Bracewell LLP - The Inside View

In the competitive world of BigLaw, it can sometimes feel like you’re in a race to the top; partnership spots get fewer and fewer, and it can be difficult to know where you stand. Such is not the case at Bracewell, where the firm makes it easy to keep a steady pace and every associate is treated like an ace. “You can come here, work hard, and make your whole career,” explained one associate, and managing partner Greg Bopp agrees: “We foster an environment that encourages loyalty, and we do that by investing in people for the long haul.”

“You can come here, work hard, and make your whole career.”

This approach may originate from the firm’s Texan roots, which insiders said curated a “warm and friendly” culture throughout the firm’s eight national offices. Of these, the associates on our list were based mainly between the firm’s Houston home base, Austin,Dallas, and Washington DC. As the focus on the Lone Star State may not surprise, Bracewell’s bulk of business comes from the energy sector, with clients predominantly hailing from oil, gas, and renewables. Considering the firm’s undeniable levels of energy for the energy sector, it’s no wonder Chambers USA has recognized the firm’s impressive attributes in the space, including distinctions in offshore energy, public finance, environment, litigation, and over 30 other departments. So, we think it’s safe to say that when it comes to being full service at Bracewell… Houston, we have absolutely no problem here!

Strategy & Future

“It’s a good time to be at Bracewell,” Bopp beams as he explains that the growing need for energy departments means that there will be no shortage of work for the foreseeable future. He continues: “Data centers and AI are creating more of a demand in the energy space, as well as an increased demand for natural gas and a large portion of power generation.” Business is certainly booming, and this is reflected in the opening of the firm’s brand-new Paris office in mid-2024, demonstrating that global expansion is another priority for the firm.

Associates felt very looped in too. They praised Bopp’s approach to transparency, citing his weekly Monday morning meeting where he runs through firm updates and highlights the accomplishments of certain teams and individuals. Bopp himself explains the value of this: “It provides a great opportunity for lawyers to celebrate their successes and integrate them into the firm.”

The Work

Almost all our sources were based in Houston within a mix of practice areas, including finance, trial, energy regulatory, and corporate & securities which housed the bulk of juniors. The firm heavily relies on a free-market system for its work allocation, much to its associates’ enjoyment: “It gives freedom at our end to express certain interests and preferences. We can create our own adventure!” There are some elements of centralized staffing factored in; for example, associates are assigned to a few partners who are responsible for ensuring they’re kept busy. Despite that, interviewees felt they retained their autonomy, as “you have to be your own gauge and know what you can take on your plate.”

The corporate & securities department is unsurprisingly evenly split between the two, with the former focusing on M&A and the latter specializing in equity financing and capital markets. Sources told us they could pick one over the other or do a mix of both; “the firm are really receptive to that. They’re happy with you charting your own course.” As is the case across the firm, expect to see oil, gas, and energy companies to be the “bread and butter” of Bracewell’s clients here. Juniors cover a range of tasks in the group including diligence, drafting ancillary documents, purchase agreements, signature pages, scrubbing documents, reviewing and providing comments. There's also plenty of client contact early on. This wide range was only further emphasized by our interviewees: “I feel like every deal has different things that I get to do on it!” Juniors also reported back to us that they were pleased with their responsibility levels, claiming, “I feel overwhelmed sometimes, but it’s what I’ve asked for so it’s like forced growth… that makes me a better lawyer.”

Corporate & securities clients: Evercore Partners, Holly Energy Partners, Sable Offshore. Represented Voyager Midstream Holdings in its initial capital commitment to acquisition and development of crude oil, natural gas, and produced water infrastructure across key North American supply basins.

“My tasks blur the lines between junior and mid-level associate.”

