Norton Rose Fulbright - The Inside View

“I knew I wanted to land at a large law firm with international resources,” an NRF associate mentioned when asked what they were looking for in a firm. And quite right too. While many firms claim international status, NRF takes the biscuit, with offices planted in the UK, US, Asia, the Middle East, Canada, South Africa and Australia. As Jeff Cody, the firm’s US managing partner, puts it: “I would say that our firm is one of the very few truly global firms. The coverage that we offer is more than most.”

“…the firm has a less harsh view than East Coast firms.”

For a lot of the firm’s associates, however, the draw is more about NRF’s domestic roots than its international spread. The 2013 merger between the UK’s Norton Rose and Texas-rooted Fulbright & Jaworski is a significant point in the firm’s history, but the Texan origins of NRF’s US practice continues to draw people in: “Keeping to Texan roots was important to me,” one told us, “the firm has a less harsh view than East Coast firms. It is less grinding and respects time outside of work.” Half of our list was spread across offices in Houston, Austin, Dallas and San Antonio. New York as a standalone office did also hold a significant portion of our list, with the remainder sprinkled across DC, LA, St Louis, Chicago, San Francisco, and Minneapolis.

Naturally, the firm bags a host of Chambers USA rankings for its work in Texas, with top bankruptcy, healthcare and securities litigation rankings state-wide. There were also top nods in commercial litigation in Austin, and corporate M&A and commercial litigation in San Antonio. But don’t get the wrong idea, NRF is far from a one-state wonder, scooping top-tier nationwide acknowledgements in bankruptcy, product liability & mass torts, LNG, renewables and alternative energy projects.

Strategy & Future

The plan moving forward? According to Cody, it’s to push on with the firm’s global strategic plan initiated back in 2021: “It was split into three pieces: culture, finance and branding. We are very focused on growth in corporate M&A, project finance and corporate finance. We have a very deep tradition in litigation, so we continue to focus on disputes too.” Cody also notes the hiring of legal talent as a focus for the firm going forward: “We won’t just recruit lawyers with good books and client lists. We want to know that they share our principles and will approach the firm collaboratively. We have picked a harder path this way, but it is what differentiates us from other firms.”

“I feel like I am able to connect and be on the journey with the firm which really surprised me.”

The firm was praised for keeping the associates in the loop: “The firm holds meetings every single month with US partners and business service professionals to speak about the plan of the firm,” confirmed a source: “we chat about the expansion of people and holding onto talent. We also get revenue breakdowns with average associate and partner hours. We can ask them questions too!” This got the big thumbs-up from associates as “I feel like I am able to connect and be on the journey with the firm which really surprised me.

The Work

Associates were, for the most part, spread across commercial litigation, corporate, M&A and securities, projects and regulations, investigations, securities and compliance. The NRF model was generally described as a "free market," meaning new starters can expect to be knocking on doors and reaching out to people in their team for work. That being said, “I was set up with work before I got there and was prepped. There is definitely some forethought to give juniors a head start,” one litigation associate added. The free-market system was praised by many interviewees, with one highlighting that “it feels so much more entrepreneurial because you get to seek out who you want to work with and what type of work you want to be doing.” Even those who were anxious about the set-up warmed up to the idea: “The system scared me as my hours were dependent on whether I was socially anxious. However, it ended up being a welcoming environment where I could pop in and out of offices with ease.”

The majority on our list sat in commercial litigation. “Our focus is business litigation, tort, contracts and any breakdown of a business relationship,” one source explained. The group’s work was described as broad: “It covers things like divorce linked with large business to things like antitrust.” Typical clients for the group are large banks, software development companies, hospitals and airlines. Some associates were appreciative of this wide scope: “When you join the group, you aren’t restricted to one thing, and I found this to be a benefit for my development.” Typical junior tasks are often research-focused: “I do a lot of research to draft motions and respond to discovery work and review the document production.” This team exceeded juniors' expectations, with one interviewee noting: “I have gone to trial a couple of times; I don’t think many other firms allow juniors to get this experience as early on.”

