Paul, Weiss, Rifkind, Wharton & Garrison LLP - The Inside View

“If you’re interested in BigLaw, you’ll know the names - Paul, Weiss is one of them,” began one junior. Indeed, in New York, a city brimming with top US attorneys, Paul, Weiss is something of a local legend. Our sister guide Chambers USA can vouch for this, with top marks awarded to the firm’s white collar, bankruptcy/restructuring,and litigation work, with additional strength in corporate/M&A and private equity matters. But Paul, Weiss isn’t just a name you hear around the Big Apple. The firm boasts offices in DC, San Francisco, Los Angeles, and Wilmington. Overseas, you can find the firm in cities like London, Tokyo, and Beijing too.

“People are continually invested in me in ways that I didn’t even know that I wanted to be invested in!”

Sure, Paul, Weiss has the legal might you’d expect from a BigLaw firm, but beyond that, the firm has also been a long-standing trailblazer for social justice in the profession. As chairman Brad Karp tells us: “Diversity, equity, and inclusion is something that we believed in literally generations before other firms; it's in our DNA, and it is one of the reasons I joined Paul, Weiss 40 years ago.” No kidding - Paul, Weiss was the first to hire a Black associate and the first to make a woman partner, and this legacy is very much alive and kicking at the firm today. Karp adds: “We champion diversity in high-impact ways like meaningful pipeline initiatives. We host the nation’s leading diversity networking event each year (22 years running), while we also promote inclusion in many small but meaningful ways ...Our goal is to make sure that every one of our lawyers has the opportunity to succeed to the maximum extent possible." This was not lost on juniors either. One mentioned: “People are continually invested in me in ways that I didn’t even know that I wanted to be invested in!”

Strategy & Future

“We are very much in growth mode,” chairman Brad Karp tells us. Karp adds: "We are investing in our franchise in both new and existing markets ... making several strategic and tactical investments in our firm.” Indeed, Paul, Weiss has hit the headlines for its targeted international growth, particularly in London. “We had a once-in-a-lifetime opportunity to bring over the leading private equity-focused transactional teams in London and Los Angeles, significantly expanding our global private equity capabilities,” notes Karp. With a recent office opening in Brussels to boot, it's clear Paul, Weiss is laser focused on continuing this trend. Back stateside, Karp comments that “we’re extremely focused on bringing in sufficient lawyers in each area so that we can meet our clients' demands, and the work doesn't fall disproportionately onto a certain group.” He continues: "We're distinguished by our strong professional culture. Our long-standing, market-leading dedication to pro bono work and to DEI is a big part of what makes Paul, Weiss such a special place to work, and it's why so many of us joined the firm in the first place."

Read more from Brad Karp under the 'Get Hired' tab.

The Work

Most associates are based in the NYC headquarters, though there are a number in DC and San Francisco, and for the most part juniors work in the firm’s corporate and litigation departments. Work is allocated not through a free-market system, but rather a centralized staffing system where each associate has an assigning partner who allocates work based on availability across the department. Overall, associates enjoy this system and one pointed out that with a free-market system “it would be hard to come in as an associate not knowing anything, and then have to be haggling for your work.” That said, associates can pick up work by reaching out to the relevant department or forming connections with partners, too. One junior explained: “If you’re interested in something, figure out who the people are to contact and let them know.”

“Some of these M&A transactions are once-in-a-lifetime deals for a lot of people. Being able to work on more than one for large companies is pretty cool!”

Associates working in the executive compensation side of corporate practice “work for any client in the company who has deal work.” Whether these clients want to complete an acquisition, merger, purchase or sell a company, associates explained that “we look at these agreements and ask ourselves: ‘is there anything scary here for our clients?’” Clients typically include public companies or private equity firms, one source underlined that “we’re attached to some of the biggest companies in the world… we’re just that good, I guess!” But what happens if there’s no big deal to work on? “There’s always advisory work,” one junior noted. This can range from drafting bonus plans to negotiating equity awards but typically, “a junior’s biggest role is diligence. Your role is to spend the most time with the documents and be as detail oriented as possible.”

