This Cali-Cool(ey) tech and life sciences outfit boasts the kind of startup edge and down-to-earth culture that makes it the perfect place to start.
Cooley Lateral Profile 2025
A quick glance at Cooley’s Chambers USA rankings prove that there’s plenty more to the firm than just interesting clients, with top-ranked corporate M&A, international arbitration, life sciences, privacy and data security, product liability, and startups and emerging companies practices nationwide. That’s on top of the highest accolades for its work in capital markets, life sciences, securities litigation and venture capital in California, and white-collar crime and government investigations in New York. Of course, the firm’s reputation was a big part of the draw, but associates at Cooley were quick to highlight the value of hands-on experience with small teams and the importance placed on the firm’s culture in its decision-making: “At every event, Cooley attorneys were without fail easy to talk to, open to questions, and quick to talk about their interests. It felt human compared to most other firms.” Out of the 13 offices stateside, all of which hold juniors, the majority could be found either in New York or Palo Alto. A good spread were also across San Francisco, Washington, DC and Boston too.
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…
“Amongst big law firms in San Diego, nobody compares to Cooley's size and stature. The head of the global litigation department sits in San Diego and various heads of specific litigation practices also practice out of this office.”
“Everyone I interviewed with was super friendly, and I was attracted to both the big-name tech clients and the start-up culture of the firm and many of our clients.”
“I wanted to build a practice in the EC/VC space, and Cooley felt like the perfect firm to start that journey. During my summer, I was encouraged by how collaborative the firm's culture felt. Other attorneys seemed passionate about their work and excited by their clients' missions.”
International & Secondment Opportunities
Overseas career development opportunities (view from the firm): Occasionally, lawyers have the opportunity to spend 3-6 months on a client secondment offering them the opportunity to gain valuable experience that enhances their career development.
Career Development & the Path to Partnership
|
17 |
2.2 : 1 |
63% |
||
|
partners made in 2024 |
associate : partner gearing |
of associates intend to make partner |
||
|
71% |
55% |
78% |
||
| felt partnership was achievable for attorneys with childcare/caregiver responsibilities | felt partnership was achievable at the firm | agreed partners are nurturing future leaders |
||
The view from the firm:
- Cooley College and New Associate Academy: Our training program for junior associates begins with New Associate Academy, which is focused on the essential professional skills for integrating into the practice of law as part of a team. The training continues with Cooley College, which is our “boot camp” for incoming first- year associates. Cooley College follow-on training programs take place throughout your first year.
- Mid-Level Academy. To continue supporting our attorneys throughout their careers, we also offer the Mid-Level Academy to fourth-year associates. The Mid-Level Academy focuses on management, delegation, leadership and supervisory skills, and helps associates develop a career plan that meets their goals.
- Senior Associate Academy. To support the development of our future leaders, the Senior Associate Academy invites seventh-year associates to plan for their paths ahead, whether it be the partnership path or other routes. Topics include executive presence, developing a personal leadership style, building and leveraging a business case, and leading teams.
- New Partner Academy. New partners at Cooley attend a special training session the February following their admission to the partnership, focused on leadership, business development, communication skills, and concerns specific to partner-level practice.
- Leadership Training Offsite. Because learning and professional development are life-long pursuits, practice group leaders and senior leadership gather annually to discuss best practices and develop their leadership capabilities as a peer group.
Hours & Compensation
|
1,950 |
12.5 |
47 |
|
billable hours |
average number of vacation days associates took in one year |
average number of hours associates worked in one week |
|
67% |
70% |
68% |
| agreed they had a good work-life balance |
felt like they could take vacation/annual leave on their own terms |
found the firm's claims around bonus allocation to be authentic |
Salaries
1st year: $225,000
2nd year: $235,000
3rd year: $260,000
4th year: $310,000
5th year: $365,000
6th year: $390,000
7th year: $420,000
8th year: $435,000
The view from the firm: Cooley understands the importance of maintaining a culture which accommodates a need for lawyers to "ramp-up" and "ramp-down" based on their professional and personal commitments. This kind of flexibility allows our lawyers to construct a part-time schedule that helps them balance their personal lives with their professional development.
To ease the transition for those preparing for and returning from an eligible paid or unpaid leave of absence extending at least 12 consecutive weeks, non-partner lawyers, patent agents and patent technical advisors will have their billable hours threshold reduced by 30% of their current FTE schedule with no reduction in current base compensation for a period of one month (20 business days) prior to the start of their leave and three months (60 business days) upon return. Discretionary year-end bonuses will not be pro-rated as a result of this reduced schedule.
Following the Ramp-Up period noted above, lawyers have the option to continue to work on a reduced schedule (50% ,60%, 70% or 80%), without prior approval, for an additional 3 months, although compensation will be adjusted accordingly. While the official approval process is waived, advanced notice is required.
To ensure parity in compensation, Cooley’s base compensation true-up policy allows for those working a reduced schedule to earn additional base compensation should they work in excess of their scheduled FTE in any given calendar year.
Is Cooley the right firm for you?
|
92% |
92% |
92% |
|
were happy in their current role |
agreed the work they received was of the right quality |
felt that they chose the right firm |
The view from the firm: We look for high academic achievement, previous work experience, involvement in extracurricular activities, strong interpersonal skills, demonstrated initiative, and evidence of being one who works well in a diverse team environment.
Here's what survey respondents had to say about the firm's culture...
“It's an honest law firm that does right by its people, the best law firm to serve entrepreneurs, investors and the emerging growth ecosystem at large, while being a platform focused on well-being and career development.”
“Everyone at Cooley is incredibly smart and hardworking, but they're also kind and humble. It’s been the best environment for me to learn and grow in.”
“Cooley has a unique platform and culture. The people are down to earth and normal. It's a place where people take their work seriously without taking themselves too seriously.”
Pro Bono
|
75 |
91% |
|
average pro bono |
agreed the firm puts effort towards its commitment to pro bono and social impact activity |
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