McDermott Will & Emery LLP - The Inside View

Who says a firm can’t be fun and goofy while maintaining stellar (and in some cases world-beating) practices in areas like private client, healthcare and food & beverages?

FROM the Windy City to the sunny states – McDermott’s got it all covered. It started life in Chicago in 1934 as a burgeoning tax practice, but has since expanded its legal remit to cover all the usual full-service suspects. It has also grown a considerable geographic presence, which now encompasses 11 domestic bases and nine international offices; the latter give McDermott coverage in Europe and Asia, while the former allow the firm ample access to markets on both coasts, as well as in Texas and the Midwest. The firm has a significant presence in California, where four of its domestic offices are situated. The latest Cali addition occurred in 2018, when a group of lawyers from DLA Piper hopped on board to create a San Fran base.

“We already had a presence in San Francisco, but we recognized that we needed to bolster it as part of growing our overall Bay Area practice,” McDermott chairman Ira Coleman tells us. In addition, “looking ahead, we’ll continue to grow our local team and services, with a particular focus on several of our 'power alleys' – private client and trust estates, and private equity.” Business is business, but Coleman tells us that the firm still managed to initiate proceedings in “the happy, fun McDermott way.” The soft launch of the office involved “a Vegas night with blackjack and Texas hold ’em tournaments. We also brought in dim sum from a Michelin-star restaurant. Then we followed it with a global town hall to make sure all of our people around the world felt like they were a part of the celebration.”

With a solid sense of expansion in the air, associate interviewees agreed that “there’s an opportunity to really grow here. The partners mentor you and they really care. I’m not leaving here – I’m sticking around!” They also gave glowing reviews of McDermott’s culture (which we’ll explore in more detail later): “This place is a diamond! It’s honestly shocking.” And while McDermott’s newbies may still be diamonds in the rough, the firm has some practices that are established and really do sparkle. The firm’s food & beverages and healthcare groups are rated up there with the best in the nation by Chambers USA, which also bestows high rankings on the firm’s technology, tax, general commercial litigation, white-collar, insurance and IP expertise on a more regional basis. In Chambers Global, McDermott is ranked as one of the best firms in the world for international private client work. Other key sectors for McDermott include real estate and energy.

Strategy & Future



Juniors felt that the firm feels “energized – it’s an exciting place to be right now.” Coleman tells us that the firm has had “an amazing year – the best in our history. We crossed the billion-dollar revenue mark and we see that trend continuing.”

“Very few firms put the happiness factor at the top of their priorities,” Coleman continues. “It is in our top three. We want a culture of wellbeing and fulfillment that embraces and respects everybody’s differences.” We all know how a good piece of art can stimulate those happiness vibes, which is why McDermott has brought in Jen Stark as an unofficial artist in residence. “She’s a wonderful young artist – very cool," Coleman reflects. "She did her first commission for us in Miami. She was thinking ‘a commission for a law firm, oh this is going to be boring.’ But she hung out with us then came in and said, ‘I’m changing everything.’ She did a multicolored 3D piece that wraps around a structural pole in our collaboration space. It’s something really special and reflects who we are.”

Culture



This talk of happiness was certainly backed up by our associate interviewees. One told us that Coleman “knows you have to be happy to do your best work. He’s trying to promote more of a holistic approach to working that gives McDermott the flavor of a startup.” Part of this more holistic approach sees the firm giving attorneys 25 hours of annual billable credit that can be devoted to “mindfulness, meditation, or even yoga.” Coleman tells us that he and his leadership team also practice mindfulness: “In this profession, it’s really important to be able to bring down your stress level – the science shows mindfulness really makes a difference.” Juniors were delighted that “the firm recognizes happy attorneys are better ones!”