Commercial litigation clients: Bausch Health, State Health Insurance Exchange and Osage Minerals Council. Represented Valeant Pharmaceuticals International in a dispute over an earn-out clause of a purchase agreement with Doctors Allergy Formula.

“The firm has hired experts and is ready to tackle big things.”

Another popular destination for associates was corporate, M&A and securities: “What I enjoy about this group is that there are so many practice areas within it,” said one interviewee. The group advises and provides legal guidance to business clients, dabbling in areas such as M&A and finance. NRF is known for its strong energy work, but associates have noticed a growth area: “Crypto has been an emerging market. The firm has hired experts and is ready to tackle big things.” Another pull factor for associates is the global perspective of the group: “I have worked with domestic and international clients, particularly in London and South Africa.” So, what do associates get up to day to day? Client contact was a key part of life in the corporate sphere: “A lot of what I do is email-based,” one source told us; “I was the point of contact for diligence and logistics work.” As time goes on and experience grows, “I have started drafting shareholder agreements alongside supervising more junior members on the team.”

Corporate clients: Shell USA, Wellstar Health System and Majic Wheels Corp. The firm advised Stellar Bancorp on its $1.5 million merger with Allegiance Bancshares.

Culture

“Most of my work is cross-border, so we aren’t just US-oriented and that in itself affects the culture.”

When it came to the culture of the firm, NRF associates highlighted a cocktail of characteristics: “One of the firm’s strong suits is its international appeal and cross-border capability. Most of my work is cross-border, so we aren’t just US-oriented and that in itself affects the culture,” one associate told us. Of course, with that comes the frequent need to “adjust time zones. I have learnt to handle small cultural differences working virtually and over the telephone, even down to how I am emailing someone across the world.” The firm’s Texas origins is said to “give the firm a Southern hospitality focus.” This flowed through the firm’s social events as “even if I am working from home, I go in to join social events.” The people were also a big part of life at NRF for some, as “the firm has an extremely nice and supportive feel. I feel safe to go to a partner or senior associate for help.”

The firm's ethos was said to center mainly around “avoiding burnout.” Sources told us that “the firm offers a vacation incentive bonus. This makes it clear that we should take our vacation and, if we go past our average hours, the partners will reach out and encourage you to use it.” The firm’s managing partner was praised for pushing this ethos from the top: “He makes it clear that the firm doesn’t want anyone to leave, and encourages us to make partner if we want to. The culture really helps this.” The firm recently introduced the Peloton app and held a competition, with teams split by practice group, to see who could spend the most time on the app. Examples of tasks include meditation, running and general exercise. Cody boasts that “it was a lot of fun and a great way to promote wellness. It was intentional, so our teams were committed to spending time on themselves. We want to take care of our people.”

Hours & Compensation

Billable hours: 1,900 target

The bonus is mainly lockstep, and begins after associates bill 1,900 hours. Not only billable work counts towards the total, with 50 hours allowed for ‘firm investment’, which can be fulfilled through pro bono, recruitment, shadowing, DEI training and business development tasks. There are also discretionary amounts for impressive work for matter origination and client billables. Most sources found the billable target “very doable” and “pretty good compared to some of my other peers and other firms.”

The work-life balance the firm promotes was also well received by our interview cohort. “I have never had to cancel any plans, and I have actually been very open with other associates about my plans too,” confirmed one transactional associate, while a colleague in litigation admitted: “I explain to students that it has ebbs and flows. There are days I can’t go outside, exercise or read, like around prepping for an upcoming trial. But if it’s slower, I can do those things.” A factor helping the firm's work-life balance was the formal policy surrounding hybrid working: “There is a minimum two day in-office policy, and this is mainly honored, making the firm a strong competitor in the market because we accommodate human life.” The firm received a thumbs up for its salary and bonus, following the Cravath scale.