In M&A, the work is mainly in corporate governance, with “big mainstay private equity clients that feed every part of the firm” as well as newer public companies. An associate enthused that “the clients are top-notch. I’ve worked with some of the largest hedge funds in the world!” Though, the most distinct part of corporate M&A for juniors was that ”some of these M&A transactions are once in a lifetime deals for a lot of people. Being able to work on more than one for large companies is pretty cool!” This source also told us that it’s a work-intensive environment, but “as a first year, you can really punch above your weight – you can do as much work as you’re willing to take on.”

Corporate clients: Amazon, Chevron, IBM. Advised WWE in its agreement to merge with UFC to form a new publicly listed company, a deal worth $21.4 billion.

“You get to do work that actively impacts the trajectory of someone’s life.”

Since litigation associates are generalists, the work can vary from regulatory advocacy to tort litigation. However, interviewees highlighted the work done by their “particularly strong white collar regulatory group. Many former government attorneys are now partners at the firm,” which is important because “you get to do work that actively impacts the trajectory or outcome of someone’s life.” This work also happens to be the fan-favorite among associates. “We work with a lot of government agency-facing clients,” one source confessed. “It’s pretty cool to see very real litigation needs that arise when governments or agencies do things that people don’t like.” Tasks depended on the phase that the case was in, but one junior explained, “you’re always going to do documents review and filings, as well as revisions on motions and submissions to the court.” Though, there's also room to draft and revise motions, take and defend depositions, and handle filings and submissions to the court.

As for white-collar crime, “you get to learn while doing. It is challenging – there are time-crunches and you’re dealing with things that will implicate someone’s livelihood and the real-world implications of that. But they are such powerful cases.” Like corporate, litigation associates have been flooded with work as of late, so there’s never a dull moment. “It comes in waves,” one associate said candidly. “It never stops. That is good and bad.” But associates know that this comes part and parcel with BigLaw litigation: “We’re doing transactions for major Fortune 500 companies with very real and pressing business needs who are going through significant market-shifting changes and having very high-profile litigation going on at the same time.”

Litigation clients: Airbnb, Goldman Sachs, Morgan Stanley. Successfully resolved massive securities class and derivative action arising from the 2019 merger of CBS and Viacom.

Career Development

“I think the firm makes it pretty clear that you are in the driver’s seat.”

Juniors across the board felt that there was a big emphasis on associate development. “People are very supportive,” noted one rookie. They added that “they’ll always help you – whether this is by sending you work or writing recommendations.” There are several mentoring opportunities available too, including structural programs like Colleague Connect Circles – a mix of partners, associates, and counsel spanning across the firm’s North American offices. However, more organic forms of mentorship exist as well: “Sometimes you work on projects for months at a time and that’s a more genuine way to get senior feedback and mentorship. I’ve had no problem getting any of that at Paul, Weiss.”

In terms of partnership, we were told “a lot of partners are brought in laterally.” Even so, “there isn’t really an attitude that people can’t make partner. If you really want it and it’s your goal, then it’s attainable,” explained one source. Another source clarified that “I think the firm makes it pretty clear that you are in the driver’s seat.” So, junior associates must show a “ton of initiative – especially early on.” However, it seemed that “people usually don’t stay long enough to get on the partner track.” Many litigation associates leave within the first few years to complete clerkships,and a corporate associate told us that Paul, Weiss “is cognizant that people don’t come to the firm to put themselves on the partner track.” Associates stressed that the firm “absolutely does have a prestige factor” and “opens a lot of doors if you do want to leave, even if you’re not sure you’re going to.”

Culture

The firm culture was a huge selling point to juniors from the offset. “I felt like I was having an individualized interview and recruitment experience. I wanted to work with people who wanted to work with me,” one confessed. Another confirmed that “I knew during my interview that I’d be able to learn a lot from the partners and I felt like I could get to know them as individuals outside of the office.” Speaking of the office, the associates love it (and the hybrid working policy!) “Everyone knows each other, even if we’re not in the same practice group,” one DC associate remarked. That sociable culture extends to the New York HQ too, where associates emphasized the respectful and communal vibe in the office: “You will be held to account for your work ethic and product, but the sense is that people care. The resources are being funneled into you being able to do better and be better.”

