Something to Holler about: at Holland & Knight you might be surprised at just “how comfortable a BigLaw firm can really be.”
There’s a lot about BigLaw that’s pretty set in stone. To properly meet the criteria, a firm needs to pull in a high revenue and do so via a substantial headcount – check, check. Holland & Knight is one of the USA’s largest law firms, with a headcount of 2,200 and offices from London to Algeria. That scale translates into a wide spectrum of work too, with top-tier Chambers USA rankings in banking & finance, energy & natural resources, tax, and commercial, securities and appellate litigation in Florida, as well as the likes of bankruptcy/restructuring, corporate M&A, environment, healthcare, insurance and real estate in Tennessee.
"...Most people would be pleasantly surprised at how comfortable a BigLaw firm can really be.”
But, as readers will know all too well, the BigLaw world also comes with a reputation for intense working patterns. Yet associates were quick to highlight that the firm bucks the trend. According to one of Holland & Knight’s juniors, “I spoke with a few partners at the office, and it reinforced statements I had heard about it having good culture. Most people would be pleasantly surprised at how comfortable a BigLaw firm can really be.”
Strategy & Future
As one associate put it: “The firm is really on top of AI, which is everything and everywhere in every industry right now.” For instance, “they have invented their own AI software, along with having done a deal/partnership with Microsoft Copilot where all documents are internally protected so we can use it for our work.” Associates also told us that the firm had “done a good job of keeping us privy as they go rather than making decisions and telling us later,” and felt in the loop about top-down decisions.
“A big thing that they see younger associates doing that AI can’t do is business development and bringing new clients to the firm,” one junior added, something consistently referenced as a growing emphasis and skill that the firm invests in developing in younger associates.
Summer Program
During the summer program, candidates described having "a lot of leeway and flexibility" when it came to taking on work assignments across practices. "There's a variety of research tasks you can take on," said one insider, adding, "It's mostly case law research, but sometimes people invite you to attend hearings as well."
Aside from the work, the program is "really focused towards getting to know people socially, so there are a lot of social events!" we heard. As such, it’s a season that has an impact across the levels of the firm: “Particularly when summers are here, there are social events all the time, and everybody in the office is encouraged to attend.”
The Work
Work allocation reflects the firm’s proactive ethos. There is no centralized staffing system; instead, partners assign work directly, and associates are encouraged to reach out if they are looking for additional matters. Some juniors described this as your standard free market system, but “some people describe it as entrepreneurial. It’s a more personal approach,” one associate explained. “You get to know the partners directly rather than being assigned work through a coordinator,” but does require proactivity to put yourself out there. The approach rewards lawyers who are willing to take ownership of their careers. As one insider explained: “I like to put my hat in the ring when something comes up and tell people I’ll do it.”
The bigger departments like real estate, litigation, corporate and financial services take on the most juniors, with offices like Boston, Dallas, Miami, Nashville and New York housing the largest number.
A significant portion of the firm’s work revolves around financial services and bankruptcy, as well as private wealth matters, often involving financial institutions or corporate borrowers. One associate explained that the bankruptcy practice is largely creditor side, meaning the team typically represents clients looking to protect their interests when a debtor files for bankruptcy: “We are usually the creditor filing proof of claim or taking action to protect our client’s interest in the debtor,” they explained, adding that the firm is “very seldom representing the debtor itself.”
“Our practice area is relatively focused, so the work itself is fairly consistent, the variation really comes from the clients.”
On the corporate finance side, associates told us they regularly assisted on loan matters, including syndicated lending between multiple companies: “What I do most is corporate finance,” one junior explained, “these are loans between companies, often syndicated across several lenders.” The group also handles project finance matters tied to infrastructure, including developments such as roads or hospitals. Despite the range of structures involved, insiders noted that the core legal questions can often be similar: “Our practice area is relatively focused, so the work itself is fairly consistent,” one associate told us, “the variation really comes from the clients.”