Pro Bono

The firm has a centralized system for pro bono work. This was praised by interviewees as “I can pick and choose as much as I can. It is so useful for me to get involved and give back to society when I have the chance.” Typical pro bono tasks on offer were immigration, asylum, estates, domestic violence, the arts, military and name change clinics. The policy is that attorneys can put 50 hours towards their billable target, which received mixed reviews, with one source commenting: “This allowance is mashed with committee responsibilities, so people may feel they have to choose one or the other.” But those who have been involved in pro bono work highlighted a deeper meaning than just making up your billable hours: “There is a real problem happening around me, and it has always been near and dear to my heart, so to able to help is so rewarding.” Transactional employees were eager to see more small business and nonprofit pro bono opportunities moving forward, as “I wouldn’t feel confident helping on someone's asylum case.”

Pro bono hours

• For all (US) attorneys: 11,908
• Average per (US) attorney: undisclosed

Career Development

Litigation associates praised the formal training program: “Between the third and fifth year, we have litigation training. It is a week and a half practising trial skills such as jury selection, opening and closing statements and examination.” Some sources warned that high schoolers are the jury (“they are ruthless!”) while others raised the importance of networking as “you interact with partners you don’t normally work with, so you can show your skills off on first meeting.” Another path for development is the firm's international academy. This training is more centered on building communication and leadership skills and anticipating how to help the teams around you. One associate who had taken it further stated that “the more advanced sessions are around developing business and how to manage younger associates.” It seems great power comes great responsibility. In terms of being responsible for their futures, some associates found that “it was like pulling teeth for clarity of progress. There are a lot of partners out there to help, but you have to reach out and talk.”

Diversity, Equity & Inclusion

“The fact that the firm has an international platform has a lot to do with how we approach DEI,” highlighted one associate. The Houston office was praised for its representation: “In Houston, we have diversity of all types including nationalities. We aren’t just hiring from the Texas and Houston area.” Sources praised the effort the firm is putting in to hire and retain diverse talent, with one noting: “I think diverse hiring important to the firm. The pool of diverse students is limited, and I know the firm has moved away from looking at schools but more towards individual experiences.”

“... we are conscious of our international playing field. We want to make sure the cities we reside in promote the values we hold outside the legal world.”

Another way the firm promotes an inclusive environment is through the firm’s Racial Equity Council, which was created back in 2020 after the murder of George Floyd. “The group has made really substantial change. It has promoted giving back to communities and improved initiatives.” The group was said to “be about making surewe are conscious of our international playing field. We want to be sure that the cities we reside in promote the values we hold outside the legal world.” The firm also has affinity groups which expand across borders, allowing “attorneys to bond not just in the US.”

Get Hired 

The first stage: recruitment on and off campus 

OCI applicants interviewed: 801 

Number of interviews outside OCI and callbacks: undisclosed 

Norton Rose Fulbright conducts OCIs and attends job fairs at more than 40 law schools and takes part in around 15 résumé collection programs. Its recruitment efforts encompass national and regional law schools, but the firm often focuses on schools where it’s had success. “We also actively recruit judicial clerks, both those who have worked with us during the summer and former clerks looking to enter or return to private practice,” explains US hiring partner Judi Archer.  

Throughout the year, Norton Rose Fulbright sponsors and participates in more than 100 events with law schools and affinity groups to maintain ties with students throughout the 1L year and beyond: “We place a high value on building meaningful relationships with the students,” said Archer.  

When it comes to OCIs, “we carefully select our campus interviewers to reflect the diversity across our offices, practice teams, lawyers and experience levels,” says Archer. “In many instances, we have law school alumni interviewing on campus. Students can expect to interface with representatives from our firm ranging from first-year lawyers to members of our management committee.” 

