Holland & Knight LLP - The Inside View

One thing you can’t accuse Holland & Knight of is resting on its laurels. It’s a firm “focused on expansion and integration” when the time is right. And like the saying goes, there’s no time like the present. Proud of, but not confined to its Floridian roots, Holland & Knight boasts 34 offices in total comprising over 2,000 attorneys, and the numbers alone confirm its strong domestic and international presence. What started in 1919 in Tampa, this Knight and its cavalry have since expanded into countries all over the world, such as Algeria, Colombia, Mexico, and the UK. “I would say that the firm is in a period of growth right now, which is amazing!” declared one associate, proving that H&K has no plans of stopping there. With “sophisticated work and clients” as badges of honor, our sources could easily see the firm’s shining reputation through its penchant for “million-dollar deals.”

“I was expecting BigLaw to be a little meaner!”

While sources told us “we’re expected to meet really high standards,” many expressed clear satisfaction with the firm’s culture. “You have down-to-earth conversations with attorneys here,” one praised, “we spend a lot of time with each other, forming cordial relationships where I do feel like I can be authentic!” Initially apprehensive about the world they were stepping into, “I was expecting BigLaw to be a little meaner!” admitted one associate, glad that H&K had bravely vanquished their unease. “People look out for me, and my work is valued,” explained one junior, and “there’s room to explore and take on matters that seem interesting to you!” Forward-thinking in terms of tech and AI too, interviewees felt that H&K is always on the cutting edge of innovation, and as a result, Chambers USAbestows top-level knighthoods upon the firm for its work on offshore energy and transportation nationwide, in addition to corporate/M&A & private equity, banking & finance, energy & natural resources, general commercial litigation, appellate litigation, real estate, securities litigation, and tax in Florida. Whew! Most of our associates were actually situated in the Nashville and Dallas offices followed by DC, Boston, New York, and Miami, with a few scattered between offices like Los Angelesand Houston.

Strategy & Future

H&K’s recent success in merging with Thompson & Knight back in 2021 proved to be a popular topic of discussion amongst our sources, with associates citing that despite the firms being fully integrated, it continues to have an impact on the firm’s growth. The firm is no stranger to mergers, especially as of late, as H&K alsomerged last year with Waller Lansden Dortch & Davis, a strategic move to enhance the firm’s healthcare practice in addition to aiding its development in Southeastern states. With no new mergers in the cards, H&K remains focused on practice area expansion within the realm of clean energy, oil and gas, private equity, financial services, transportation, M&A, and healthcare. “At the forefront of technology” too, associates very much praised how the firm is constantly on the lookout for ways to innovate. All in all, insiders saw plenty of opportunity for growth: “Everything I see is very promising for the firm,” noted one junior.

The Work

Building relationships and finding your own work can certainly be daunting, but “when you’re a summer associate, there’s an online portal” that helps newbies out with that. While the firm seeks to make summers’ transition into the firm as smooth as possible, it should also be noted that during the summer program, “there wasn’t a formal system where you switch between practice groups on rotation.” Instead “you indicate beforehand what you’re interested in.” In terms of how work is assigned within practice groups, our sources described the system at H&K as “entrepreneurial” in that it’s largely “a free for all based upon relationships you’ve developed with partners.” But even if that sounds slightly daunting, fret not, dear readers. “There’s plenty of work to go around,” explained one associate, but bear in mind: “It really is all about asking people and going around to look for work.”

Litigation at H&K “has a really diverse set of practice areas to work in,” including the likes of IP, bankruptcy, and general commercial work. Within the group, “we do IP litigation, trademark, patent litigation, but also on the transactional side, we do M&A diligence, software licensing, and lots of work with tech companies.” One associate mentioned the increasing workflow relating to cryptocurrency, on top of general litigation work within the realm of “bankruptcy, real estate and healthcare.” Typical associate tasks include handling client calls, writing drafts, preparing reports, disclosure agreements, Zoom hearings, and research. Handed substantive work from the get-go, “I should say that no junior task is purely academic!” added one associate. They continued, “All the assignments I’ve been given do actually matter to the case,” with a fellow colleague speaking of “the big responsibility and high level of collaboration” on offer to juniors. “First-years are often relegated to doc review!” quipped another, but “though I’ve had my fair share, you really are entrusted with substantive assignments.”

Litigation clients: PNC Bank, BurgerFi, USI Insurance Services. Represented the Dominican Republic over a breach of contract relating to a water irrigation project in one of the country’s provinces.

