This cool, calm, and collected Cali firm will Sheppard you towards a range of practices, with a strong presence across the West Coast.
Sheppard Mullin Lateral Profile 2024
Although Sheppard Mullin has over a century’s load of history behind it, let’s get one thing straight: it wasn’t just the years of prestige behind its name that attracted budding associates. Rather, it was the firm’s entrepreneurial spirit that drew in its juniors: “When I was looking, I wanted the people to be interesting and collaborative in developing skills.” The firm’s chilled-out feel continued to sway associates, as “they were more relaxed than other firms. There seemed to be less of a hierarchy and a more relaxed office environment around things like wearing casual clothes.” One insider put it simply: “It was such a Cali vibe, I loved 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…
“It was more welcoming and is more collegial than I ever could have imagined. I was welcomed with open arms and quickly given substantive work assignments. Each partner, associate, and staff member that I have met or worked with thus far has been friendly and welcoming, which helped me quickly develop professional and personal connections with each of them”
“How community oriented the firm was. I still believe the firm is as community oriented as I believed it to be when I joined.”
“The transparency from leadership with all associates and staff regarding firm performance and the laid-back office life.”
Career Development & the Path to Partnership
|
18 |
1.1 : 1 |
80% |
||
|
partners made in 2023 |
associate : partner gearing |
of associates intend to make partner |
||
|
78% |
74% |
89% |
||
| 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 our associates with the resources to succeed at every level of their career through practice group and level specific training. We provide a systematic program of professional education, designed to provide knowledge of substantive law and practical suggestions as to day-to-day legal practice. The firm holds multiple annual retreats a year, including level-specific training academies, affinity group retreats, and individual practice group retreats. CLE is offered in a variety of formats including in PLI, CEB, and internally hosted trainings. Our mentoring program allows associates to select a partner mentor to aid career development and enhance their firm experience by promoting communication, encouraging relationships and refining their professional development and business plans. We provide individualized coaching, in areas such as writing, professional and business development skills. Our Career Advisory Program provides confidential counseling for associates interested in going in-house.
Hours & Compensation
|
1,950 |
10.3 |
47 |
|
billable hours |
average number of vacation days associates took in one year |
average number of hours associates worked in one week |
|
62% |
85% |
81% |
| 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
The view from the firm: Associates are expected to bill at least 1950 client-chargeable and credited non-chargeable hours during the firm’s measuring period. Credited hours can include unlimited pro bono hours and up to 75 hours of other activities including, practice group activities, community activities, firm administration, diversity and inclusion, client development, recruiting and continuing legal education. Associates may also receive client-chargeable credit for up to 40 hours of Unplug & Recharge time each measuring period after meeting certain thresholds.
Promotions are determined by an associate’s practice group and the Chief Human Resources Officer, based on associate performance and progression through competencies reflected in the attorney evaluation form and their ability to meet hours expectations. We pay lockstep market bonuses with an opportunity to receive up to 120% of the standard bonus for associates whose hours exceed the minimum billable target. Associates missing the target by 50 hours or fewer may earn a partial bonus. The firm also awards discretionary bonuses for associates for extraordinary contributions.
Is Sheppard Mullin the right firm for you?
|
92% |
94% |
84% |
|
were happy in their current role |
agreed the work is interesting |
felt comfortable being themselves at work |
The view from the firm: While the firm is committed to developing and promoting associates from within, the addition of strong lateral associates is integral to our firm's growth plan. Lateral hiring is intended to diversify and support the growth of our practice groups and industry teams. We seek top tier legal talent that will embrace our firm culture, which emphasizes civility, teamwork, transparency and a commitment to excellent client service. Our ideal candidates are skilled and experienced lawyers who seek a firm with long-term development and career opportunities.
Here's what survey respondents had to say about the firm's culture...
“BigLaw vibes are minimal. Everyone does work hard, but the people at the firm do what they can to alleviate workplace stress rather than add to it.”
“The office environment is relaxed in that I feel like I can be myself and not have to be formal in my interactions.”
