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

“I have unequivocally awesome things to say,” began one associate when asked about their overall view of the firm. We aren’t surprised. New York royalty Paul, Weiss is something of a people’s princess. And, like any royal, Paul, Weiss is firmly in command of its kingdom: “Its reputation in the litigation space is fearless,” an insider told us. They aren’t wrong. Need proof? Well, unless you’ve been living under a rock, you’ll have heard about the Department of Justice’s lawsuit against Google’s parent company, Alphabet, for the monopolization of digital advertising technologies. Guess who’s defending Google? (Just in case you somehow didn’t guess… yes, it’s Paul, Weiss.)

“Its reputation in the litigation space is fearless.”

Still don’t believe us? Chambers USA has bestowed high praise on the firm in numerous practice areas, notably in antitrust, litigation, corporate/M&A, and hedge funds. The acclaim doesn’t stop there, though, as the firm is also recognized for its tax, banking & finance, and capital markets prowess. Stellar work aside, Paul, Weiss has been especially known as of late for its persistent growth despite the economic climate. “It’s funny – since the time I joined, the trajectory of the firm has been, like, skyrocketing,” an insider reflected, adding: “The London office was 30 lawyers a couple of years ago; now, it’s over 200. We’ve been aggressively growing – a lot of firms lay off, but we don’t.” Another echoed this: “I was attracted to the firm’s diverse practice, and I had heard about the direction the firm is growing to and its historical position in the market. The indications were all positive!”

On that note, Paul, Weiss may be known as a Big Apple native, but it has since expanded across cities like Washington DC, Wilmington, Los Angeles, San Francisco. Overseas, the firm has offices in London, Brussels, Toronto, Hong Kong, and Tokyo. Out of these offices, most of the associates on our stateside list were based in the firm’s New York headquarters, with the rest split between Washington DC, San Francisco, and Los Angeles.

Strategy & Future

“This year, we continued to see remarkable strength across all of our core, best-in-class practices,” chairman Brad Karp tells us. He adds, "With our recent growth, we are focused on integration and collaboration across our global platform." For example, Karp references the recent associate cohort: "This fall, we welcomed more than 180 new associates to Paul, Weiss —the largest class in our history." The firm has continued to make moves outside of the US too, Karp highlights that "In our London office, we offered our first-ever training contracts; over the two-year program, trainees work on real client projects, rotate through different practice areas, and receive individual coaching."

The firm may have a lot of plates to spin, but Paul, Weiss shows no signs of slowing down: We've deepened our connections with each other across departments and offices, contributing to prolific activity across the firm and across all of our practice. We are optimistic that this will continue throughout 2025." In terms of future growth, Karp remarks, “I don’t expect that we will open any new offices, but I have learned to never say never and to expect the unexpected! I feel very positive about where the firm is, and I am very confident that we are in the right jurisdictions, with the right practices and have the right talent.”

The Work

For the most part, juniors work between the corporate and litigation departments. Work is centrally allocated through a staffing team; however, “there’s not a hard and fast rule that you can’t reach out to someone you’re interested in working with.” Therefore, interviewees were pleased that this system allows for some flexibility; one affirmed, “this is definitely the best way to do it.” The full-time staffing coordinators were also praised for being “super-nice people who ensure no one is over- or under-worked.”

Litigation associates at Paul, Weiss tend to be generalist, as “our defining thing is still litigation. We do a lot of corporate litigation and antitrust work; this is where the firm really stands out.” In fact, “the litigation department is what drew me to Paul, Weiss instead of its peers.” Another USP is the firm’s strength in white-collar and regulatory defense work, with several litigation partners having served as government attorneys. Given its size, the department is split into various subgroups such as intellectual property and M&A disputes. A benefit of juniors being generalists is that “you’re not pigeonholed into anywhere, but if you do ask to do something exclusively, you’re granted that.” Tasks depend on the stage of a case, but in summary, “you do a lot of discovery, discovery responses and reviews, and in big cases, you can do a lot of drafting.” Interviewees were pleased to share that they are not forced to do the heavy lifting when it comes to document review and are given ample responsibility. “I have had plenty of opportunities to draft motions and briefs,” one associate recalled, “I even wrote a motion to compel in my first year. There’s nothing you aren’t allowed to do or anything like that.”

Litigation clients: Airbnb, Major League Baseball, Goldman Sachs. Represented The Blackstone Group and Blackstone Alternative Asset Management in the Kentucky Court of Appeals.

“…You can be really creative; no two deals are the same.”

In the M&A group, the work can vary by region. In San Francisco, for example, the firm deals “almost exclusively with middle-market and well-established private equity firms,” as well as a “bunch of other private equity sponsors, mainly on the buy side,” who do leveraged buyouts as well as selling and combining portfolio companies. The New York-based clients also drum up a lot of work for the firm, focusing more on strategic and public M&A. The typical tasks of a junior associate may include due diligence, and leanly staffed teams sometimes consist of just a partner, senior associate, mid-level, and junior associate. This means “we can work together, and people develop more trust in you than your run-of-the-mill junior associate.” Because of this, there may be the chance to take on more substantive work like marking up transaction documents. “I love working on private equity leveraged buyouts,” shared one enthusiastic interviewee when asked about their favorite type of work, adding: “It’s like a big puzzle, trying to figure out how it works. Plus, you can be really creative; no two deals are the same.”