On top of these ‘wellness hours,’ the firm also hosted a worldwide associates’ retreat in Colorado Springs that had an emphasis on wellness. “We had improv comedy workshops to learn how to speak on the fly, and Ira loves spin classes, so you could join the head of the firm sweating in that strobe light atmosphere. It wasn’t weird though, it was fun!” In addition,the firm hosts ‘McDermott Monthlies’ where attorneys can kick back and relax with food, drinks and various activities that change each month. LA and Miami juniors were grateful for their smaller offices: “Everyone’s truly friends – I can tell you the name of everyone’s spouses and kids.”

The Work



McDermott’s corporate advisory practice bagged the most associates on our list, but the trial group followed close behind. Also popular were the health industry advisory, private client and tax practices. The remaining associates could be found in employment, employee benefits, government strategies, IP litigation and cybersecurity. Across all groups, juniors pick up work through a free-market system. “If you’re comfortable knocking on doors, you’ll really thrive in that environment!” Juniors rated the system for its “entrepreneurial” edge and liked that it gave them the freedom to work with a particular partner or on a particular kind of work. Another “very organic” process is cross-office staffing: “I’m able to get work from other offices very smoothly. It doesn’t matter where you are and it’s cool to get to know people from other offices!”

Under the corporate umbrella, groups include real estate, securities, finance and bankruptcy. The bulk of generalist associates’ work “is M&A-related – we definitely live in that middle market space.” Common clients include private equity firms pursuing acquisitions and add-on deals. A perk of working in the middle market space is the opportunity to work with “a breadth of clients – we get to work with family-run businesses, for example, which is exciting.” Juniors didn’t lament working primarily on a lot of M&A: “The M&A work is a rush. It’s like your child – you pour all your time and energy into it. The feeling of completion after you’ve signed is amazing.”New York’s real estate finance contingent tends to do a lot of lender-side work that involves originating loans for real estate projects. Over in the Cali offices associates can unsurprisingly expect to do a lot of work with tech companies. When it comes to tasks, juniors run the due diligence process, put together schedules and organize client calls. Outside of project management, responsibilities extend to drafting ancillary agreements.

Corporate clients: Mastercard, Steward Health Care System and Amazon. Recently represented the last of these as Texas deal counsel during its $13.7 billion acquisition of Whole Foods.

Trial associates work as generalists on a “wide range of matters.” We heard of associates trying out white-collar, bankruptcy, insurance, class actions, contract disputes, FCC investigations, toxic tort and general commercial litigation. A group brought over from DLA Piper in 2018 sees the firm getting involved in more accounting liability cases in New York, Dallas and Chicago. “You can pretty much do whatever you want – you express your interest in something and they’ll get you on it in a week!” Juniors here can expect to work on a lot of research tasks and present their findings by “drafting a legal standard article or memo, or by telling partners orally.” Though doc review is not unheard of, especially on bigger cases, interviewees were generally relieved that they “hadn’t been buried in doc review.” Juniors are typically “the master of the documents” – a responsibility that involvescreating binders and outlines for partners before major depositions and being the “go-to person for information related to the case.” We also heard of juniors getting the chance to draft motions and second-chair depositions.

Trial clients: Southern Illinois Healthcare, Motorola Mobility and the NFL. Acted for the last of these throughout multiple concussion cases in Illinois courts.

Career Development



“The firm is significantly invested in your career destination – they want to see your career blossom!” Pretty much every junior interviewee told us about the firm’s investment in associates’ future. We heard McDermott “wants everyone to be on track for partnership – every associate here has the opportunity to become a partner, it’s built into the firm!” Partners are part of the driving force behind this attitude. “Without me asking, a partner I was working with told me the steps I should take in the next four years – it’s great to have that type of support network.” However, we did hear that those in smaller offices might have a harder time making partner due to the size of the groups.

“It’s great to have that type of support network.”

More short-term investment is “pretty stellar.” Juniors were a fan of the firm’s mentor system, which buddies newbies up with a designated partner, who takes a “real role in helping me get good assignments – it’s a good resource to have.” Juniors fill out an annual development plan to “write out the steps you want to take in the coming year, so you have a good sense of what you want to accomplish. I want to draft an argument for summary judgment!”