Juniors in the public policy & regulation group described themselves as a “non-traditional practice group” considering the breadth of work they have access to. Interviewees spoke of “regulatory compliance and enforcement matters,” which we heard touch on a wide range of interesting topics such as environmental protection, nuclear regulation, disruptive tech, cyber, AI, and securities. With an attractive client list jam-packed with oil majors, renewable fuel producers, investment funds, large companies, and commodity traders, the group also provides associates with the opportunity to engage in government lobbying practices. Speaking to insiders in the real estate group too, they explained that their work predominantly consists of lease amendments, works, dispositions, and acquisitions over healthcare-related buildings such as hospitals, in additional to residential and commercial apartments, hotels, and coffee chains. Associates here typically spend their days “leasing and drafting documents and sales purchase agreements, formatting, drafting emails, updating private lease agreements, negotiating mortgages, and issuing legal opinions on tax structures.”

Corporate transactional clients: CitiBank, Bank of America, Santander. Represented INEOS Energy in its $1.4 billion acquisition of oil and gas assets from Chesapeake Energy Corp.

Career Development

“Last year, I had the chance to attend an academy where we practiced outlining and preparing for depositions.”

In addition to a thorough training program when they start, associates were keen to highlight the informal mentors they’d picked up. While associates are officially assigned a partner and associate mentor, guidance throughout your time as an associate is something “you have to seek out – it’s not handed to you.” Rest assured, though -“All the partners I’ve worked with have all taken a very hands-on role,” leaving newbies feeling “invested in and supported.” The “path to partnership feels attainable” too, and “most people I know feel confident about making partner,” so much so that the firm engages in a very “transparent” process whereby “everyone knows what they need to do for it!”

H&K additionally offers its associates ample opportunity for professional development through the firm's training function, HK Institute, that hosts academy sessions aimed at providing specific insight into how to complete refined tasks. One insider explained, “Last year, I had the chance to attend an academy where we practiced outlining and preparing for depositions.” Associates also mentioned H&K’s heightened focus on aiding female attorneys in an attempt to balance out the gender profile of the firm’s partners. For instance, the Women’s Initiative has brought forward a development program called Rising Stars which provides application process advice for female associates interested in partnership.

Hours & Compensation

Billable hours: 2,000 target

In order to become bonus eligible, associates must reach the firm’s billable target of 2,000 hours. “Is it a bit high?” one interviewee briefly pondered, “Probably. But do I understand why they’ve established that? Yes.” Though the bulk of our sources felt it a realistically achievable target, the only caveat was that it’s dependent on practice group, as well as the state of the market. The target was similarly questioned by a fellow newbie, but they importantly highlighted that there isn’t always huge pressure to hit it. “I don’t think it’s realistic in the first couple of years, and it doesn’t always feel achievable,” this source confessed, “but not making the target on the odd year will not derail your career development! It’s just something they’d be curious about, and you’ll talk through how to improve.” Expected to be in-office three days a week, juniors at H&K were happy to share that they’re offered a great degree of flexibility in structuring their own workdays, too!

Pro Bono

When it comes to pro bono at H&K, “the maximum to be credited as billable is 100 hours.” Though, “there is the option to do more if you request approval from your partner or supervisor,” and in these cases, associates are able to exceed the creditable amount. We did hear that the system was “a little complicated,” as pro bono work is split up into three sections – traditional pro bono work, involvement in DEI initiatives, and shadowing (though the latter route is only available for first- to third-year associates). Juniors found that “pro bono assignments are a great way to gain more experience in a way that you wouldn’t be able to do on a normal billable case.” What’s more, “you’re allowed to pick whichever projects you’re really passionate about.” The themes of the cases worked on ranged from juvenile processes and school tribunals to veterans’ services and incarceration justice advocacy, which sources felt represented the firm’s “great attitude towards pro bono.”

Pro bono hours 

•       For all (US) attorneys: 68,366

•       Average per (US) attorney: 31

Culture

“I actually got made fun of for having my door closed!”

Some of our sources sensed the positive vibes at H&K before they’d even officially arrived: “When I sat down for my long-form interview, I could really feel the camaraderie between everyone – the congeniality and that people were part of a team. And I will say that I have not been disappointed since my initial impression from my interview!” Even those who had started their journey on the other side of the mergers felt that the culture had not been negatively impacted in any way, shape, or form. “The people are very sophisticated here,” noted one associate, as “the people are down-to-earth” and partners are “very approachable.” Another added that “there is no superiority complex – people are, of course, confident, but not in a cocky way where people look down on others. Rather, they truly value you and the work you provide.”

Associates at many firms speak of an open-door policy, but insiders at H&K meant it – literally. “I actually got made fun of for having my door closed!” quipped one, but felt that it spoke to “the social nature” of the firm. With the people at H&K further described as “incredibly smart” and “fun to be around,” we heard that the social life takes on a mixed form of spontaneous outings with a sprinkling of quarterly social events offered at a formal level too. This includes a series of dinners for partners and associates in Miami and monthly happy hours within the litigation team.

