Global megafirm NRF has a Stateside stronghold in Texas and a superb reputation in projects, energy, and litigious work especially.
Norton Rose Fulbright Lateral Profile 2023
A lot of firms pitch themselves as global these days, but few can point to a lineage that contains a merged combo of mega UK, US, Canadian, South African and Australian firms – but NRF can.
With 12 domestic offices across the US, NRF’s reputation extends beyond its Southern origins. An examination of the firm’s Chambers USA accolades reveals nationwide strengths in areas like projects, bankruptcy and restructuring, transportation, and oil and gas litigation. The firm’s strongest collection of Chambers USA rankings can still be found for its work in Texas, where practices like commercial litigation, corporate/M&A, healthcare, IP, labor and employment, and antitrust stand out.
View the firm’s Chambers USA rankings
Read the firm’s Inside View feature on junior associate life
Why did you join your firm? Associates say…
“Resected reputation, large size, opportunity to grow my practice with the firm, and highly knowledgeable experts in my practice area.”
“Interest in the work the firm was doing, desire for a firm with a global footprint, good impressions of the people who worked at the firm and the firm working culture.”
“Sophistication of the work and ability to work with excellent attorneys at all levels: partner, counsel, and associate.”
Career Development & the Path to Partnership
|
9 |
1 : 1 |
39% |
||
|
partners made in 2022 |
associate : partner gearing |
of associates intend to make partner |
||
|
72% |
62% |
90% |
||
| felt partnership was achievable for attorneys with children | felt partnership was achievable at the firm | agreed partners are nurturing future leaders |
||
The view from the firm: The firm has a robust mentorship and sponsorship program for non-partner lawyers. Currently sponsorship programs are aimed at sponsoring development for individuals as they work towards partnership. The Legal Talent Management team has a keen focus on setting up lateral hires for success through a targeted 6 month integration process. In addition to these opportunities, the Talent Development team also provides regular trainings through master classes and acclaimed international academies, designed to bring non-partner lawyers together and foster development within their level and classification.
Hours & Compensation
|
undisclosed |
10 |
51.4 |
|
billable hours |
average number of vacation days associates took in one year |
average number of hours associates worked in one week |
|
74% |
66% |
80% |
| agreed they had a good work-life balance |
said the benefits package makes the workload worthwhile |
found the bonus allocation fair and transparent |
First-year Salaries
Minneapolis; St. Louis: $180,000
Other US offices: $215,000
The view from the firm: Associate compensation in all US offices is reviewed annually and comprised of three facets – base compensation, productivity bonus and discretionary bonus. Base compensation is lockstep and based on the market in each region. Up to 50 hours of credited non-billable time, inclusive of pro bono, counts toward productivity bonus thresholds. For associates in their first year of practice, the firm credits reasonable and appropriate hours spent on shadowing opportunities towards the client-chargeable hours expectation up to a maximum of 50 hours. Discretionary bonus awards are focused on exceptional contributions, particularly in the areas of matter origination and strong client billable hours. Non-partner lawyers remain eligible for discretionary bonuses in addition to any productivity bonus.
The firm also offers a Vacation Incentive Program. This program provides time, space and funds towards taking time away from the firm. The firm offers a vacation award to all non-partner lawyers who record exceptional client billable hours or more in a consecutive three month period within a calendar year. Along with the award, the Legal Talent Management team will support the lawyer taking leave to ensure there is appropriate coverage while they are away.
Is Norton Rose Fulbright the right firm for you?
|
93% |
92% |
|
were happy in their current role |
agreed the work is interesting |
We asked survey respondents what stands out about the firm’s culture?
“The partners at the firm are remarkably approachable and willing to help.”
“Available mentors; kids were permitted at work if needed and wasn’t a negative; pro bono focus.”
“Family friendly, "lifers" (partners who had spent their whole career at the firm).”
Diversity, Inclusion & Wellbeing
|
65% |
25% |
36% |
||
|
reported strong performance in inclusivity training |
of partners are women |
of associates identify as ethnically diverse |
||
The view from the firm: Minority Equity Council supports all racially/ethnically diverse personnel at the firm. Together with the Racial Equity Council (formed in 2020), The "MEC" plays a key role in indenfying improvements the firm can make in recruiting, retaining, and promoting diverse lawyers and business services personnel.
Pro Bono
|
26.6 |
71% |
|
average pro bono |
agreed the firm is committed to pro bono |
Pro bono highlights: Immigration work; wills and life planning clinics; nonprofit and small business support; voting rights
Contact
Learn more about opportunities at the firm
Recruitment contact: Alice Bolander, Senior Manager, Lateral Recruiting
Leslie Rice, Director, Partner Recruiting