Diversity & Inclusion



Associates unanimously assured us that diversity is “definitely a focus” for the firm. “Of course, there’s always room for improvement. But the firm’s making a concerted effort to create a diverse and inclusive environment and I see huge steps taken toward that.” Interviewees were especially keen to tell us about a two-day diversity summit, which brings all diverse attorneys to the firm’s Chicago office. “On the second day, they bring in diverse clients too and you can interface with them and learn what they think. It’s a big dedication – it’s not exactly inexpensive!”

McDermott also has diversity networking groups that “put on a lot of discussions.” We heard that the racial and ethnic diversity committee recently held a reenactment of a 19th-century immigration case in DC“people were asked to take part in it and play roles and a judge came to preside over that whole one and a half hour trial.” We also heard good things about the firm’s women’s group, which hosts seminars and discussions on topics such as implicit bias and parental leave.

Hours & Compensation



McDermott gives its attorneys a 2,000-hour billable target that can include up to 100 pro bono hours, 75 hours of professional development work, and 25 hours of mindfulness. We heard that “it’s often easy to meet that target but if you’re not there, they’ll work with you to try and hit the goal.” Most of our interviewees hit the target dead on, though there are variations at the firm, with “some people working 2,200 hours a year and some billing around 1,800.” Though there were no gripes about the salary or the “performance-based” bonus amount, a few associates did lament that “McDermott gives bonuses out later than everyone else.” They're typically announced in March.

Daily life at McDermott averaged out at a 9–10am start and a 7–8pm finish among our interviewees. However, associates on both the corporate and trial sides of the coin let it be known that it can be “very all or nothing – when it rains, it pours.” Though it’s typical in BigLaw to “have clients send you emails at all times of day and night,” McDermott juniors told us: “No one gets mad if you respond the next day.”

Pro Bono



Though some interviewees told us that they were “too busy to get involved with pro bono to the extent I’d like,” they nonetheless highlighted that McDermott has “a very positive attitude toward pro bono.” Others told us that partners “really do respect pro bono. It’s pushed for and people discuss how their pro bono hours are looking lately.” If associates reach 2,000 billable hours, up to 300 pro bono hours can count toward their individualized bonus.

“Pro bono successes are counted just as much as billable successes.”

We heard of pro bono projects covering immigration cases, housing issues, nonprofit matters and even incidents of canine rescue. The firm works with organizations such as Lawyers for Children America, LGBTQ campaign group Freedom For All Americans and the Lockhart Cemetery Association, which maintains a neglected historic African-American cemetery. We heard that offices that lean heavily on the corporate side, such as Miami, tend to do a lot of community service work, rather than pro bono trial cases. On the whole, interviewees were happy to report that, though client billable work takes priority, “pro bono successes are counted just as much as billable successes.”

Pro bono hours

  • For all US offices: 37,474
  • Average per US attorney: 47.6

Get Hired



The first stage: recruitment on and off campus

OCI applicants interviewed: 861

Interviewees outside OCI: 16

“While we recruit at many of the top-ranked law schools, we also focus our recruiting efforts at schools we have identified as key feeders,” hiring partners Eric Gilbert and Tina Martini tell us. In addition to OCI programs at law schools, McDermott attends several regional, diversity and IP-focused job fairs. The firm also posts 'resume collects' at several schools and accepts write-in applications. There is also a focus on hiring clerks: “We seek to strengthen the breadth of experience our firm provides to its clients by hiring judicial clerks. We place a strong value on the experience provided by judicial clerkships and welcome applications from candidates looking for full-time positions following the completion of their clerkship.”