“Paul, Weiss has leftover tickets for banquets, charity events, and box office tickets from clients.”

As for outside of the office, there are unique opportunities aplenty, especially in the Big Apple. We heard that “Paul, Weiss has leftover tickets for banquets, charity events, and box office tickets from clients.” Juniors can get the spares, allowing them to attend industry-wide events. Even the events that the firm hosts themselves, such as big holiday parties at the MoMA, are well-attended and were widely hailed as successes by juniors. However, for those wanting something more low-key, the office hosts a weekly cocktail hour on Thursdays with an open bar, where associates are able to make cross-departmental connections.

Hours and Compensation

Billable hours: no requirement       

On top of no billable hour requirement, the compensation structure at the firm is lockstep, which most associate sources preferred. “Honestly, when it boils down to it, lockstep is the way to go. Discretionary bonuses create a culture of competition I’m glad that we don’t have at Paul, Weiss,” one associate confessed. That said, those who perform extra well can still be awarded discretionary bonuses on top.

“Coming out of law school, you think one way, but BigLaw is a different arena.”

Juniors were generally happy with their hours, though like most firms, this varied depending on the department. One corporate associate noted that “when things are busy, 8AM to midnight is not uncommon.” Whilst a litigation associate admitted that in the midst of a trial “I’ll usually always log back on when I get home,” many juniors also stressed that “the flexibility is insane – it’s great! If I’m super busy in the morning and I want to come into the office a little bit later, I can.”

Pro Bono

Pro bono is, without a doubt, the jewel in the Paul, Weiss’ crown. “The firm is so involved that you can find whatever is of interest or important to you,” raved one junior. Another agreed that “there are some unbelievably interesting pro bono matters that the firm does that you’re really highly encouraged to take on.” Pro bono counts towards associates' billable hours. “Knowing that pro bono and paying clients are going to be the same hours is huge,” one associate told us.

“They’re not run-of-the-mill, cookie cutter pro bono opportunities.”

We were told that pro bono matters tend to be outside of associates' practice areas but are still relevant to the current legal climate. “They’re not run-of-the-mill, cookie cutter pro bono opportunities,” one interviewee remarked. A litigation junior also acknowledged this: “It’s a great way to get substantive experience early on, it’s amazing.” Pro bono cases at the firm often concern work involving immigration, reproductive freedom, and efforts to combat hate. “The firm has connections with organizations and programs that reflect this,” one associate noted, whether it’s taking the role of a public defender in litigation or helping BIPOC-owned businesses apply for small business loans as a corporate associate. One insider surmised that “it’s definitely there for people who want to do it. If it’s important and you want to fit it in, you can.”

Pro bono hours

• For all (US) attorneys: 69,127
• Average per (US) attorney: 73.41

Diversity, Equity, and Inclusion

“Paul, Weiss probably does the most amazing job of bringing diverse candidates in,” hailed one junior. In fact, most interviewees we spoke to felt that the firm was doing a good job at hiring a diverse workforce. One noted that “they are intentionally finding associates from new markets with people of color, and they bring these people in because they truly believe that they are worthwhile.” Sources did note that “diversity initiatives can be hard to actually put into practice,” but as one junior highlighted: “The consistency that Paul, Weiss has shown with their efforts is applaudable.”

“The personnel and programming are phenomenal.”

Interviewees also raved about the firm’s affinity networks. One commented that “the personnel and programming are phenomenal.” Another interviewee happily told us that “part of me being so comfortable here is being part of the women’s network.” Other networks include Asian-Pacific Lawyers, Black Lawyers, Family, Latine Lawyers & Pride@Work. On top of this, the firm also puts on DEI events throughout the year, such as the Diversity Networking Reception connecting lawyers and business professionals with each other in New York. One rookie noted that “you have to make time for these things. By being there, you are investing in the firm too.” Another echoed this: “DEI goes both ways: associates have to come, and the firm has to host events. It’s important that associates and partners alike buy-in.” And they do just that: Paul, Weiss has partnered with Harvard Law School to create the Future Leaders in Law Fellowship, providing high-achieving students from first-generation and less advantaged socioeconomic backgrounds with a week-long residency at the university, including a day of in-person programming at Paul, Weiss' New York office!