Diversity, Equity & Inclusion

H&K certainly “makes a concerted effort in hiring and trying to promote DEI,” and “the firm does seem to be very committed to hiring female attorneys which is wonderful.” Particularly pertinent at the junior level, one associate noted how within their summer cohort, “all of us were members of a diverse group in one sense or another.” While associates thought it translated reasonably well to more senior positions, “there’s always the need for improvement.” A few did mention that, as with BigLaw in general, “you do still see a predominance of white male attorneys in partnership positions” but at H&K, associates felt things were very much “a work in progress” with 57% of survey respondents believing that the staffing on teams, cases, and matters is diverse, which is 15% below the market average.

On a more informal level, the firm hosts a number of affinity groups including a Women’s Initiative, Asian/Pacific Islander, LGBTQ+, Black, Hispanic, Middle Eastern/North African, and Native American groups, in addition to DiverseAbility for those with diverse abilities/disabilities and a veterans’ community. To emphasize H&K’s commitment to DEI, last year, the firm earned its sixth consecutive Mansfield Certification from Diversity Lab.

Get Hired

The first stage: recruitment on and off campus 

OCI applicants interviewed: undisclosed. 

Interviewees outside OCI: undisclosed 

Each year Holland & Knight’s recruitment efforts span the U.S., including conducting interviews at more than 50 law schools and job fairs and hosting on- and off- campus outreach programs to identify candidates with strong leadership, problem-solving and analytical skills. Hiring committee members from various offices interview, alongside alumni of the law school. The questioning at this stage focuses on “a candidate’s academic, interpersonal and motivational qualities and prior relevant experience, if any,” says professional growth & development partner Deborah Barnard.  

Top tips for this stage: 

"Be prepared, on time and familiar with the firm's practice areas. If you know the names of your interviewers, research their backgrounds. Above all, be yourself and ask thoughtful questions." – professional growth & development partner Deborah Barnard. 

Callbacks 

Applicants invited to second stage: undisclosed. 

As a means of getting to know Holland & Knight, applicants meet with four to six associates and partners during the callback phase. They incorporate behavioural based interview questions to help identify summer associates with “the skills, work ethic and work style needed to succeed at Holland & Knight.” Those skills include independent thinking, self-confidence, interfacing with clients and working as part of a team. Interviewers also assess each candidate’s writing sample and could discuss anything on their resume. 

Top tips for this stage: 

"Everything on a resume is up for discussion. Review your writing sample and be prepared to speak about it. Reflect on what you're looking for in a firm in terms of practice area, culture, training and associate support, and focus on those firms that meet your criteria and resonate with you. The firm is looking for someone with an entrepreneurial spirit, and who will be proactive when they arrive.” – professional growth & development partner Deborah Barnard. 

Summer program 

Offers: undisclosed 

Acceptances: undisclosed 

Culturally, Holland & Knight places a premium on working well together across practices and offices and relies on its summer associate program as an important source of hiring. The firm strives to give summer associates an accurate sense of what it is like to work as a first-year associate at the firm and hires each summer associate with the expectation that an offer for a full-time position will be extended at the end of the summer. 

The firm provides each summer associate with a minimum of two mentors – typically one partner and one associate – who will guide the summer associate through the summer program experience. Mentors are available to answer questions, from how the firm operates and the stylistic preferences of various partners to the best place to go for coffee or lunch near the office. Mentors help summer associates create and reach their career goals, connect with colleagues, provide guidance about work assignments and teach substantive and practical legal skills through direct experience and observational opportunities. 

Assignments are intended to help summer associates further develop their analytical and advocacy skills and strengthen their writing capabilities. Feedback is provided after each assignment and from mid and end-of-summer reviews. There is also a Summer Associate Training Program (SATP) which focuses on providing summer associates with skills training. In addition, summer associates are given opportunities to work on pro bono projects to help individuals who may not otherwise have access to legal services. 

“Be authentic and work hard,” the firm advises. “Understand that every email and written communication is another example of your writing sample.” 

Notable summer events:  Past events have included paint and cooking classes, designing your own sneakers with a well-known athletic vendor, golf excursions, boating excursions, family friendly events at the aquarium, trivia, themed partner home events such as Havana Nights, farm day picnics, bowling, baseball games, wine tastings, associate hosted happy hours and more.  These events are intended for summer associates to really get to know our attorneys and our firm’s inclusive culture.   

Top tips for this stage: 

“Do as much as you can experience-wise. You want to turn out good work product, but sitting in on client calls, observing our lawyers in court and as they go about their day-to-day work is invaluable. Take ownership of your work and be your own feedback manager." – professional growth & development partner Deborah Barnard. 

And finally... 

Each summer associate’s practice area preferences – combined with business need – are taken into consideration when H&K extends offers.