Interviews are conducted by local and national hiring partners, alumni, local and firmwide practice group leaders, firm leadership, as well as members of the firm’s recruiting and diversity committees. During OCIs, interviewers meet approximately 16-20 students per schedule. Given the rapid interview process, at this stage “most of our questions are broad-based and focus on getting to know the candidate and their interest in our firm. In addition to understanding why a candidate is interested in McDermott, our interviewers will ask questions to gauge what the candidates’ goals are and what their office and practice interests may be.”

Top tips for this stage:

“By taking to the time to research the practice areas represented in the office, candidates demonstrate that they are sincere about their summer job search and are looking to find a firm that aligns with their interests.” – Hiring partners Eric Gilbert and Tina Martini.

 

Callbacks

Applicants invited to second stage interview: 411

Candidates will meet with at least four or five interviewers. Callback interviews are mostly conducted by a mix of partners and associates made up of recruiting committee members as well as representatives from the practice areas the candidate is interested in.

Interviewers here ask more in-depth questions about things such as prior work experience, school experience and short and long terms goals in a candidate’s career: “We look for candidates with characteristics that go beyond academic excellence. We seek candidates who will prioritize solutions over ideas, bring their best to the table every day, stand together and support each other, embrace new and diverse perspectives and anticipate change and adapt quickly,” say Gilbert and Martini.

Top tips for this stage:

“Even if you do not have experience that directly relates to the practice of law, impressive candidates find ways to tie their prior experiences to the future work they will perform for the Firm and its clients.” Hiring partners Eric Gilbert and Tina Martini.

 

Summer program

Offers: 104

Acceptances: 31

McDermott’s ten-week summer program gives summer associates “a realistic introduction to the practice of law and day-to-day life as a McDermott associate.” Summer associates are given the opportunity to accept assignments with many practice groups during the summer: “This allows summers to experience the type of work they are interested in first-hand and ultimately steers them toward the type of work they enjoy,” Gilbert and Martini explain. An assignment coordinator assists in collecting projects for summer associates and assigning them out to insure that summer associates are receiving projects that match their interests and enable them to maintain a balanced workload.

Summer associates also have access to McDermott Academy training throughout the program, which includes a mock negotiation and writing workshops: “We also prioritize experiential learning opportunities and it shows! Our summer associates partake in a variety of hands-on experiences such as court appearances, client meetings, legislative hearings, depositions, witness interviews, and bar association events,” say Gilbert and Martini.The Summer Associate Retreat brings together the summer class from all offices for three days of presentations from the firm's leadership, interactive trainings, and networking opportunities with their summer class and local office attorneys and staff. On the social side, Gilbert and Martini note that “recent event highlights include sporting events, sailing, Broadway shows, and concerts. As part of the summer program, each year we host an annual Summer Associate Retreat, with the retreat being held most recently in Chicago.”

The majority of summer associates return as juniors. Summers rank their practice group preferences mid-way through the summer program and the firm matches them up while also considering the firm's broader hiring goals.

Top tips for this stage:

“McDermott is all about collaboration, with many of our practice groups working together to solve the challenges our clients face on a day to day basis. Getting acquainted with attorneys across a variety of practice groups builds on the collegial atmosphere of our Firm, even at the summer associate level.” Hiring partners Eric Gilbert and Tina Martini.

And finally…

Gilbert and Martini tell us “the interview process in general is a great opportunity to learn and grow.  We hope candidates embrace - and enjoy! - the process.”

 

McDermott’s health industry advisory practice



“If you want to do health law, there aren’t many other firms you’d want to do it at.” Health associates do a mix of regulatory and transactional work for hospitals, non-profit health systems, physician practices and other healthcare clients. On the transactional side, “it’s basically corporate – we do a lot of private equity, bonds and everything in between.” On the regulatory side, “it’s a whole range of things – health is very highly regulated!” The firm helps health clients in regulation spaces such as life insurance, licensing and accreditations. DC also has an additional niche in FDA-related matters. We heard that the “huge, billion-dollar regulatory cases come from fraud and abuse. It gets really technical.” Juniors here typically work on “a lot of research. It’s very rewarding – you dig and dig until you finally find something, then provide analysis to the partner.” Other tasks include participating in client calls, fielding client questions, and drafting ancillary agreements.