Get Hired

The first stage: recruitment on and off campus 

Paul, Weiss participates in OCI and Pre-OCI programs at top law schools, where partners and associates from across the firm’s offices and practice areas meet and interview prospective summer associates. Typical interview questions are “based on a candidate’s resume, academic experiences and professional background, and are aimed at discerning whether a candidate is driven, is committed to excellence and wants to be part of the Paul, Weiss team,” Paul, Weiss' hiring team tells us. 

The firm also participates in resume collections, attends a variety of career fairs and accepts direct applications. “We encourage strong applicants to apply directly via our online application portal,” says the firm’s hiring team. “Applying early demonstrates a strong interest in the firm. Candidates with questions can reach us via email: summerprogram@paulweiss.com.”

Top tips for this stage: 

“We are looking for ambitious, well-rounded candidates who have a strong academic record and intellectual curiosity, value teamwork and are excited to jump into complex high-stakes matters.” – Paul, Weiss hiring team 

Callbacks 

During callbacks, candidates will typically have four interviews – two with partners and two with associates. Questions focus on “the candidate’s interest in Paul, Weiss and our practices, as well as the candidate’s goals and experiences.” Paul, Weiss provides candidates with a variety of opportunities to learn more about the firm's market-leading practices, including through meals with the firm’s lawyers, office tours and follow-up meetings with lawyers who are part of practice areas or Networks of interest to the candidate. One junior associate recalled getting their offer after the callback: “When I was deciding between firms, Paul, Weiss partners took the time to meet with me to guide me through the decision-making process. Their support speaks to the commitment to mentorship and collaborative culture I later found at the firm.” 

Top tips for this stage: 

“Paul, Weiss is looking for candidates who are driven, team-oriented and dedicated to delivering exceptional service to our clients. We are seeking applicants with diverse backgrounds and experiences, who want to work on substantive, transformational and extremely rewarding matters within a supportive environment focused on collaboration and success.” – Paul, Weiss hiring team 

Summer program 

Summer associates at Paul, Weiss have the opportunity to experience the firm’s fast-paced, collegial atmosphere firsthand. They are immersed in their matters and can shape their experience by focusing on work from one department or selecting assignments across a variety of practice areas. Summers also gain experience engaging with clients through specific assignments, exclusive fireside chats and other events. The firm's hiring team tells us that the summer associate program at Paul, Weiss is “more than just legal training. Summer associates are welcomed as part of the team from day one, working alongside lawyers on complex, important matters for the firm’s most sophisticated clients.” 

Summer associates at Paul, Weiss receive ample mentoring and support. They are paired with a partner and an associate mentor who “help them make connections with other lawyers at the firm and guide them in their work.” Summers also receive robust training, focused on substantive topics relating to transactional and litigation practice areas, as well as individual skills development. Some highlights include hearing from the firm’s partners about their experience working on headline-grabbing matters, shadowing firm lawyers to learn about their day-to-day work, focusing on practical skills like writing and communication, and gaining individual coaching. “Paul, Weiss is extremely invested in associate training and development, starting from the moment summer associates walk in the door,” says the firm’s hiring team. 

One junior associate told us: “I was so satisfied with my summer experience that I didn’t look elsewhere afterwards," and the firm says: “Most students who summer at Paul, Weiss will return as junior associates.”  Incoming associates are extended an offer to join a particular department upon completion of the summer program. 

Paul, Weiss’ summer program offers regular opportunities for networking and getting to know lawyers throughout the firm. Notable past summer events include Shakespeare in the Park, a firm-wide reception at an iconic New York City art museum, a private suite for a Yankees game, a sunset sail around Manhattan, an ‘Iron Chef’-style cooking competition and many more unique networking opportunities. 

