Goulston & Storrs - The Inside View

“It’s free real estate,” said Tim Heidecker in 2009, and the internet has been running with it ever since. At Goulston & Storrs, though, real estate is serious business. It’s the firm’s foundation, though far from its only strength. For aspiring associates looking to plant their own roots in the field, Goulston & Storrs is hard to overlook.

Chambers USA ranks the firm top-tier for real estate and real estate: zoning/land use in its home state of Massachusetts - but that’s only part of the picture. The firm also earns strong recognition for bankruptcy/restructuring and litigation in the state, while its banking & finance client roster includes the likes of JP Morgan, Goldman Sachs and Wells Fargo.

But what makes Goulston & Storrs distinctive isn't just the work, it’s also the structure. With around 250 attorneys across just three offices in Boston, New York, and Washington DC, this is a relatively lean operation by BigLaw standards. Many associates described the high ratio of partners to associates as a major draw: "It's a huge part of the appeal," said one insider, as more partners - in this instance - means more mentorship, and so more opportunity to develop early.

“…good for people looking for something more reasonable and sustainable."

And then there's the firm's approach to hours. Goulston & Storrs has no billable hours requirement, which is an increasingly rare stance in BigLaw. Associates are given a target of 1,850, but there is “nothing tied to that number.” This was a plus to some associates: "I knew that if I had a minimum I had to hit every year, it would stress me out far too much," one interviewee admitted. For those seeking BigLaw-quality work without the burnout, you might be in luck: one associate described it as “good for people looking for something more reasonable and sustainable."

Goulston & Storrs is recognized as a Strong Performer for Junior Satisfaction and a Strong Performer for Mid to Senior Satisfaction in our 2026 associate satisfaction survey.

Strategy & Future

Associates spoke of being involved in conversations about investing in the litigation and corporate practices. One junior litigation associate said, “we're definitely expanding our litigation group. We've been hiring and getting different sorts of cases coming in the door.”  They continued, “although we are really well known for our real estate practice, we do have a big litigation practice, and our corporate practice is also pretty big. So we’ve been shifting that dynamic to be just as competitive in the litigation and corporate sectors - because we do have a good practice in both.” Associates also felt well informed about the direction of the firm at a senior level, citing monthly update lunches with the two managing directors as a particularly valuable contact point. "There's real transparency," one junior said, "rather than decisions being made and then just telling us later."

Goulston & Storrs is recognized as a Strong Performer for AI Integration in our 2026 associate satisfaction survey.

Summer Program

The summer experience at Goulston & Storrs is designed to provide a broad introduction to firm life rather than a deep dive into any one practice area: "They recommend that you come in and try a little bit of everything," one associate recalled of their summer, "and I got work from pretty much every practice group." This meant summers work across real estate, litigation, corporate and private client matters, depending on what comes through the door, and associates noted that the assignments felt substantive rather than manufactured.

"They recommend that you come in and try a little bit of everything, and I got work from pretty much every practice group."

On the social side, one former summer associate was enthusiastic: "Oh my gosh, there’s so much on! There's games, we traveled to the New York office, we did tons of dinners, lunches, and breakfasts with clients." Standout events include the annual firm-wide attorney gala. Associates did caveat that, as is to be expected, the summer experience differs from life as a full-time associate, and that as a junior associate “you don't have time to do 50 social events a week!”  But they also shared that the social side and relationships they built were lasting: “The relationships I developed over the summer are still a big part of my life now as an associate."

The Work

Goulston & Storrs operates as a full-service firm, with real estate, litigation and corporate practices forming the core of its offering, and frequent collaboration between them. "We have a much broader practice than other firms," one associate noted, pointing to cross-practice integration as something that sets the firm apart from bigger outfits that tend to operate in silos.

Work across all groups is assigned through a centralized allocation system, with two partners per office and practice group matching associates to matters based on their workload and interest. Associates were enthusiastic about the system: "The work allocators are usually younger partners who are actively invested. They know what we're interested in and try to curate the work we're doing." That means if you want more or less of a particular type of work, you have someone to talk to. The upshot is, as one source joked, that the system "saves me from myself" as there’s no need to scramble for work or worry about whether enough is coming in or risk over or undersubscribing themselves early on. Another associate shared that “there's a lot of thought in terms of associate development that goes into the work assignments."

Goulston & Storrs is recognized as an Excellent Performer for Work Allocation & Autonomy in our 2026 associate satisfaction survey.

"I was looking for a place where real estate was their bread and butter, not just a practice group within it."

