There’s no Milling about at this Midwestern outfit that Wauks the walk all over its four kee sectors.
Foley & Lardner Lateral Profile 2024
On the BigLaw stage, Foley & Lardner has firmly cemented itself as an old player; it’s a firm with just under two centuries of expertise under its belt. “There isn’t anything we don’t cover here,” an associate pointed out. With over 1,100 lawyers, 25 offices worldwide, and over 40 departments decorated with Chambers USA accolades, it’s hard to argue with such a statement! In fact, the firm’s got a four-sector focus across energy, healthcare & life sciences, manufacturing, and innovative technology which ensures there’s no corner of law it doesn’t touch.
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…
“Fairly relaxed and friendly atmosphere with high but realistic expectations.”
“The personable nature of the firm’s leaders; it felt like they were being real, not acting.”
“The people were genuinely kind. They seemed to actually want to talk to me!”
Career Development & the Path to Partnership
|
23 |
1.03 : 1 |
88% |
||
|
partners made in 2023 |
associate : partner gearing |
of associates intend to make partner |
||
|
73% |
82% |
82% |
||
| 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: We provide training to our attorneys at all levels through Foley Academy, which encompasses legal and professional skills, business development, and business of law curricula. This includes tenure-based programs such as New Associate and Newly Promoted Partner orientations and the Annual Senior Counsel Meeting.
We’re pleased to offer dedicated in-house executive coaching resources for our attorneys. Coaching at Foley is always a confidential and collaborative process intended to help our attorneys unlock their potential, optimize their performance, and live a more intentional and balanced life.
We want our attorneys to have a fulfilling legal career at Foley, which means providing them with the resources needed to meet their professional goals and achieve success. That’s why every Associate, Senior Counsel, Patent Engineer/Agent, and Technical Specialist is provided a mentor. In addition to building a trusting and meaningful relationship with mentees, mentors are there to support professional development and integration.
Hours & Compensation
|
1,900-1,950 |
10.9 |
50.8 |
|
billable hours |
average number of vacation days associates took in one year |
average number of hours associates worked in one week |
|
48% |
70% |
55% |
| 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
The firm did not disclose its salaries beyond this point.
The view from the firm: The firm has a national salary scale across all of our U.S. offices, and the annual salary for first-year associates starts at $225,000, with further increases throughout the associate salary schedule. Our compensation program is based on a three-tier structure (outlined below):
- Tier I: The minimum hours requirement for Tier I associates (generally of associates who have just graduated from law school and the first three full years of practice following graduation) is 1,900 billable and 150 investment hours during the evaluation year (November 1 – October 31).
- Tier II: The minimum hours requirement for Tier II associates (generally of associates who have just graduated from law school and the first three full years of practice following graduation) is 1,950 billable and 150 investment hours during the evaluation year (November 1 – October 31).
- Senior Counsel: The final tier prior to partnership. Associates develop at their own pace and must generally practice at least six years before promotion to Senior Counsel. The minimum hours requirement for Senior Counsel is 1,950 billable and 150 investment hours during the evaluation year (November 1 – October 31).
Is Foley & Lardner the right firm for you?
|
82% |
82% |
82% |
|
were happy in their current role |
agreed the work is interesting |
felt comfortable being themselves at work |
The view from the firm: We take a holistic approach and consider a variety of factors when reviewing candidates for our lateral hiring needs. Consistent with Foley’s Core Values, our people are our most valuable asset and their quality, creativity, and dedication are indispensable to our success. Our inclusive culture puts people at its center, with a focus on hiring people who work hard, support each other, are kind to all, and enjoy learning something new each day.
A smooth and supported onboarding and integration experience is critical to the success of our lateral attorneys at all levels, from established partners to recent law school grads. Foley’s integration program offers consistent onboarding across the firm while providing a platform to create a customized plan for each new attorney. The plan includes introductions to key people, first projects, recommended training modules, and various administrative touchpoints which helps our laterals bond with their practice group and office during their first months at the firm.
Here's what survey respondents had to say about the firm's culture...
“It really is not drinking the Kool-Aid. The associates are really outstanding, I have a lot of respect for my colleagues, and we genuinely get along as a team. This has been the case from the beginning.”
“Foley has a very professional and collaborative culture. Everyone is respectful of each other and try to get the best work out the door without being mean to anyone.”
“Everyone is very genuine and down to earth.”
Diversity, Inclusion & Wellbeing
|
58% |
27% |
25% |
||
|
reported diverse staffing on teams/cases/matters |
of partners are women |
of associates identify as ethnically diverse |
||
The view from the firm: We are dedicated to creating and nurturing a diverse and inclusive work environment by recruiting a full spectrum of attorneys and business professionals and making every effort to retain, support, promote, and create opportunities for all. In service of this goal, we support multiple affinity groups, and mentorship programs, and collaborate with a wide array of external organizations committed to promoting diversity.
Foley’s formal DEI program is guided by our recently updated DEI Strategic Plan, which is driven by an innovative data analytics tool that marries the firm’s human resources and finance data, allowing the firm to accurately assess progress on key diversity metrics. This in-depth analysis is complemented with visualizations that delve into talent retention, utilization, work allocation, and more by diversity demographic categories across the firm. Furthermore, these insights will, in turn, be leveraged through tailored solutions in Foley’s recruitment, development, retention, and promotion efforts, as well as in client relationships. Additionally, in recent years, Foley elected its first ethnically diverse Chairman and Chief Executive Officer, Daljit Doogal who works closely, with the firm’s Chief Diversity Partner and Director of Diversity, Equity, and Inclusion, to ensure that the firm's leadership opportunities and talent systems reflect our commitment to DEI and continue the upward path of the industry's progression.
Pro Bono
|
33.8 |
88% |
|
average pro bono |
agreed the firm is committed to pro bono |
Contact
Learn more about opportunities at the firm
Recruitment contact: For non-partner candidates, contact Renate Gray, Manager of Lateral Recruiting, at RMGray@foley.com.
For partner candidates, contact Laura Lau, Manager of Lateral Partner Recruiting, at LLau@foley.com.