Health clients: Children’s Hospital Los Angeles Medical Group, Princeton Healthcare System and CVS Caremark, who McDermott counseled on regulatory issues in its $69 billion acquisition of Aetna.

 

Interview with chairman Ira Coleman



Chambers Associate: What has been happening at McDermott over the past 12 months that you want to tell us about?

Ira Coleman: We had an amazing year – the best in our history. We crossed the billion-dollar mark, with revenue and happiness increasing – and we see that trend continuing.

We’re also demonstrating our commitment to our offices and our people in terms of real estate—and making sure that our physical space to matches our culture. We opened San Francisco, we’re planning more moves and we added a new floor in Miami that basically looks like a start-up crossed with a law firm. We have Jen Stark becoming our unofficial artist in residence. She’s a wonderful young artist – very cool. She did her first commission for us in Miami. She was thinking ‘a commission for a law firm, oh this is going to be boring.’ But she hung out with us then came in and said ‘I’m changing everything.’ She did a multi-colored 3D piece that wraps around a structural pole in our collaboration space. It’s something really special and reflects who we are.

CA: What’s the thinking behind opening a new office in San Francisco, and what can we expect from it in the future?

IC: We already had a presence in San Francisco, but we recognized that we needed to bolster it as part of growing our overall Bay Area practice. Our clients expect it and, from a talent perspective, a lot of our younger people, in particular, prefer to live in San Francisco. We also welcomed some great lateral team members last year, so the timing was perfect to move into the city’s new iconic building, the Salesforce Tower.

We built a sustainable office with a huge focus on the environment and the San Francisco community. And because San Francisco has strict zoning laws, it has beautiful unobstructed views of the city! It takes your breath away.

In the happy, fun McDermott way, we had a soft opening with clients the night of the College National Championship game right before the JP Morgan Health Conference. We made it a Vegas night with Blackjack and Texas Hold’Em tournaments. We also brought in dim sum from a Michelin-star restaurant. Then we followed it with a global town hall to make sure all of our people around the world felt like they were a part of the celebration. It’s a source of pride.

Looking ahead, we’ll continue to grow our local team and services, with a particular focus on several of our ‘power alleys’ – private client and trust estates, and private equity.

CA: A lot of associate interviewees described themselves as ‘happy’ at the firm – a word not necessarily associated with the stress of BigLaw. What factors contribute to the ‘happy’ atmosphere?

IC: Very few firms put the happiness factor at the top of their priorities – it is in our top three. We want a culture of wellbeing and fulfillment that embraces and respects everybody’s differences.

There’s a lot of science around happiness. It’s not only about not being content at your job, but  also about challenging yourself -- really stretching and doing something meaningful. We know that happiness contributes to greater productivity, stronger retention and better professional development.

We also believe in self advocacy. Like four-year-olds getting dressed, and who want to do it by themselves: They come out with their shoes on the wrong feet and they’re buttoned up the wrong way, but they have a huge smile! Self-efficacy is what humans strive for. Our people want that challenge. They’ve self-selected to be part of a group of people who relish accomplishing the hard stuff. Happiness is not just about the recognition from the client – which we love – but also the intrinsic personal achievement.

CA: Juniors told us about the firm’s investment in career progression – how exactly is the firm invested in attorneys’ future?

IC: We truly care about our people and their development. We’d love people to stay here to become partners and move into leadership and make us better – and we’ll make the right investments to make that happen, but we understand that it’s not for everyone. If you’re working at McDermott, you’re already a success, but that might not always be how you want to spend your energy. We respect and encourage our lawyers when they want to follow different paths, whether it’s shifting to a new profession, launching a start-up or writing a book. We want them to feel comfortable talking about that to reassure them that they’ll always be part of our family. In some cases, they also “boomerang” and choose to come back to us – and we love it when that happens.