Real estate is arguably the beating heart of Goulston & Storrs, and it is where most junior associates find themselves. The group is full-service in the truest sense, covering the full lifecycle of a real estate development project: acquisitions, dispositions, financing and refinancing, ground leases, condominiums, zoning and permitting, leasing, and joint ventures: “Really the entire gamut of real estate work – everything to do with real estate,” as one associate summed up. This breadth was described as a key differentiator. “We are a full-service firm, which distinguishes us from bigger firms which focus on the transactional or financing aspect,” another insider explained, “I was looking for a place where real estate was their bread and butter, not just a practice group within it." The DC office in particular stands out for its strength in land use and zoning, making it a strong option for those interested in the regulatory side of the practice.

At the associate level, that translates into early responsibility. Juniors report getting hands-on quickly, with one associate noting that “as a second year… I was helping mark up and negotiate a purchase and sale agreement,” work that might come later elsewhere. The firm’s approach is to push associates to build expertise early, offering “a lot of exposure to substantive work early on” alongside meaningful client contact. As another source put it: “You’re involved in a lot of different aspects of deals.”

“It’s up to me to know the checklist and run it.”

Day-to-day responsibilities seemed to evolve quickly. While juniors begin with the building blocks, such as closing binders, signature pages, checklist management and property due diligence, they soon move into more substantive tasks. “Relatively quickly I was editing ancillary documents for loans, putting together zoning analyses and taking a first crack at project documents like ground leases,” one associate recalled. Checklist management becomes a core responsibility, with one junior explaining: “It’s up to me to know the checklist and run it.”  On more complex matters, juniors often act as a central coordinator: “The junior associate will be the glue, coordinating comments from the lender’s counsel, making sure they’re in a cohesive package.”

Lean staffing was described as a consistently core component to associates’ experiences. Teams were described as small, for example “usually just me and a partner, or me, a mid-level associate and a partner,” with teams larger than three people being described as rare. As a result, “I probably get more opportunities for client interaction and more opportunities to take the first draft,” one associate noted.

Real estate clients: Dana- Farber Cancer Institute, King Street Properties, Audax. Represented financial services provider Geller & Co in leasing and subleasing matters.

Juniors in litigation also  described a broad practice that “does a little bit of everything,” spanning employment, construction, complex commercial disputes, IP, and a steady flow of real estate and contract disputes. Even those with a clear interest in a particular area are encouraged to gain broad exposure first, with specialization coming once a solid foundation has been built across the practice. “The firm starts you out as a generalist, so you touch base on everything, and then you start to specialize later.”

Day to day, the work goes beyond the basics: alongside research and document review, juniors are drafting document requests (and responses), as well as complaints and answers. “A lot of our cases are staffed with just an associate and a partner, as opposed to a huge case team,” one told us. Another associate agreed, adding “we’re doing the same level of work, but at Goulston, you get to do it in a much smaller environment.”

Construction and property disputes stand out as core strengths, though insiders noted that the group has been expanding into more complex commercial work, particularly through its New York presence. Sources were particularly positive about the level of responsibility on offer. Thanks in part to lean staffing, associates reported taking on substantive work early: drafting document requests and interrogatories, preparing complaints and answers, and even producing first drafts of summary judgment motions: “I will say, typically, I take the first draft on anything substantive, which is kind of neat.” Beyond the desk, the associate also described “sitting second chair to a deposition and assisting at trial.”

Career Development

Goulston & Storrs sets associates up with two types of formal mentor: “We all have formal mentors at the firm who are partners, and then we also have ‘siblings’ who are mid-level or senior associates” one junior explained, “your sibling is there to help integrate you into firm life, and then the mentors are there for the big questions and to help guide you through reviews, that sort of stuff.” Training is offered regularly across all levels, with first- and second-year associates expected to attend sessions on both practice-specific topics and cross-practice matters; CLE credit is available for almost all of them.

"..you're expected to sit down and take time and write out where you see your career going - charting a course for you on the path to partnership, because that's a big part of Goulston's culture."

The firm runs a structured review system, with annual reviews supplemented by informal mid-year check ins: "We also do what they call mid-year check ins which are not a formal review, but a chance for you to sit down, think about where your career is at, and where you want it to go." From year four, associates also produce an individual development plan, where "you're expected to sit down and take time and write out where you see your career going - charting a course for you on the path to partnership, because that's a big part of Goulston's culture."

The path to partnership was described as clear: “Because they don’t hire many associates, the communication is pretty clear that if you put the work in and do the things you need to do, there will be a spot for you at the top.” While it is “more of a 10-year partnership track, the trade-off is a clearer and more certain path.”

