Paul, Weiss

If you’re looking for BigLaw and big names in the Big Apple, call Weiss… Paul, Weiss.

About the Firm

There are some popstars who have penned enough hits to usher in generation after generation of devoted fans; a feat law firms can only hope to parallel when recruiting new generations of attorneys. It’s key, then, for firms to remain laser focused on recruiting the best talent in order to continue to be top-of-the-market. And in a chicken-or-egg scenario, our research shows time and time again that, at the end of the day, the new generation of lawyers want to work on the most interesting matters for the most interesting clients in the world. So, to those considering a career with a famed New Yorker, featuring strong Chambers USA-recognized antitrust, litigation, restructuring, and corporate/M&A practices? Welcome to Paul, Weiss – it’s been waiting for you.

And who better to assist Apple in a securities fraud class action than Big Apple native Paul, Weiss? It bodes well for associates too, who raved about the firm’s “amazing rolodex of clients,” citing it as a huge draw for them. More than that, “it’s nice to go to a firm where the business development is already taken care of, and you can just go in and get the experience.”

“If you want a challenge or to test yourself at the highest level, this is the place you’ll go!”

With stateside offices in New York, Los Angeles, San Francisco, Washington DC, Wilmington, and Houston, the majority of our interviewees hailed from the firm’s HQ. For many of our insiders, the culture across offices sealed the deal, highlighting the firm’s “team-oriented culture with lots of people who are intellectually passionate.” So, as our sources grinned, “if you want a challenge or to test yourself at the highest level, this is the place you’ll go!”

Strategy & Future

“The past few years have been like a rocket-ship blasting off,” said one insider. Indeed, the firm has continued to grow strategically, with the most significant recent development being the rapid expansion of its Los Angeles, Houston, and London offices with a number of notable lateral hires.

As such, talent remains central to the firm’s approach – both on the organic and lateral front. Part of that involves training talent to be armed with the necessary skills to perform at the highest level. What better way to do that than through technology? “There is a lot of emphasis on technology, tech education, and ensuring lawyers are equipped with the latest tools to do research,” associates described, “There isn’t a preference for orthodoxy or traditional ways of doing work, so they’re doing a great job with that.”

The Work

Most juniors were split between the corporate and litigation teams at the firm, receiving the bulk of their work from a centralized staffing system. “The partners make sure that the staffing for associates is diverse, so you get your hands on a lot of different deals and transaction types.” However, we were told that, in some cases, this eventually evolves into a hybrid staffing system: “When you first start at the firm, those assigning work will give you first assignment,” a source reflected, “but after that, I have mostly gotten work through partners reaching out to me, or me reaching out to partners I wanted to work with.” Ultimately, staffing methods vary by department.

Career Development

Most insiders felt that the firm “offers a lot of training opportunities,” and “they make sure the knowledge is getting in there at an early point in people’s careers.” Training opportunities range from more formal CLEs led by senior associates and partners to informal experiences with colleagues who “take the time to explain how stuff works.” There is also a mentorship program which pairs juniors with associate and partner mentors, though feedback on this system ultimately boiled down to how much time was invested on both sides. Informal mentorship was a bigger hit, though: “I have gotten more mentorship from the teams I work with because you’re interacting more closely with them,” one source revealed.

As for partnership, the firm recently introduced a non-equity partner tier, which insiders felt was “definitely more attainable” than gearing up for making equity partner. That said, we did hear mixed reviews on the overall sentiment towards partnership, where an increase in lateral hires has left associates feeling like “you don’t see a lot of homegrown partners.” That said, the firm’s latest round of global partner promotions saw 28 attorneys elevated to partnership. Ultimately, juniors felt that the firm “sets you up well; even if you don’t want to stay in BigLaw forever, you have this skillset that you can apply to a ton of different areas.”

Hours & Compensation

“It’s nice to know that there isn’t a number to worry about.”

Looking for bonuses provided irrespective of your billable hours? Paul, Weiss is calling. “You just need to be responsive and do the work you’re given,” one associate said, “It’s nice to know that there isn’t a number to worry about.” Hours fluctuate depending on the deals, but most juniors felt that it’s “been in-line with what I thought it would be when starting at the firm.” Another contemplated, “It definitely ebbs and flows… there are some days when I have tons of stuff to do and others when I have less going on.” As with any BigLaw firm of Paul, Weiss’ caliber, there is the expectation “to be available immediately, so you have to be prepared to be active on weekends.”

To sweeten the deal alongside market salaries and bonuses, at the discretion of each department, once you bill over a certain number of hours in any given month, the firm provides you with an enviable dinner bonus (called an ‘appreciation dinner’) to spend at any restaurant of your choice (friends and significant others included!).

Culture & Inclusion

Paul, Weiss is a place where “people are very excited about the work they’re doing and interested in the legal profession; nobody’s just coming to work to do the job at a bare minimum.” Having this enthusiasm is the best way to bond, another nodded: “Working on deals with people and being in the trenches? You make some of your closest friends.” Associates felt that “working with partners directly was really unique compared to the hierarchy of most firms,” and it always helps that “it’s very easy to speak to everyone! There are always people I can ask questions to and lean on for support.” The firm also hosts “a ton of events during the summer that make you close with your class.”

Events to foster mentorship and relationship building at the firm also happen regularly and are open to all attorneys. Examples include a speaker’s series, dinners, book clubs, and workshops.

Pro Bono

Something all our interviewees agreed on was the importance that Paul, Weiss places on pro bono work. “I think our pro bono practice is absolutely outstanding,” a junior told us, “I can’t think of another firm that does as much as us.” Creditable hours for pro bono are uncapped, and sources felt that the work is “valued equally” with its billable counterpart: “The firm incentivizes associates to engage in pro bono work,” one detailed, “I’ve taken part in an immigration case and a couple of nonprofit organization matters.”

Juniors were also impressed with the breadth of work available, as it is not limited to the standard litigation-focused work. As one associate laughed, “It turns out there is a ton of pro bono that corporate lawyers can do!” Another junior liked being able to “apply the skills that aren’t necessarily tangential, but which take your background and transactional skillset and apply it to something meaningful.” Examples included criminal justice, civil rights, immigration, nonprofit assistance, family law, and veterans’ matters.