NYC powerhouse Davis Polk-a dots its expertise across a range of corporate and financial matters, keeping associates engaged with “cutting edge work.”
Davis Polk Lateral Profile 2024
Someone once sang that ‘three is a magic number,’ and while we can’t pretend to know much about what that means at Chambers Associate, Davis Polk clearly knows a trick or two. With just three offices across the US in New York, Menlo Park, and DC, DP is something of a corporate legend, particularly for a firm that has kept a comparatively smaller footprint to other players in the market. But as they say, good things come in small packages, and the firm culture at Davis Polk was a huge draw for most of the associates we spoke to. One junior admitted reservations at first, which were soon quashed: “you go through law school, and you hear all these horror stories about what BigLaw is like. But then you show up here, and everyone’s pretty friendly. Davis Polk positions themselves as having a good culture, but it’s even better once you’re here.”
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…
“Everyone is insanely smart. You're clearly expected to work things out, but help is absolutely there if you ask.”
“It seemed like everyone’s thoughts mattered and either a senior associate or a partner will address it. The training was strong when I joined the firm, and the department continues to find ways to improve it.”
“People were real friends and spent time with each other outside of work on a regular basis.”
Career Development & the Path to Partnership
|
12 |
4.5 : 1 |
54% |
||
|
partners made in 2023 |
associate : partner gearing |
of associates intend to make partner |
||
|
50% |
23% |
76% |
||
| felt partnership was achievable for attorneys with children | felt partnership was achievable at the firm | agreed partners are nurturing future leaders |
||
Hours & Compensation
|
no requirement |
14.7 |
52 |
|
billable hours |
average number of vacation days associates took in one year |
average number of hours associates worked in one week |
|
38% |
41% |
82% |
| agreed they had a good work-life balance |
said the benefits package makes the workload worthwhile |
found the bonus allocation fair and transparent |
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
Is Davis Polk the right firm for you?
|
85% |
96% |
82% |
|
were happy in their current role |
agreed the work is interesting |
felt comfortable being themselves at work |
Here's what survey respondents had to say about the firm's culture...
“There's an expectation of excellence in the work, but people are very down-to-earth and don't have a big ego about the work they do.”
“That the attorneys and support staff truly seem to walk the walk re: being laid back and respectful to one another, including the way in which attorneys treat the support staff at the firm. I have not met any attorney to this point that has not been welcoming and willing to help.”
“The culture is both genteel and high-achieving.”
Diversity, Inclusion & Wellbeing
|
73% |
23% |
40% |
||
|
reported diverse staffing on teams/cases/matters |
of partners are women |
of associates identify as ethnically diverse |
||
The view from the firm: Davis Polk’s focus on diversity, equity and inclusion is not a standalone initiative. It is a core value that permeates everything we do. Select new initiatives or successes from the last 12 months include:
- Achieving Mansfield Certification for the second year in a row. Our certification demonstrates the firm’s commitment to creating an inclusive workplace, exceeding client expectations and attracting the best talent.
- Participating in a number of pipeline programs for aspiring lawyers from underserved communities.
- Launching the Affinity Group Mentorship Program, which allows junior associates who have opted into one the firm's affinity groups to be placed in mentorship groups with senior lawyers from affinity groups.
- Welcoming our first class of Davis Polk 2L Diversity, Equity & Inclusion Fellowship for rising 2L students who have demonstrated a commitment to advancing DEI values within the legal profession and their communities.
- Creating the new Davis Polk Veterans Affinity Group that welcomes all firm partners and employees who have served and their allies, in response to lawyer feedback.
- Expanding our inclusive elective family building benefits, advanced fertility benefits, gender-neutral parental policies and trans-inclusive healthcare benefits.
- Circulating firmwide scheduling and inclusive best practices during Ramadan and Jewish high holidays.
- Engaging diverse-owned consulting firms to provide trainings for lawyers on building confidence, developing inclusive managerial practices, religious competence and cross-cultural allyship.
- Organizing more than 100 events for our affinity group members to further build community and sense of belonging.
- Partnering with clients to co-host engaging CLEs on topics such as how to own your own value, talk across differences, and stop AAPI hate, among others.
Pro Bono
|
52 |
80% |
|
average pro bono |
agreed the firm is committed to pro bono |
Pro bono highlights: Navigated dissolution process with the New York Attorney General’s Charities Bureau and the Department of State, advised two nonprofits producing a novel opera, and provide expert tax advice to nonprofits navigating the IRS code as they carry out both charitable and advocacy-based activities.
Sustainability & CSR
The view from the firm: We fully support our clients’ efforts to improve their climate impact and welcome opportunities to partner on these initiatives. Last year, we were asked to support a client in efforts to achieve their goal of zero environmental impact by 2030 by using renewable power and sustainable products. To meet this goal, we met with representatives of our landlord to inquire about purchasing Green-E certified renewable energy certificates (“RECS”) for the firm’s estimated yearly energy usage which would represent the purchase of an equivalent amount of power from a verified renewable source added to the power grid. Our landlord has since decided to purchase Green-E certified RECS for 100% of their building portfolio’s power usage. As a result of this initiative, our office buildings in New York and London have 100% of electricity requirements from renewable sources.
Contact
Learn more about opportunities at the firm
Recruitment contact: Cristina Attard, cristina.attard@davispolk.com