Cozen O'Connor - The Inside View

At Cozen O’Connor, there’s no doubt about it, the ‘who’ is more important than the ‘where’. With 29 offices in the US and a further four overseas, the firm’s people-first flexible model is true of each and every one of them: “I really valued the idea of working at a firm where I can relax on the weekends” shared one interviewee. The general consensus too was that it’s a place where associates can get “meaningful experience without being worked to the bone.” Most junior associates were based in Philadelphia, with a large number split between Washington DC and New York. As well as a fair few also sprinkled across Atlanta, Chicago, Seattle and Miami. The firm’s approach has inspired a sense of loyalty among its associate class too. As one put it: “It’s an approach that creates better lawyers and legal work.” There’s no need to simply take our word for it either, the firm currently boasts top rankings in Chambers USA in corporate crime and investigations, state attorneys general, aviation and shipping nationwide. That’s as well as top construction and labor and employment practices in the firm’s home state of Pennsylvania.

Strategy & Future

As managing partner Vince McGuinness highlights, Canada remains a key area of growth for the firm: “2024 was an interesting year for growth, and we saw particular expansion in Canada. We had a goal to be full service there, as we are in other areas in the US, and we were thrilled that we successfully expanded and grew in Canada.” At home in the US, the firm has also continued to focus its efforts on legal representation to the middle market of businesses. As McGuinness adds, this has involved the rollout of a strategic hiring process to recruit lawyers “who focus on AI, both for client development and internal firm operations.” Of course, all of this comes against the backdrop of the firm staying true to the emphasis on work-life balance that has shaped it: “For example, when I go to trial, I tell my family they might not see much of me for a few weeks. But outside of those periods, you should be able to separate yourself from work and enjoy your life. That is what I had as a young lawyer, and I want everyone else to have that experience.”

The Work

The vast majority of associates are housed in the business litigation group, with the rest split between corporate law, global insurance, real estate and IP.  All litigation associates are assigned work from a litigation pool, which allows them to take assignments from all the different commercial litigation practices in their first year. The litigation pool funnels into different practices. As one interviewee explained: “Everyone can take something from each group to see what they are interested in. Therefore, if you like something, there is less of a hard transition. You just keep doing that particular thing.” This mechanism was well received by associates, who told us, "The firm actively encourages you to try new areas and to find people you enjoy working with. Everyone here just wants to get to know you and what you’re interested in.” The work allocation system was described as “similar to a free market but with very close management.” We were told there is a workflow coordinator to whom associates report their hours and work, “when you need work or have too much work you can tell them. It’s a good system which ensures you don’t have too much on your plate.”

“There is an enterprizing quality to the firm which allows more junior people to start their independence early.”

The firm's largest department, business litigation, handles “business disputes of all stripes,” which can include issues from breach of contract to defending a client against the attorney generals. There is also the opportunity to get involved in antitrust and false advertisement work. Juniors can even sit in court with their counsel team, passing notes to suggest objections or responses to them. We were told, “There is an overlap between civil and white-collar enforcement. We also do some litigations with the Federal Trade Commission.” Within the practice group (and the firm more widely), “if you take initiative you will continue to get a lot more responsibility. People are open to you asking if you want to do some independent writing and first drafts. There is an enterprising quality to the firm which allows more junior people to start their independence early.”

Business litigation clients: Bangladesh Bank, American Water Works Company, The Arden Group. Represented 29 foreign investors who were defrauded into investing in a commercial real estate development in Florida through the EB-5 Visa Investment Program.

“I have genuine teachers instead of mentors. Senior associates and partners will talk on the phone to me for 30 minutes to discuss defined concepts and give me the answers I need.”

In the corporate group, the central staffing system allows juniors to jump in on any aspect of the deal process, although as an associate you can choose to accept or decline work. To produce well-rounded corporate associates, the firm ensures all juniors receive thorough training, which was remarked as “the best part of Cozen.” Mentorship in this practice group is reportedly extra strong. One interviewee told us, “I have genuine teachers instead of mentors. Senior associates and partners will talk on the phone to me for 30 minutes to discuss defined concepts and give me the answers I need.” M&A work can encompass “everything from a rocket company to garbage processing,” according to associates. The firm also works with various private equity clients who are investing in different industries. Juniors are assigned typical tasks such as due diligence; however, as one put it, “In my experience, if you ask for more advanced drafting work or anything you have a particular interest in, you will get it.” Therefore, “the option to engage is on us associates, and you have complete agency.”

Corporate clients: FNCB Bancorp, Cascade Capital Group, Genesis Healthcare. Represented a member of the family that founded the retail conglomerate VF Corporation, the owner of brands such as Vans, The North Face and Timberland.

Construction some sources admitted, is a “somewhat niche area which not many Big Law firms have,” which meant Cozen’s Pennsylvania prowess was a big draw for associates. The firm’s clients include national and international general contractors, engineering and design firms, and large-scale builders. “The work can range from large 100 million to billion-dollar projects, right down to material suppliers,” with typical matters including contract disputes and claims on outstanding projects. In terms of responsibility, as it is a smaller group “the responsibility has far exceeded my expectations” commented one interviewee.

Construction clients: Belfor USA Group, WSP, Hitachi Rail. Represented Energy Transfer Partners regarding several pipelines across the USA.