M&A clients: IBM, Golden Gate Capital, Amazon. Advised Estée Lauder Companies Inc. in its $2.8 billion acquisition of the Tom Ford brand.

The corporate department at the firm requires junior associates to take part in more administrative tasks at the beginning, such as proofreading and managing schedules. However, by the time you get to your second year, “you get a bit more responsibility to work on more substantive stuff” like drafting and client contact. These tasks can also include drafting ancillary and main transaction documents. “I don’t think anything is off limits,” one insider contemplated, “people are willing to give you responsibility once you’ve proven yourself. The best thing is you don’t get stuck on an island – there’s always the chance to have interactive learning experiences, like working with partners to draft things. In M&A, each day can be a different industry…” Juniors liked that in the department, you’re able to take on whatever level of work you’re comfortable with; “you get to do what’s given to you and try your hand at more complex things by talking up the ladder.”

Corporate clients: Francisco Partners, Apollo Global Management, General Atlantic. Represented Shawn “JAY-Z” Carter in connection with a long-term agreement that renews their partnership with D’USSE.

Career Development

The consensus amongst interviewees was that the firm pours a lot into associate development. “I summered at another good firm,” said one source, “and I was surprised at how Paul, Weiss doesn’t shy away from spending money on things like training events, informal dinners, and mentorship.” Another source added: “Partners and counsel care about your development; over time when you express an interest in different types of things, they give you more interesting and substantive work.” There are various mentoring opportunities – more formal ones such as the Colleague Connect Circles program but also more organic chances for connection. We heard that “everyone is always willing to get a coffee with you and give you feedback. I’ve had mid-levels and seniors take time to explain simple concepts to me even when they’re slammed.”

In terms of career progression, “there is always a strong desire to have homegrown talent reach partnership here.” There is an attitude throughout the firm that “if you’re smart, work hard, and make it known that’s what you want, it is definitely on the table.” However, insiders emphasized that networking is important to gain the type of exposure needed to make partner, so “you need to go out and make things happen!” For those looking further afield, associates also pointed out that “if you ever wanted to move industry, being a Paul, Weiss lawyer helps. At the most basic level, it’s a known name, but it also has that prestige factor.”

“Everyone here understands it’s a team sport. Everyone is super-eager to help each other.”

Culture & Inclusion

The culture was a huge draw for juniors; one who summered at the firm even recalled being surprised by how “shockingly nice” everyone was. “Everyone here understands it’s a team sport,” remarked another, adding: “Everyone is super-eager to help each other.” Social events are varied, including holiday parties and even recently, an event at the MoMA. New York associates get the added bonus of a cocktail hour every Thursday which is “well attended.” As one source summarized, “it’s a social firm, so there is always an incentive to come in and meet people. In general, there are plenty of opportunities to get together in and out of work.”

Inclusion is an integral part of the culture, and many interviewees highlighted the inclusive initiatives. “Paul, Weiss has been committed to excellence and inclusion since its founding—a dedication that has shaped the intellectual and cultural character of our firm over many decades,” the Paul, Weiss team shared. They added that “we are able to provide well-rounded views on our clients’ most challenging matters because our lawyers bring to bear diverse perspectives, backgrounds and lived experiences.”

Hours & Compensation

Billable hours: no requirement

At Paul, Weiss, there is no billable hour requirement, with insiders noting that “I haven’t felt that there’s an unofficial target we should be hitting.” That said, most juniors told us that they aim for anywhere between 1,850 and 2,000 hours. Discretionary bonuses are not tied to any hours requirement either, so when it came to pay overall, associates were happy that both their salary and bonus were market rate.

“You can really take advantage of the flexibility the firm provides…”

Insiders reported being happy with their hours. “It’s what I expected,” shrugged one associate, who added: “If you thought it was going to be a nine-to-five, you’re in for a rude awakening!” In M&A for example, “there is a balance; there are times you have all-nighters and days you finish at 3pm,” one interviewee told us. The firm operates a flexible working policy where everyone is required to come in three days a week. Around the holidays and the last two weeks of August, we heard that you can work from anywhere! “You can really take advantage of the flexibility the firm provides,” beamed one junior, “you can come in later if you have something on. I worked from home the entire week I moved to a new apartment, and it was no issue.”

Pro Bono

Paul, Weiss takes pro bono “very seriously.” Upon joining the firm, “it’s one of the first things they tell you,” commented one source, because it’s viewed as “one of your responsibilities the same way billable work is.” There is a pro bono team you can reach out to at any time to get work and which sends out frequent emails asking associates to get involved in matters.

Pro bono cases span various issues, and juniors can work on matters related to civil rights, criminal justice, anti-gun violence, voting rights, immigration, veterans issues and anti-hate, to name a few. One corporate junior noted that “pro bono is a great way to gain experience on substantive matters which are still related to your practice. I didn’t think there would be corporate work, but there definitely is.” For example, the firm has advised on mergers of non-profit companies.

Pro bono hours

• For all (US) attorneys: 90.193
• Average per (US) attorney: 82

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 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 committed to excellence and are driven, team-oriented and dedicated to delivering exceptional service to our clients. We are seeking applicants from a variety of 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 a welcome reception at Peak with incredible city views, Casino Night, firm-wide reception at an iconic New York City art museum, private suite for a Yankees game, sunset sail around Manhattan, city mini golf experience 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