.
That said, the survey was completed before the wave of Biglaw raises this summer, which left some associates out in the cold.
Kathryn Rubino is a Senior Editor at Above the Law, and host of The Jabot podcast. AtL tipsters are the best, so please connect with her. Feel free to email her with any tips, questions, or comments and follow her on Twitter (@Kathryn1).