Associates at this global go-getter are full of Love-lls for its cross-border regulatory, litigation, and corporate offerings.
Hogan Lovells Lateral Profile 2025
Juniors were drawn to the firm because they “really liked the vibe of the people,” relishing the access to “all the great opportunities that come with being at a top BigLaw firm without that crazy pressure and all the dog-eat-dog stuff you get at other firms.” This wholesome reputation in conjunction with the firm’s top-tier work and pro bono opportunities left our juniors head over heels, with one sharing that they knew it’d be a perfect match from the beginning. “I heard through the grapevine that this was one of the better BigLaw firms in terms of culture and not feeling like you’re just a cog in a machine trying to make everything work,” they confessed. As another insider put it: “Hogan Lovells checked all the boxes for a holistic approach to associate life, providing opportunities unique to the firm as well as the fundamentals.”
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 to join Hogan Lovells because of the firm’s reputation for supporting pro bono work and community involvement, as well as representing clients in large-scale real estate transactions that interested me.”
“I chose Hogan Lovells because of the genuineness of the firm, its welcoming but challenging environment, and the friendliness of its attorneys and staff. I feel like my personal and professional development is prioritized by the firm.”
“The people were caring and personable, and I knew I’d get to work on high-caliber matters while also maintaining a life outside of work.”
Strategic Recruitment Focuses 2025
Careers at Hogan Lovells
The view from the firm: We continue to deepen and broaden our strengths in our 15 sectors including automotive and mobility, energy, financial institutions, life sciences and health care, and technology.
Washington DC is one of our global hubs and we continue to support and invest in this key market. We are also focused on investing further in our other US strategic markets, which include New York, California, and Texas in the US, as well as Asia.
We are expanding into areas of increased client need, such as digitalization including artificial intelligence (AI) and the future of energy.
International & Secondment Opportunities
Common secondment destinations: Amsterdam, London, Munich, Paris and Singapore.
Client secondment examples: The firm supports client secondments as opportunities arise, with previous examples including Amazon and Google.
Overseas career development opportunities (view from the firm): HL Passport is our international secondment program for senior associates and associates. Now in its fourth year, approximately 12-15 lawyers will be selected for secondment to another Hogan Lovells office for up to three months. HL Passport is an opportunity for secondees to experience another jurisdiction, to expand their network and gain valuable insights, as well as build relationships with clients and colleagues across borders – all while fostering greater collaboration at our firm.
Career Development & the Path to Partnership
|
13 |
undisclosed |
61%
|
||
|
partners made in 2024 |
associate : partner gearing |
of associates intend to make partner |
||
|
51% |
39% |
51% |
||
| 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: The Hogan Lovells Global Lawyer Development Framework guides associate training, professional development, feedback, coaching and mentoring. The firm’s HL Learn function provides training opportunities to firm lawyers at all levels. The curriculum covers substantive areas of law, core legal skills, teamwork and leadership skills, and a wide range of other topics of value to legal practitioners. More detail on our extensive development programming is available on our website.
All new associates are paired with an integration advisor to show them the ropes. All associates can also find mentors through “Spot Mentoring”, a program for associates to access right-time and right-place, topic-specific mentoring.
Hogan Lovells is committed to a feedback-based culture. Our global feedback process, HL Dialogue, has two elements: real-time continuous feedback and the annual Dialogue. HL Dialogue is an opportunity to reflect on achievements, get feedback on strengths and areas for development, and set goals for the upcoming year. New joiners participate in a mini-Dialogue, after six months with the firm.
Hours & Compensation
|
2,000 |
13 |
49 |
|
billable hours |
average number of vacation days associates took in one year |
average number of hours associates worked in one week |
|
46% |
64% |
58% |
| 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 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: US associate compensation is lockstep based on class year. Full-time associates are expected to bill 2,000 hours, which can include a mix of approved billable and non-billable time. Associates on reduced schedules have applicable prorated expectations and compensation.
Is Hogan Lovells the right firm for you?
|
71% |
87% |
59% |
|
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: As a firm, we continue to expand into strategic markets and practices, and our success in recent years enables us to attract top lawyer talent in the markets and practices that matter most to our clients. Lateral and entry-level hiring is driven at the practice group and office level, and candidates who demonstrate intellectual distinction, strong leadership and communication skills, excellent judgment and willingness to contribute and participate in the firm’s high performing, ambitious and supportive culture, are most successful.
Here's what survey respondents had to say about the firm's culture...
“The personalities of the people I spoke with during the recruiting process were more genuine and approachable than that of other firms, and it seemed like all of the things the firm advertised like commitment to pro bono and a supportive and enjoyable firm atmosphere were true.”
“I chose Hogan because the people were caring and personable, and I knew I’d get to work on high caliber matters while also maintaining a life outside of work.”
Pro Bono
|
100 |
76% |
|
average pro bono |
agreed the firm puts effort towards its commitment to pro bono and social impact activity |
Pro bono highlights: Secured a $12 million settlement in Los Angeles County Superior Court on behalf of vulnerable homeowners who fell victim to a predatory lending scheme that left many mired in debt and facing foreclosure; Assists the National Veterans Legal Services Program in helping veterans to secure critical benefits; works with the DC Volunteer Lawyers Project to provide legal support to survivors of domestic abuse and victims of crime.
Sustainability & CSR
The view from the firm: At Hogan Lovells, we recognize the changing climate and commit to taking actions to mitigate and minimize our impact. Being a sustainable business means delivering an excellent service to our clients without compromising the ability of future generations to meet their own needs and we are working to embed sustainability into everything we do through collaboration, innovation, and governance.
Hogan Lovells has set SBTi (Science Based Target initiative) approved targets of a near term 90% reduction in scope 1 and scope 2 (market) emissions by 2030, and long term Net Zero emissions reduction target for 2050.
The firm has also made a commitment to minimizing the impact of emissions (scope 1, 2 and selected scope 3 travel emissions) whilst working towards these targets. Our approach is to purchase carbon credits most appropriate to the source of emissions and to maximize positive impact on other aspects of sustainability, including supporting those adversely affected by climate change or the transition to a low carbon economy.
Contact
Learn more about opportunities at the firm
Recruitment contact: Suzanne Hudgens, Regional Lateral Associate Recruitment Manager, DC Region