The trial group covers anything pre-trial all the way up to (you guessed it) the trial itself: “If you’ve been sued or need to sue someone, we’ll handle all your needs!” We heard that around 70% of clients here are energy-related (shocker!), including power generators, oil and gas and renewables companies alike. “There’s a variety of different hearings in front of different bodies,” one source stated, citing such occasions as construction needs, pipeline disputes, landowner easements, preliminary injunctions, and high-profile bankruptcy. This naturally leads to different levels of responsibility for juniors depending on the matter, which newbies enjoyed: “For some of the smaller matters, I pretty much run the show. If it’s bigger and the stakes are higher, then I’m glad to have the backstop of the partners.” Typical junior tasks involve diving into the case law of the governing body to develop theories and build cases, day-to-day operations on discovery, and providing opposing counsel. Interviewees pointed out that the firm “pushes us to improve our skills and become better attorneys,” so as a result, “my tasks blur the lines between junior and mid-level associate.”

Trial clients: Apache Corporation, Arroyo Investors, Chevron USA. Represented Hilcorp Energy and won in a royalty class action lawsuit that went all the way to the Supreme Court of Texas.

The banking & finance group is full-service at Bracewell, expectedly servicing the firm’s usual suspects of energy clients as well as banks that lend to energy companies. The covers both borrower and lender side work, with sources saying the split roughly comes down to 60/40 in favor of lender work. Duties for juniors varied, but the consensus amongst sources was that their roles evolved quickly. “It’s a pretty quick step-up to get to substantive work from when we started, I’d say,” one contemplated. We heard of juniors drafting exhibits, closing checklists and signature pages, getting involved in restructuring work and general administration; some even reported getting first and second years staffed under them as yearly as their third year. While our interviewees admitted that they had to learn fast, they were glad that they had Bracewell’s support as a safety net: “The responsibility is welcomed, but it can be intimidating. The firm generally does a good job of being mindful of that.”

Finance clients: Phillips 66, Drilling Tools International, Sol Systems. Represented APA Corporation in acquiring a $2 billion term loan facility with JPMorgan Chase Bank, in connection with APA Corporation’s acquisition of Callon Petroleum Company worth $4.5 billion.

Career Development

When asked about whether the firm is invested in developing them as an attorney, a source replied: “It’s one of the main reasons I’ve stayed, to be honest. They want you to progress and move up the ranks.” In fact, partnership was deemed a highly attainable goal for our interviewees, as most spoke to Bracewell’s commitment to retaining associates for the long haul: “Partnership is a track that’s supported and encouraged, and partners are more than willing to answer any career-based questions an associate has.”

One key factor of associate development is Bracewell’s mentorship program. When newbies join the firm, they are assigned an associate mentor within their practice group and a partner mentor outside their practice group. “I think it’s really smart to do it that way,” a junior commented, “in case there’s anything you’d like to ask that’s sensitive to the group you’re in, you have the partner mentor you can go to.” Of course, this also gives way to more informal mentorships, and the level of support rookies receive from seniors has only enhanced their comfort being at the firm: “Partners you work with build relationships way past your assigned work, and they’ve given me great insight into how to be a better attorney for myself and for the firm.”

Culture

“We’ve got that Texas feel! I think we’re warmer and more laid-back than at other firms.”

It became apparent very quickly that the firm’s culture was a big draw for our insiders: “We’ve got that Texas feel! I think we’re warmer and more laid-back than at other firms.” Because of this, sources reported growing especially close to their colleagues and developing significant friendships. “People are generally interested in what’s going on with you,” one junior explained, “people know your family and what’s going on in your life. The people here are some of my best friends!” This kind of environment nurtures a supportive culture as well, where “if someone has something going on – whether it be the good, the bad, or the ugly – people are happy to step up and cover when needed.” Associates also get to enjoy a range of events from low-key happy hours all the way up to the annual summer retreat in Austin.