Top tips for this stage: 

“Be proactive and engaged. Lawyers who want to achieve the highest excellence in lawyering and work in a fast-paced, stimulating environment will thrive at Paul, Weiss. Summer associates should embrace the myriad opportunities available to learn more about the firm’s high-stakes matters and should strive to deliver exceptional work product on every assignment. Summers should also explore a variety of practice areas and assignments and take time to learn about the firm’s core practice areas. We also encourage summer associates to attend as many trainings, events and networking opportunities as possible, and meet lawyers across the firm to get the most out of their summer experience.” – Paul, Weiss hiring team 

And finally… 

“At Paul, Weiss, you will learn from the best, while working on today’s most critical matters. Our lawyers handle industry-shaping transactions and bet-the-company litigations for the world’s best-known companies — and we love what we do. It’s an exciting time to join our firm.” – Paul, Weiss hiring team 

Interview with Brad S. Karp, chairman

Commercial strategy, market position and trends

Chambers Associate: How would you define your firm’s current position and identity in the legal market? What differentiates your firm from your peer firms in the market?

Brad Karp: We are fortunate to sit atop of the legal market; we represent the most important clients in the world on their most consequential matters in each of our five strategic practice areas — public company M&A, private equity, litigation, white collar and regulatory defense, and restructuring.

We are continually looking for strategic opportunities to extend our capabilities in these areas. In August, for example, we had a once-in-a-lifetime opportunity to bring over the leading private equity-focused transactional teams in London and Los Angeles, significantly expanding our global private equity capabilities. Their arrival instantly cemented our leading status in both markets. We have since brought in the EU’s leading antitrust and technology transactions lawyers, and we’re not done yet. We recently welcomed several other renowned lawyers to the firm and promoted one of our largest-ever new partner classes. So it’s a very exciting time for associates to join our firm, with opportunities to work on the highest-profile matters for the world’s leading companies.

We are also distinguished by our strong professional culture. We value excellence in client service; collaboration; and a collegial, respectful work environment. Our long-standing, market-leading dedication to pro bono work and to diversity, equity and inclusion is a big part of what makes Paul, Weiss such a special place to work, and it’s why so many of us joined the firm in the first place.

CA: Have there been any developments at the firm over the past year that you’d like law students to know about?

Karp: Unlike many peer firms, which have pulled back investments and shrunk the size of their partnership, we are very much in growth mode and are making several strategic and tactical investments in our firm, creating myriad opportunities for our lawyers at every level. We are investing in our franchise in both new and existing markets; our investments in London and Los Angeles – a new office – for example, were front-page news around the world. This year we promoted one of our largest classes of new partners in our firm’s history, and last fall we welcomed more than 120 new associates to our firm.

CA: Are there any domestic or international events/trends that are affecting any of the firm’s practices at the moment? Are there any trends that you think are affecting the business of law firms more generally, and how is that playing out with your firm?

Karp: Generative AI and other digital technologies are revolutionizing how clients do business and are evolving at exponential rates. In the coming years, these technologies will revolutionize the way we as lawyers work.

We’re very fortunate that Katherine Forrest, a former federal district judge and one of the world’s leading experts on AI and the law, joined us in January 2023 to help us navigate the new AI world. We have formed a task force to develop a firm-wide responsible use and governance framework and to identify the tools and appropriate uses for further testing and risk-assessment analysis. We’re among the leaders nationally in this effort.

CA: What is your firm’s commercial strategy focusing on, and how do you expect the next year to unfold?

Karp: A law firm has two assets: clients and talent. You don’t attract the best clients and matters without the best talent, and you don’t attract the best talent without the best clients and matters. We intend to continue to invest in our talent and opportunistically hire the very best talent to extend our talent advantage.

In addition to strategically investing in each of our core practice areas, we are also expanding in emerging areas where our clients urgently need guidance; for example, last year we launched a Digital Technology Practice and an Artificial Intelligence Practice, which bring together a world-class team of litigators and IP lawyers focused on the issues presented by new technologies.

Inside the Firm

CA: How is the firm evolving to accommodate the needs/expectations of the next generation of lawyers?

Karp: We are committed to making our hybrid workplace function optimally. We’ve learned to work effectively remotely and to balance in-person and remote work. Currently, our policy is that all lawyers work in the office at least three days a week – two “anchor” days and one other weekday – or more as necessary. It’s critically important to come into the office for mentoring and to understand and soak up the culture of the firm; it’s impossible to appreciate the firm’s culture if you’re not in the office.