Junior responsibilities evolve steadily over time: “At the very beginning you might start by reviewing term sheets and agreements,” one source said, “but now I’m doing first drafts of agreements.” On larger matters, juniors may manage closing checklists or prepare the first draft of certain deal documents. Associates emphasized that teams tend to be lean, meaning juniors often see the full lifecycle of a transaction. Interpersonal skills were emphasized as playing an important role in this work. Associates regularly coordinated with other lawyers, counterparties and stakeholders involved in transactions or insolvency proceedings: “You really need to talk with the plaintiffs’ and debtors’ attorneys,” one associate said, “you need to coordinate and investigate.” While technical legal analysis is crucial, insiders emphasized that communication and relationship building are equally important: “You don’t necessarily have to be an extrovert,” the associate added, “but being comfortable working with people definitely helps.”
Financial services & banking clients: Bank of America, Credit Suisse, Wells Fargo Bank. Represented Citibank as agent and lender for financing a publicly traded mobile health services company.
Holland & Knight’s litigation offering spans securities disputes, shareholder litigation, white collar investigations and fiduciary disputes tied to private wealth matters. Some cases stem from shareholder challenges to corporate decision making. One associate explained the typical sequence: “A shareholder might send a letter saying they want to inspect the company’s books and records.” If concerns persist, the dispute can escalate: “Then they file a lawsuit saying the transaction wasn’t good enough and asking whether the directors fulfilled their duties.”
“Investigations are my favorite thing to do, it’s like putting together a puzzle.”
Associates also highlighted white collar investigations (which is housed within the litigation practice) as some of the most engaging work. “Investigations are my favorite thing to do,” they added, “it’s like putting together a puzzle.”
Across the litigation practice, insiders emphasized the level of responsibility juniors receive: “There’s not really anything that only a junior associate gets to work on,” one associate said. Associates generally handle research, drafting memoranda, preparing briefs, attending depositions, and supporting court appearances. The scope of tasks varies depending on the matter. Some disputes involve large discovery exercises and document review, while others focus on complex legal arguments. “It really runs across the board depending on the size of the case,” one source explained.
Litigation clients: Mitubishi, National Collegiate Athletic Association (NCAA), Costco Wholesale. Represented defendants including Mars Petcare US against a class action alleging violations of the California Invasion of Privacy Act (CIPA) for the use of the Meta Pixel on Banfield Pet Hospital’s website, where customers schedule appointments for their pets or order their medication.
Career Development
With partners assigning work directly, the consensus was that the system rewards those who aren’t afraid to “put their hat in the ring.” Sources explained that as a general rule, partners welcome ideas and will implement them into work product, but it “helps to put yourself out there.” Associates liked that they could jump into matters at different stages and shape their own exposure, rather than waiting to be slotted into a predefined track. Formal mentoring exists (associates are typically assigned both an associate and partner mentor), but interviewees framed the real engine of development as hands-on experience and organic relationships.
Associates working in smaller teams described particularly rapid skills growth. In some practices, matters are staffed leanly - sometimes “just me and a partner” - which meant that juniors could find themselves drafting motions, agreements and memoranda early on. As one lawyer put it: “In bigger teams you sometimes have to fight for the good work. Here, you’re doing it right away.” In larger teams, where a more significant portion of junior associates are found, development was a touch more traditional. That said, sources still emphasized early responsibility and partner accessibility.
“…the partners I work with? This was their first firm.”
Beyond technical training (including regular litigation sessions and practice-focused meetings), groups encourage involvement in professional organizations and networking. The idea is to build business development skills early so that, as one associate put it, “developing relationships with clients isn’t a sudden transition” later on. Overall, insiders felt the firm invests with longevity in mind: “People stay here - the partners I work with? This was their first firm.”
Hours & Compensation
Billable hours: 2,000 target
The firm’s billable target sits at 2,000 hours, though associates were careful to explain that the wording is that it’s an “expectation,” not a hard-edged requirement. “They won’t fire you if you don’t hit it,” one lawyer explained, but the trade-off is that falling short means missing out on the bonus. Most insiders felt the target was realistic: “It’s achievable - of course you have to work hard to do it, but that’s to be expected,” one associate added.
Typical days run from around 7.30am to 7pm for the early birds, or 9am to 7pm “and maybe finishing a couple of things at home.” Busy stretches happen, and a litigation associate told us that “there are those days where deadlines all hit at once,” but for the most part people described averaging 40–50 hours a week.
The firm has a three-day-in-office policy which is tracked (but can be flexible when needed). An associate shared that in their experience “if you have issues with coming into the office, you just let your supervisors know and they’re totally fine with it. It’s a very open conversation to have.” We heard that associates can clock in at other offices in the US if they are traveling, which counts as one of their days in the office. In terms of perks and extras, juniors mentioned great snacks and catering for lunchtime meetings. The salary is market matching and increases as you progress. First year salary sits at $225,000, increasing in an associate’s second year to $235,000.