CA: How do you think the profession has changed since you started out practicing as a lawyer?

IC: Clients have ever-rising expectations. We love that they want better and want more, and we,  in turn, continue to raise our expectations. We are always on a quest to exceed their high standards. We’ve been doing a lot of client listening to learn about what we can do better to ensure we’re well positioned to succeed.

Here’s an example of what I mean by high standards: When I began practicing 30 years ago, partners would say be responsive to clients – that meant you had to call them back  within 24 hours. That was the acceptable level, pre-internet, pre-email. Now everyone knows it’s much more instantaneous. If you ask a client, they’ll say, “If you’re not back to me within two minutes, I’m probably upset.” We must remember that it’s the clients who set the standards.

CA: How do you ensure that attorneys meet these high standards?

IC: We believe we can teach high-potential lawyers to meet clients’ high standards. Like Amazon, we believe that they are teachable and not innate. We also believe that high standards are contagious. As young lawyers rise up and laterals come over, they adapt to meet these expectations. Nothing will humble you faster than understanding what a high standard is and realizing that you don’t measure up. The beauty of McDermott is that we train up everybody on this.

CA: Looking back at your career and the knowledge you've gained, what advice would you give to students who are about to enter the legal industry?

IC: Constantly challenge yourself. Things that you think you can’t accomplish today will feel very easy tomorrow. You’ll feel great about the things you achieve if you constantly challenge yourself.

If a job or task seems hard, and my first thought is, ‘I want to get away from this,’ that’s not the right way to approach. Find a way to embrace it. And learn more from it. Run towards something; don’t run away from anything.

Lastly, I’d say if you don’t do it already, practice mindfulness. It’ll help with your overall health and well-being. And in this profession, it’s really important to be able to bring down your stress level. We are giving billable hours credit for practicing mindfulness. I do it, my leadership team does it and the science shows that mindfulness really makes a difference. We launched it at the beginning of this year and there are already many associates trying it.

McDermott Will & Emery LLP

444 West Lake Street,
Chicago,
IL 60606-0029
Website www.mwe.com

  • Head Office: Chicago, IL 
  • Number of domestic offices: 11
  • Number of international offices: 8 (plus a strategic alliance in Shanghai)
  • Worldwide revenue: $1, 054,321,343
  • Partners US: 442
  • Associates US: 251
  • Contacts 
  • Main recruitment contact: Erika Gardiner, Senior Legal Recruiting Manager (egardiner@mwe.com)
  • Hiring partners: Eric Gilbert, Christina Martini 
  • Diversity officer: Anthony Upshaw, Global Head of Diversity & Inclusion
  • Recruitment details 
  • Entry-level associates starting in 2019: 33
  • Clerking policy: Yes
  • Summers joining/anticipated 2019: 43 (1Ls: 5, 2Ls: 38)
  • Summers joining/anticipated 2019 split by office: Boston: 1, Chicago: 15, Los Angeles: 7, Miami: 3, New York: 7, Washington, DC: 10
  • Summer salary 2018: 1Ls: $ 3,653/week 2Ls: $ 3,653/week
  • Split summers offered? Yes
  • Can summers spend time in an overseas office? No

Main areas of work



 Antitrust and competition, corporate, employee benefits, employment, energy, financial institutions, government strategies, health, intellectual property, private client, state and local tax, trial, US and international tax, white collar and securities defense.

Firm profile



 McDermott Will & Emery is an integrated, international law firm with recognized strength in tax, private equity, mergers and acquisitions, health care, high-stakes litigation and many other key areas of transactional and regulatory law. We emphasize and foster long-term, industry-focused client relationships with multinational companies, rising entrepreneurial firms, investors and capital providers and many of the world’s wealthiest families and individuals. In word and deed, we value integrity, efficiency, diversity, pro bono and community service.