Pro Bono

At Cozen, “everyone is strongly encouraged to commit to at least 20 hours of pro bono work each year; however, associates can take on up to 75 hours.” We were told that you can still go over 75 hours per year, however you need approval if you go over this to count as billable, “which is easy to get if you are on a long-running matter.” There is a pro bono coordinator who sends out work via email, and “lets us know where the opportunities are.” Some associates end up working on one large pro bono matter, some even going all the way to trial. Others may take on more discrete individual cases: “I can go onto the portal and look at certain subject matters, I can then see what work needs to be done and if I have the right skillset to take on the case for the person.” Matterscan include asylum applications, drafting contracts for small businesses, or veterans’ cases.

Pro bono hours

• For all (US) attorneys: 19,011
• Average per (US) attorney: 22

Culture

Running alongside the firm’s notable emphasis on work-life balance, our interviewees were quick to heap praise on the Cozen culture: “It’s a really unique culture, as people want to get to know you in and outside of the workplace. For example, in Philadelphia, we do a practice group dinner with everyone’s significant other.” Other frequent events include lunches with heads of practice groups and shareholders (partners) at Cozen. We also heard of a firm-wide summit which takes place in Florida every four years!

“The people here will do an excellent job of providing excellent advice which isn’t nonsensical.”

As one associate put it: “Many people in the legal industry want to be mentors, but not everyone wants to be a teacher. The people here will do an excellent job of providing excellent advice which isn’t nonsensical. No one excludes you for being a junior and everyone makes sure you get a lot of high-level exposure.” The firm also gives you the date you would be eligible to make member on your day of joining – which interviewees believed was a major contributor to the firm's culture of transparency. To sum it up, one interviewee told us, “I want to give a shoutout to how nice and normal everyone is here.”

Cozen O'Connor is recognized as a Strong Performer for Associate Retention and Career Development in our 2025 survey.

Hours & Compensation

Billable hours: varies by department

The firm was described as “family-focused,” as it allows for attorneys to work flexibly, with most reporting their hours sitting around a cool 8am-5.30pm. Our interviewees were also pleased to mention that weekend work was few and far between, and if it does happen, “there was an advance warning.”  Another benefit was that “there is genuine off-time, as opposed to feeling on call constantly.” The caveat of this is that “Cozen has always advertised itself as having a little lower compensation in return for no expectation to be available 24/7.” Interviewees also didn’t sweat it when it came to the billable hours target: “You’re never forced into an overburdened position or if you can’t hit it.”

Inclusion

The firm’s women’s initiative was generally considered to be “the most visible affinity group.” Cozen’s attitude towards maternity leave was also praised: “I’ve seen people go out and parental leave and get promoted while being away. It’s not dangled over anyone here like a threat.” The firm also has a variety of affinity groups for LGBTQ and POC attorneys.

Get Hired 

The first stage: recruitment on and off campus 

Cozen O’Connor welcomes and encourages direct applications from students who wish to apply to locations where the firm runs a summer program. In addition, the firm participates in OCIs at select schools and interviews at job fairs. Students interested in practicing at any Cozen O'Connor office with a summer program are typically interviewed on a rolling basis. Hiring sources at the firm tell us “we are constantly evaluating the breadth of our recruitment to ensure that we are engaging the best talent for our firm.” 

First round interviews are often conducted by two attorneys from the office to which the student is applying.In the interview, “we seek students who demonstrate sharp analytical thinking skills, leadership characteristics, and curiosity about the career upon which they are embarking.”  The firm is also looking for a demonstrated interest in the firm and a particular market.

Top tips for this stage: “Be prepared. Take time to research the firm and your interviewers.  You should come to the interview with thoughtful questions about the firm.” – hiring sources at the firm. 

Callbacks 

Applicants invited to second stage interview: 144

The format of callback interviews may differ by office, but the firm assures us candidates are given all the details they need ahead of their interview. Interviewers assess candidates on the same criteria as the first round stage, but in much more detail. Hiring sources advise that “a big part of interviewing is listening to what the interviewer says and making appropriate connections to your own background and experiences.” 

Top tips for this stage: “Candidates stand out when they show a strong interest in the firm.”– hiring sources at the firm. 

Summer program 

Offers: 48

Acceptances: 34

Attorneys across the firm can request assistance from a summer associate via an assignment portal. Each office has an assignment coordinator who will get a sense of what summer associates are particularly interested in. “They will make best efforts to assign them work that aligns with their interests,” hiring sources tell us, “but we also believe it is very important that our summer associates are exposed to as many different practice areas and attorneys as possible.” Every summer associate is also assigned two mentors – a partner writing mentor and an associate mentor. There are social events scattered throughout the program and weekly training sessions. The firm says almost all summers return as junior associates (sometimes after completing a judicial clerkship). Associates who wish to focus more on the transactional side may start at the firm in a specific practice area, while those who wish to focus on the litigation side return to the firm’s litigation pool before joining a specific group after approximately one year. 

Top tips for this stage: “When you’re given an opportunity to observe an attorney at court, in a deposition, conduct a client meeting, or participate in a call with the client or opposing counsel, take it!” – hiring sources at the firm. 

And finally.... 

It may seem obvious, but “never ask questions that a cursory review of the firm’s website would have revealed the answers.” The firm sees hundreds of candidates, so “the less times we have to answer ‘tell me about your summer program,’ the better. With those questions out of the way, we can get to know you better and you can get better insight on the firm.”