Interviewers are likely to keep the conversation fairly “organic” but candidates can expect to be asked questions that will give the firm an understanding of their interest in Norton Rose Fulbright specifically and which practice areas the candidate has in mind. “The practice of law is challenging and exciting, but it is also hard work!” says Archer. “We seek candidates who demonstrate a commitment to excel, achieve success throughout their academic careers, exhibit entrepreneurial traits and demonstrate leadership abilities.” 

Top tips for this stage:  

“While academic excellence – such as grades and class ranking – is one factor for getting hired, it is not the only one. Candidates should be able to articulate their experience, including how it ties into the practice of law and the development of business, show that they’ve done their research on the firm and understand our practices and the legal industry. In addition, we are interested in hearing about candidates’ different life experiences and their paths to the practice of law. We are not a one-size-fits-all firm.” – Judi Archer, US hiring partner  

Callbacks 

Number of applicants invited to callbacks: undisclosed 

Typically, the firm hosts Callback Days in some of its offices. Groups of candidates will be given a presentation about the firm before going on to do one-to-one interviews with a panel of five lawyers. The questions are focused on eliciting responses which help the interviewers decide if a candidate aligns with the core competencies of associates at the firm. Norton Rose Fulbright also looks to learn more about the individual candidate and their passions outside law. Well-rounded students excel here. 

Some offices host post-interview dinners with junior associates: “We encourage candidates to let us know if they have questions that might be best addressed by particular lawyers that may share their experiences, such as parents, women, lawyers of color, LGBTQIA+ lawyers, new lawyers, etc.,” says Archer. 

Top tips for this stage: “Candidates should have a general idea of what type of law the interviewer practices and do some research about the firm. Law firms do not expect their candidates to possess encyclopaedic knowledge about the firm to demonstrate an interest. Candidates should take notes during OCI/job fair of what interests them about the firm during the initial meeting and reference those points during the callback interview. We are eager to hear from students about their experiences and how they have shaped their development to make them an important addition to our firm, as well as how their inclusion in the firm will benefit us and our clients.” - Judi Archer, US hiring partner  

Summer program  

Offers: undisclosed 

Acceptances: 75 

Archer tells us: “Our goal is to quickly integrate our summer associates into the firm by pairing them with mentors, offering training opportunities and giving them substantive work,” alongside introducing them to the social aspects of firm life throughout the program.   

Norton Rose Fulbright makes an effort to interview summer associates about the type of law they’re interested in so they can gain experience in those areas. Designated coordinators are on hand to make sure summer associates get out of the office at least once a week to attend client meetings, depositions, trials and hearings.   

The 2023 program hosted 63 summer associates in eight US offices. Summer associates were involved in an array of firm-education activities, like local and nationwide diversity, equity and inclusion (DEI) initiatives, legal skills seminars, professional development training and socials. A high percentage of summer associates return to the firm as first-year associates. 

Top tips for this stage: “The summer associate program is a lengthy job interview which starts before candidates participate in OCI. Candidates are deciding if our firm is the best fit for them while, at the same time, we are evaluating summer associates to determine if they will fit and succeed at the firm: we expect our summer associates to produce exceptional work, demonstrate a can-do attitude and work ethic, show a true desire to practice law and succeed in doing so. And they need to get to know us. We do not expect our summer associates to show up with substantive knowledge of how to practice law. We show summer associates what it is truly like to be a lawyer at our firm so they can make a fully-informed decision about their future.” - Judi Archer, US hiring partner 

Final words of wisdom from Judi Archer: “Help us to see your talent, enthusiasm and dedication to the practice of law, our clients and our firm. We want bright and engaging candidates who are academically successful with a strong work ethic who will be valuable contributors and team players.” 

A note on lateral hiring at Norton Rose Fulbright: “We expect to continue to hire in areas where we see potential for growth. We expect to continue expanding our litigation, business and intellectual property practices as our client needs increase,” explains Archer. The firm’s lateral hiring needs are driven by client demands and business needs: in 2023, 72 attorneys joined the firm as lateral associates.