Legal Lexicon: Legal Industry Lexicon (LIL) - Part 2: Road to Becoming a Summer Associate
Legal Lexicon: Legal Industry Lexicon (LIL)
Part 2: Road to Becoming
a Summer Associate
The easiest way to enter Big Law is as a Summer Associate. As a Summer, you are exposed to the firm’s office and lawyers and can explore various practice areas. Throughout the process, you'll meet many important figures that help decide whether you get a return offer from the firm. These individuals can also be great to consult as you make important decisions about choosing firms and practice areas. The path to becoming a Summer Associate can seem arduous, but have no fear! Legal Lexicon is your guide to navigating the field of law. While law school prepares you with legal skills, we'll be equipping you with legal lingo!
In Part 1 of Legal Lexicon: LIL Road to Becoming a Summer Associate, we discussed Summer Associates, OCI, and various systems that will help you excel during the interview process. In this second installment of Legal Lexicon: Legal Industry Lexicon (LIL), we'll walk you through the various groups of people you will meet as you embark on your path to Big Law.
Who is the Hiring Committee
For associates to be hired by firms, they must be assessed by a group known as the Hiring Committee. During OCI (or Pre-OCI), law students will interview with different attorneys and firm recruiters who will evaluate their candidacy. These interviewers report back to the Hiring Committee, usually by filling out a form or questionnaire after the interview. The Hiring Committee will consider the interview reports alongside the candidate's resume, cover letter, writing sample, and transcript to decide whether the candidate receives an offer, rejection, or hold until the next meeting. Most Hiring Committees meet on a regular basis, especially during peak times like Pre-OCI and OCI, to discuss the pool of candidates and extend offers as soon as possible. The Hiring Committee may also be involved in deciding whether Summer Associates get a post-graduation offer after the summer program ends. They will get the perspective of associates and partners who have worked with the Summer Associates and can attest to their capability. In addition to academic and professional credentials, hiring committees assess whether you will be a good fit for the firm's culture. Thus, being yourself and expressing your personality during interviews is important so your interviewers can vouch for you to the Hiring Committee. The Hiring Committee at a firm is typically made up of firm recruiters, hiring partners, and associates.
Recruiters: Unlike many other members, recruiters on the Hiring Committee aren't typically practicing attorneys. Instead, their role revolves around evaluating the legal market and attracting talent. They often engage with law students through OCI, student organization events, social media (especially LinkedIn), and diversity pipeline programs like PracticePro. Large firms typically have recruiting teams comprised of recruiting coordinators, assistants, managers, and senior managers, reporting to the recruiting director. Some recruiters may focus on entry-level recruiting, while others may concentrate on lateral associate or partner recruiting. Recruiters are usually the first individuals at a firm to assess candidate resumes and credentials before deciding whether to introduce the candidate to the rest of the firm. They may also choose and create the roster of interviews for OCI and Pre-OCI job fairs. Beyond seeking and selecting candidates, recruiters can be a fantastic source of information about the firm. They can connect you with associates and partners who share your practice area interests. Additionally, recruiters are often heavily involved in Summer Associate programs. Depending on the firm, they plan social activities and can even help Summer Associates receive assignments that meet their interests. Recruiters have a wealth of information about the legal market and firms. They also tend to be very kind and friendly individuals and wonderful advocates to have during and after the recruiting process when you start navigating the firm processes and need advice and support to advance.
Hiring Partners: Hiring Partners are an integral part of the Hiring Committee. Each office of a large law firm usually has a designated Hiring Partner. Hiring Partners typically have been at their firms for many years and are well-versed in the firm's culture and the candidate profiles it seeks. You should expect to come across and impress Hiring Partners during OCI and Pre-OCI. Hiring Partners often speak at recruiting events, conduct screening or callback interviews, and otherwise make themselves available to answer questions and get to know applicants. Though Hiring Partners don't make a unilateral decision regarding a candidate's acceptance into the firm, their opinion holds great weight. They often assess a candidate's personality fit with the firm, ability to communicate, knowledge, and interest in the firm. Hiring Partners typically advise students to make great first impressions, beginning with their cover letters and resumes. Candidates should also display a genuine interest in the firm by researching interviewers and engaging with them. Additionally, be prepared to discuss your experiences and interests thoughtfully and ask questions that demonstrate your commitment to a future with the firm.
Diversity & Inclusion Chairs: Diversity & Inclusion Chairs (D&I Chairs) are often partners with extensive tenure and a strong commitment to recruiting diverse talent, similar to Hiring Partners. D&I Chairs may also serve on the firm's Diversity and Inclusion Committee, which includes other firm lawyers, the firm's Chief Diversity & Inclusion Officer (if any), and staff (directors, managers, coordinators) involved with D&I efforts. The D&I Committee's work may entail anything ranging from creating and working with the various affinity groups in the firm to incorporating diversity and inclusion into the firm's core business strategy. Because one of the D&I Chair's main goals is promoting and maintaining diversity, they may also be involved in OCI and Pre-OCI, which we covered earlier in this series. Connecting directly with the D&I Chair can be very beneficial during OCI and Pre-OCI because you can ask them questions about their diversity goals for the firm and other retention efforts. The D&I Chair is also a great resource to connect you with other diverse lawyers and affinity groups at the firm. Many firms have diversity scholarships and initiatives to recruit and retain diverse talent. During your OCI and Pre-OCI search, research these efforts and ask intelligent, meaningful questions to demonstrate your genuine interest in the firm. During your summer program, the D&I Chair will likely invite you to various events where you can network with associates at the firm. The D&I Chair can also be an additional reference to discuss ideas about further advancing D&I at your firm.
Knowing the roles of the various people on the Hiring Committee can be instrumental! With this knowledge, when discussing with each member, you can tailor your interactions, responses, and overall approach. By recognizing the significance of each committee member's role, candidates can navigate the process more confidently, demonstrating their fit for the organization and their commitment to making a valuable contribution. In your journey toward becoming an associate, these individuals can serve as advocates and mentors, assisting you in navigating the intricacies of the firm's processes and offering support as you advance in your legal career. Altogether, this can increase your engagement with the firm and help secure a summer position! If you’re interested in the different stages of interviewing with Big Law firms, stay tuned for Part 3!