Goulston & Storrs is recognized as a Strong Performer for Career Development in our 2026 associate satisfaction survey.

Hours & Compensation

Billable hours: 1,850 target

Hours at Goulston & Storrs are built around an 1,850 target, but insiders were quick to stress that it’s just that - a target. “It’s more of a soft target… you’re not going to be fired if you don’t hit it because there’s nothing tied to that number,” one associate explained. However, because nothing is tied to that number, the flip side is that there is no bonus. Some do acknowledge the potential downside that “there are people who work 2000 hours and don’t get a bonus.” However, lots of associates described that it “that feels like a reasonable trade-off considering that when things slow down, I’m not sweating and scrambling for work to hit my hours… it takes the pressure off.”

Day-to-day, hours at the firm fluctuate. Associates described typical weeks as sitting between 35 and 48 hours, with quieter periods dipping lower and busier stretches rising to 55–60 hours, particularly around year-end. However, eye-watering 80-hour weeks were described as something “we’ve never had to do.” There’s also a clear culture of looking out for one another, with one junior associate recalling their partners and colleagues checking in after a particularly busy spell.

When it comes to compensation, lockstep applies for the first two years at $225,000 followed by $235,000. After the first two years, salary progression becomes review based, but associates shared that it’s uncommon for people to not stay on track.

Pro Bono

At Goulston, pro bono work and billables are “treated the exact same," according to one associate’s opinion, while another said that “the firm is very devoted to pro bono causes.” They have a pro bono committee, and associates described working across a broad range of causes including affordable housing, landlord-tenant disputes, immigration and asylum cases, employment matters and veterans' affairs. Associates also noted that pro bono work is not limited to their primary practice area, with real estate lawyers taking on immigration and employment matters and finding the breadth valuable.

Goulston & Storrs is recognized as a Strong Performer for Pro Bono in our 2026 associate satisfaction survey.

Culture

As one associate put it: “The mindset is not ‘I’m going to build the biggest book and show everyone up.’” Another associate described it as a “very social place. Everyone is really open and nice and brings their personal self into their work which was an appeal to me. The culture is good.” Socially, the firm runs a steady calendar of events including holiday parties, a summer firm-wide gala, and regular smaller gatherings. Monthly socials and fortnightly coffee check-ins are a regular feature of office life, and associates noted that travel between the Boston, New York and DC offices for internal networking is actively encouraged.

Goulston & Storrs is recognized as a Strong Performer for Culture in our 2026 associate satisfaction survey.

Get Hired

The first stage: recruitment on and off campus

Goulston & Storrs participate in OCI with schools in the geographic areas of their offices (Boston, NY and DC) as well and more broadly at the University of Chicago and University of Michigan. G&S also participates in The Boston Lawyers Group Job Fair. A member of the hiring committee meeting or law school alum usually conducts the “screening” or On Camera Interview.

The firm tends to ask questions to see whether students understand the firm and its emphasis on quality and culture. The questions are designed to yield a sense of the candidate’s engagement with the law and interest in the firm.

Top tips for the stage:

“Know who we are and have a sense of why our firm might be the right place for you to develop as a lawyer.” - hiring partner, Joshua Davis

Callbacks

During callbacks, each candidate will meet with four to six of the firm’s lawyers, partners and associates. The majority of interviews are conducted by members of the hiring committee. Each candidate meets, at least briefly, with one of the hiring partners. At this point, G&S asks questions about areas of interest, life experiences, and career hopes and expectations. The interviews are conversational in nature, so candidates can expect to have a real sense of the people they meet.

Top tips for this stage:

“Be thoughtful in your answers and in your preparation. We value that quality in our colleagues and we look for it in those who hope to join us.” - hiring partner, Joshua Davis

Summer Program

The summer program consists of educational seminars, social events, client meetings and work assignments. Summers get assignments in all practice areas, so they have a chance to learn about the work G&S does and have the opportunity to be exposed to as many attorneys as possible. According to hiring sources at the firm, “virtually all summers end up joining the firm.” Yet, as the program is very small, early expressions of interest often prove useful, according to hiring sources. At the end of the summer, summers are asked to rank practice areas in order of preference and, barring some business reason, they are assigned to one of their top choices.

Top tips for this stage:

“Our lawyers are engaged in our practice and in the life of the firm. We urge our summer associates to be as well. Ask questions, engage with your colleagues and take the time to get to know us as we will take the time to get to know you.” - hiring partner, Joshua Davis