Recruitment



Law Schools attending for OCIs in 2019:
Boston College, Boston University, Columbia, Duke, George Washington. Georgetown University, Harvard, Michigan, Northwestern, Notre Dame, NYU, Stanford, University of California (Los Angeles, Berkeley), University of Chicago, University of Florida, University of Miami, University of Pennsylvania, University of Southern California, University of Texas, University of Virginia, Vanderbilt, Yale.

Recruitment outside OCIs:
We attend several regional and IP focused job fairs outside of OCI programs at law schools. We also accept write-in applications.

Summer associate profile:
McDermott strives to hire well-rounded candidates who maintain a balance of academic, as well as personal and professional successes. The ideal summer associate candidate is someone who possesses the drive to tackle new challenges and embrace new experiences, takes an active approach to building relationships with attorneys and staff, has a collegial attitude and acts with integrity.

Summer program components:
Our program offers summer associates a realistic introduction to the practice of law and day-to-day life as a McDermott associate. The summer associate program provides meaningful responsibility and feedback that is consistent with a junior associate experience. Summer associates are given the opportunity to accept assignments with many of our practice groups during the summer. This allows summers to experience the type of work they are interested in first-hand and ultimately steer them toward the type of work they enjoy. Our conservative hiring approach allows students to access a number of substantive assignments and matters. Summer associates receive formal feedback during midsummer evaluation and final review in addition to information feedback over the course of the summer. Each summer associate is assigned an associate and partner level mentor to provide guidance throughout the summer, explain firm policies, address any questions or concerns and to assist in the transition from law school to life in a law firm.

Social media



Recruitment website:www.mwe.com/en/careers/unitedstates
Linkedin:mcdermott-will-&-emery
Facebook:McDermottWillandEmery

This Firm's Rankings in
USA Guide, 2019

Ranked Departments

    • Healthcare (Band 1)
    • Litigation: General Commercial (Band 5)
    • Litigation: White-Collar Crime & Government Investigations (Band 3)
    • Antitrust (Band 4)
    • Healthcare (Band 1)
    • Insurance: Insurer (Band 2)
    • Intellectual Property: Litigation (Band 4)
    • Intellectual Property: Patent Prosecution (Band 2)
    • Intellectual Property: Trademark, Copyright & Trade Secrets (Band 2)
    • Tax (Band 2)
    • Corporate/M&A & Private Equity (Band 2)
    • Healthcare (Band 1)
    • Antitrust (Band 2)
    • Banking & Finance (Band 4)
    • Bankruptcy/Restructuring (Band 5)
    • Corporate/M&A & Private Equity (Band 3)
    • Healthcare (Band 1)
    • Intellectual Property (Band 2)
    • Labor & Employment Recognised Practitioner
    • Labor & Employment: Employee Benefits & Compensation (Band 1)
    • Litigation: General Commercial (Band 3)
    • Litigation: White-Collar Crime & Government Investigations (Band 1)
    • Tax (Band 1)
    • Employee Benefits & Executive Compensation (Band 2)
    • Healthcare (Band 1)
    • Intellectual Property (Band 3)
    • Litigation: General Commercial (Band 3)
    • Corporate/M&A: Highly Regarded (Band 4)
    • Tax (Band 4)
    • Tax Recognised Practitioner
    • Tax (Band 3)
    • Technology: Outsourcing (Band 1)
    • Employee Benefits & Executive Compensation (Band 2)
    • Employee Benefits & Executive Compensation (Band 4)
    • Food & Beverages: Alcohol (Band 1)
    • Healthcare (Band 1)
    • Life Sciences (Band 4)
    • Outsourcing (Band 2)
    • Privacy & Data Security (Band 3)
    • Privacy & Data Security: Healthcare Spotlight Table
    • Tax: Controversy (Band 2)
    • Tax: Corporate & Finance (Band 3)