Hours & Compensation

Billable hours: 2,000 target

Of the firm’s 2,000-hour annual target, 100 of those can be a mix of pro bono and recruiting & business development. Unfortunately, even with that boost, those we spoke to were rarely on track to hit their target: “It’s been spotty workflow this year, so a lot of us won’t be hitting our targets.” Not making the target does lock associates out of receiving their market rate bonus, but the good news is that unpredictable workflow has largely been contained to the litigation department – something that “the firm knows is a group thing rather than an individual associate thing.” On occasions where the work does get intense though, we were assured that the firm is on hand to support its associates. “The goal is to hire associates for longevity, so the partners are focused on trying to not burn us out,” an insider nodded.

Pro Bono

“100 hours of pro bono count towards our billable target which alone serves as an incentive,” one source relayed after recounting near 80 hours of pro bono work they had undertaken in that year. With both short and long-term projects available for associates to get stuck in with, we heard of a variety of different causes on offer such as veterans’ work, guardianship cases, family, divorces, and criminal defense work. “They can range from just volunteering on a hotline to taking on full cases,” one insider explained. Unsurprisingly, associates we spoke with recognized the chance for skill-building that pro bono offers; “it gives you a great opportunity to get in front of a judge and flex those skills early.”

Pro bono hours  

• For all (US) attorneys: 4,391
• Average per (US) attorney:  14

Get Hired

The first stage: recruitment on and off campus

OCI applicants interviewed: 83

Bracewell recruits through OCIs and job fairs across the United States. It also accepts write-in applications. The firm does 1L hiring as well, primarily in its Texas offices. Candidates meet with a mix of partners and associates from different practices and backgrounds during the interview process. 

To help ensure your success at OCI, carefully research the firm and develop questions that make you stand out from the crowd. Hiring sources tell us “the firm looks for law students and lawyers who wish to be part of a team and will appreciate regular interaction with senior associates and partners.” 

Top tips for this stage: 

“Enjoy the process for what it is and look around and see what makes the firm stand out. Notice how the attorneys are interacting with each other and remember how you felt when you were leaving the interview.” – a mid-level associate.

Callbacks

Successful candidates are invited back to meet with six to eight lawyers, as well as a member of the firm’s recruiting team. Each interview is 30 minutes long and focuses on the candidate’s experience, their career goals and how candidates would add to Bracewell’s culture.

At this stage, hiring sources say, “it’s time to demonstrate your knowledge about the specific office in which you are interviewing.” 

Interviews are conducted in person (unless a candidate needs to interview virtually), which gives candidates an opportunity to walk around the offices, see attorneys interacting with each other and to get a real feel for what the office is like.   

Top tips for this stage: 

“What got me the position was being transparent about who I was and what I can bring to the table, and I was willing to express that.” – a junior associate. 

“Be sure to familiarize yourself with the major practice groups in the office, any alumni from your law school, and be prepared to discuss both your connection to the market, specific interest and experience in a particular area (if known), and information you’d like to share that doesn’t come through your application materials.” – hiring source at the firm.

Summer program

Offers: 42 (excludes returning 2Ls who had spent the previous summer at the firm)

Acceptances: 18 (excludes returning 2Ls who had spent the previous summer at the firm)

Bracewell offers summer associate programs in three of its office for a duration of nine to 10 weeks. The Houston summer program includes rotations through various practice, where the DC and Dallas offices use a pool approach to work assignments.

Summer associates receive rolling informal feedback as well as midpoint and end-of-program reviews before offers are given at the end of the program.

One of the goals of the summer program is to have the summers meet as many lawyers, both professionally and socially, to see if Bracewell is the place they want to start their careers. To that end, one of the highlights of the program is the annual retreat in Austin, Texas. 

Top tips for this stage: 

“We want our summer associates to connect with as many of us as possible – whether socially or through work experience – to get the fullest sense of our firm and the real experience of our junior associates.” – hiring source at the firm 

And finally…  

“I became enamoured with Bracewell after my OCI. When I returned to the firm to begin working as an associate, I felt like I was coming home to a familiar place.” – a second-year junior associate