A big name in BigLaw, sporting that “Midwestern niceness”: Holy moly, you can have it all at Foley!
Foley & Lardner Lateral Profile 2025
Foley is a big name in BigLaw, and it has made its name in four key sectors of focus: energy and infrastructure, healthcare and life sciences, innovative technology and manufacturing. Of course, the ‘where’ is as important as the ‘what’, and Foley’s Midwest HQ was part of the draw: “There is that Midwestern niceness that permeates through the culture of the firm,” one associate told us. In fact, there’s no better illustration of that culture than this pearl of wisdom passed from one associate to another: “It’s a hard job sometimes. The work can be high-stakes and demanding but there’s a lot of reward. So, in choosing a firm, figure out who the people are that you see yourself working a late night with, people you can eat pizza and have a beer with.” It was advice they held onto too, and it was why Foley was ultimately the destination they chose: “I think if you’re going to do the BigLaw thing, this is the place to do it.”
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…
“I chose Foley because it offered me the opportunity to work across the country on a variety of interesting matters while being based in a mid-sized city.”
“I loved the collaborative culture and small-firm feel at Foley while also getting the benefit and access to substantial work on complex deals typical of big national law firms. Foley offers the best of both worlds.”
“As compared to the boutique I worked for prior, the team seemed to be extremely honest and forthcoming about their plan for me as an associate and onward in my career. They also seemed very interested in my long-term success with the firm.”
Career Development & the Path to Partnership
|
17 |
0.81 : 1 |
84% |
||
|
partners made in 2024 |
associate : partner gearing |
of associates intend to make partner |
||
|
60% |
71% |
70% |
||
| 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: 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 ne associate and new promoted partner orientations and the annual senior counsel meetings.
We’re pleased to offer dedicate 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 |
12 |
50.8 |
|
billable hours |
average number of vacation days associates took in one year |
average number of hours associates worked in one week |
|
51% |
63% |
45% |
| 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
*The firm did not disclose salaries beyond this point.
The view from the firm: The firm has a national salary scale across all of our US 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). It contains sufficient flexibility to recognize differences in performance and appropriately award outstanding contributors.
- 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 6 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).
For associates there is a presumption that, to be eligible for year-end bonus compensation, non-flex time associates and senior counsel must work at least 1,950 billable hours (including credited pro bono hours) and 150 investment hours during the evaluation year, and are eligible for presumptive amounts at 2000, 2100, and 2200 billable hours and 150 investment hours. Bonuses are based on the totality of each associate and contributions, up to a maximum bonus of 30% of salary for those in Tier I and 50% salary for those in Tier II and senior counsel.
Is Foley & Lardner the right firm for you?
|
77% |
82% |
77% |
|
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 take a holistic approach and consider a variety of factors when reviewing candidates for our lateral hiring needs (found on the career page of our website). 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.
Here's what survey respondents had to say about the firm's culture...
“I chose Foley & Lardner for the culture and the people. I truly enjoy working with the people that I work with.”
“I felt incredibly comfortable and supported during the interview process; I thought everyone I spoke with was intelligent and genuinely enjoyed their work.”
“The attorneys were thoughtful, bright, and friendly. They put their people first even though the work can be demanding."
Pro Bono
|
42 |
73% |
|
average pro bono |
agreed the firm puts effort towards its commitment to pro bono and social impact activity |
Sustainability & CSR
The view from the firm: We have robust recycle efforts in all of our offices, we support local sourcing efforts to cut back on shipping, transit distances and their environmental impact, and several of our offices have transit subsidies that helps employees with transit costs and make the use of mass transit easier. All of our newly built or renovated offices utilize energy-efficient LED lighting and plumbing fixtures, and our computers, monitors and office equipment continue to use less power and generate less heat. We also seek to implement highlight efficient HVAC systems and advocate for new 100% outside air and energy-recovery systems in the buildings where we lease office space.
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