“There’s a welcoming and nurturing environment; there are many individuals – both attorneys and staff have long careers at the firm, and this had had a positive impact on the culture.”
Diversity, Inclusion & Wellbeing
|
73% |
28% |
42% |
||
|
reported diverse staffing on teams/cases/matters |
of partners are women |
of associates identify as ethnically diverse |
||
The view from the firm: Our goal is to make the recruiting process as fair, inclusive, and seamless as possible, in hopes of finding the right candidates who will be fulfilled in their roles and complementary to our culture. To that end, the firm provides training on implicit bias before the recruiting season. The firm also uses behavioral interviewing techniques for all summer associate callback interviews. Additionally, the firm uses Suited, a predictive candidate screening platform, to further help us reduce bias in the recruiting process and better understand our applicants.
In 2022, Sheppard Mullin established the Guy N. Halgren Diversity Fellowship for law school students. The inaugural class in 2023 unanimously accepted offers to return for the firm's 2024 Summer Associate Program, illustrating the success of this recruitment initiative.
For retention, the firm has formed a network of groups designed to foster connections through shared characteristics or interests. These groups include: Affinity Groups – Sheppard Mullin affinity groups are attorney-led groups that meet regularly and offer their members an ongoing network of peer support and informal mentoring. Meetings and special events include various activities designed for personal and professional growth, business development, and client relations. Our affinity groups include: Diversity and Inclusion Network for attorneys of color, Out at Sheppard for LGBTQ+ attorneys, the Women Lawyers Group, and Veterans at Sheppard for attorneys and other professionals who are active military, veterans and their families.
Sheppard Mullin Impact Initiative is a cornerstone of the firm’s Corporate Social Responsibility program. This initiative engages all members of the firm in supporting local communities and causes through both financial giving and acts of service. Since its inception, the Impact Initiative has contributed nearly $750,000 in charitable donations and dedicated thousands of hours to community service, focusing on various areas such as advocacy, equity, social justice, legal services, food insecurity, education, homelessness, healthcare, and mental health.
The firm’s Associate Mentoring Program ensures equal access to high-quality work assignments, client contact, and network opportunities. Senior Talent Management and Diversity & Inclusion personnel meet with Practice Group Leaders (PGLs) on a quarterly basis to review utilization and quality of work, address potential performance issues proactively, and identify development opportunities for specific attorneys. Affinity Group Leaders receive monthly hours reports of the associates in their groups and discuss the same with Talent Management at least quarterly. The Diversity & Inclusion Strategic Council (DISC), led by firm Chair Luca Salvi, is responsible for oversight of D&I, and studies historical progress using a data-driven process, establishes metrics, develops related goals, and collaborates with other stakeholders in the firm to implement them. Importantly, the data review process includes an assessment of both billable and nonbillable hour distributions across demographic groups.
Pro Bono
|
37 |
98% |
|
average pro bono |
agreed the firm is committed to pro bono |
Pro bono highlights: ACLU – DC, ACLU – Oregon, A Better Childhood (impact litigation – class action); various Indian advocacy groups, including Americans for Indian Opportunity, Association on American Indian Affairs, Indian Land Tenure Foundation, Indian Law Resource Center, and Indian Land Working Group (impact litigation); immigration client (asylum).
Sustainability & CSR
The view from the firm: Our commitment to sustainability is intertwined with our strong pro bono program. We are proud to advocate for organizations throughout the U.S. that support the environment. We support the non-profit organizations and communities by volunteering to further awareness and clean-up efforts within our communities.
The firm is a member of the Law Firm Sustainability Network (LFSN), a nonprofit organization of global law firms committed to promoting the benefits of environmental sustainability within their firms and throughout the legal industry. Through participation with the LFSN, Sheppard Mullin has supported the global Earth Hour initiative to reduce power consumption and promoted legal industry Earth Day initiatives.
Contact
Learn more about opportunities at the firm
Recruitment contact: See job description for the appropriate recruiting contact or Christina Jurado - Senior Manager, Lateral Recruiting & Integration