Additionally, we have doubled down on providing comprehensive resources to promote our firm community’s mental health and well-being. We recently engaged the nation’s leading mental health provider, which offers a wide array of mental-health coaching, therapy and other emotional well-being support for our lawyers and business professionals and their dependents. We also offer a generous well-being stipend, so individuals can choose the well-being activities and services that they need most.

We are exceptionally busy across all our core practices, and we want to ensure that our lawyers thrive here. So we are constantly focused on making sure that our attorneys are not overburdened and that we are managing their workload sensitively. We are extremely focused on bringing in sufficient lawyers in each area so that we can meet our clients’ demands, and the work doesn’t fall disproportionately onto a certain group.

CA: Paul, Weiss has been breaking barriers for decades now, and have been part of a number of ‘firsts’ in the legal industry (first to hire Black associate, first to make a woman partner, etc.). How do you think Paul, Weiss’ long history of social justice has influenced the firm’s stance on diversity and inclusion?

Karp: Diversity, equity and inclusion is something that we believed in literally generations before other firms; it’s in our DNA, and it is one of the reasons I joined Paul, Weiss 40 years ago. This commitment has shaped the intellectual and cultural character of our firm over the decades. We believe that diversity of perspectives makes us better lawyers, and that it’s the right thing to do. This commitment is expressly included in our 1961 Statement of Firm Principles. Diversity is reflected in our ranks at every level of seniority.

As a testament to our stature in this area, last summer my partners Loretta Lynch and Jeh Johnson and I were asked to co-chair a New York State Bar Association blue-ribbon task force on how companies, firms, the courts and universities could safeguard and advance diversity goals in the wake of the Supreme Court’s decision rejecting affirmative action admissions policies by Harvard and UNC. In September, our task force issued a 93-page report on how to encourage diversity, even in the wake of the decision. That report received front-page coverage, and we are very proud to have been provided this opportunity.

In addition to the New York State Bar Association blue-ribbon report, we champion diversity in high-impact ways like meaningful pipeline initiatives. We partnered with Harvard Law School to launch the Future Leaders in Law pre-law fellowship program, which guides high-achieving students from primarily first-generation and less advantaged socioeconomic backgrounds to the top law schools and to the top of the legal profession. We host the nation’s leading diversity networking event each year (22 years running), while we also promote inclusion in many small but meaningful ways by focusing on mentorship and engagement for our firm’s lawyers through firmwide affinity groups; careful management of work allocation and feedback processes; and generous benefit policies that are reviewed so they are equitably applied. Our goal is to make sure that every one of our lawyers has the opportunity possible to succeed to the maximum extent possible.

The Fun Bit

CA: Is there any advice you’d give to your younger self starting out your career?

Karp: My daughter just became a partner(!), so this is advice I’ve given to her recently: Find your passion in the law. Find something you love that excites you, that you find rewarding, and that gets you out of the bed in the morning. Once you do, then commit yourself fully.

CA: The hours in BigLaw can be punishing. How do you unwind at the end of a long day/week?

Karp: I play golf! I actually managed to get a double-eagle (scoring a 2 on a par 5) during the pandemic.  I’m also known to binge watch various streaming series. I love to spend time with my family – especially my two grandchildren. It’s always helpful to try to maintain some perspective; the weeks can be long and the world has been increasingly scary. But I truly to love what I do. I find it really energizing.

CA: Is there a movie/TV show/books about lawyers or the legal profession that you particularly enjoy? And how accurate would you say it is?

Karp: Practicing law is not like “Suits”— though some of the scenes in “Suits” were actually shot in our office. Both my parents were lawyers, so growing up I watched a lot of “Perry Mason;” I loved that. I think “12 Angry Men” is one of the great movies about the law and the jury process. “My Cousin Vinny” is a classic lawyer movie that never gets old; I always smile when Marisa Tomei confidently testifies that “positraction was not available on the '64 Buick Skylark.” And I’d be remiss not to call out the book  “One L” by Scott Turow. I went to Harvard Law School, and that book depicts life as a first-year student at Harvard Law back in the day. It was terrifying, though not realistic any more, thankfully.