Pro Bono
Pro bono work forms an established part of the firm’s culture, with up to 100 hours counting toward billable requirements. Associates can also exceed this cap with approval. The firm regularly circulates pro bono opportunities through email updates, with emphasis on immigration, veterans’ advocacy and community legal assistance, but associates can also bring their own projects to the firm for consideration. Other initiatives include legal research for nonprofit organizations, assistance with grant applications and community education projects.
One recent matter involved helping a local resident recover surplus funds following a foreclosure sale on her former spouse’s property. Working alongside colleagues, attorneys successfully secured funds more than $23,000 for the client. Interviewees agreed that partners are supportive of pro bono involvement. Each office has a designated pro bono partner who helps coordinate projects and guide associates interested in taking on additional responsibilities.
Pro bono hours
- For all US attorneys: undisclosed
- Average per US attorney: 34
Inclusion
Associates consistently described inclusion as a genuine priority. As one source noted, "The firm has done a very good job of emphasizing inclusion, and it remains a very high priority. The firm has made continued efforts to make everyone feel welcome and included.”
Affinity groups, which the firm calls 'engagement networks', are open to all employees and cover a range of communities, including initiatives for women, LGBTQ+ lawyers, and parents. According to insiders, these programmes help foster open dialogue and encourage different perspectives within the firm.
Culture
“I rolled my eyes reading it on Chambers Associate, but everyone actually is genuinely nice!”
Associates stressed that there is no single mould into which lawyers must fit. The environment is very friendly, with regular associate meetings hosted by each office’s executive partner and social activities varying by office and ranging from Pilates classes to mixers and lunches. “I have good friends from the firm,” one associate shared, “you have to be a team player to thrive here. I rolled my eyes reading it on Chambers Associate, but everyone actually is genuinely nice!” Or, in the words of a laterally hired associate, “previously I was always around the sharpest of elbows, and you don’t have to practice law like that. You can be the best in the city and still be a nice person.”
Get Hired
Student Engagement
Each year, Holland & Knight’s law student outreach efforts extend across the United States. We partner with law schools to strengthen and support our entry-level talent pipeline, and the firm participates in a variety of initiatives designed to advance this goal. Through collaboration with law student organizations and close coordination with career services offices, we host programs and events that allow students to become better acquainted with Holland & Knight.
These initiatives include, but are not limited to, demystifying events where attorneys meet with students in small groups to discuss their career paths, mock interviews, tabling and networking events, and practice-specific presentations. Collectively, these efforts are designed to educate law students about Holland & Knight and provide meaningful insight into what it is like to practice at a large law firm.
Top tips for this stage:
”Our nationwide law student outreach focuses on demystifying the profession and building relationships through hands-on programs that introduce students to our lawyers, our work, and our culture. Our outreach is designed to turn curiosity into clarity by giving students authentic insight into practicing at a large law firm. By combining mentorship, skills-building, and networking, we help students get to know Holland & Knight in a meaningful, practical way.” – professional growth & development partner Missy Turra.
Interviews
As a means of getting to know Holland & Knight, applicants meet with a mix of associates and partners. Interviewers incorporate behavior–based questions to help identify summer associates with “the skills, work ethic, and work style needed to succeed at Holland & Knight.” Those skills include independent thinking, self–confidence, interfacing with clients, and working as part of a team. Interviewers also assess each candidate’s writing sample and may discuss anything on their resume.
Top tips for this stage:
"Be prepared to discuss everything included on your resume. Interviewers use behavioral–based questions and thoughtful discussion of writing samples and experience to ensure candidates are ready for a substantive, authentic conversation. Above all, we value candidates who are curious, engaged, and genuine, and who take the time to reflect on what they seek in a firm and how Holland & Knight aligns with those priorities.” – professional growth & development partner Missy Turra.
Summer program
Offers: undisclosed
Acceptances: undisclosed
Culturally, Holland & Knight places a premium on collaboration across practices and offices. The summer program is designed to bridge the gap between law school and practice, offering a blend of substantive work assignments, pro bono opportunities, client interaction, and professional development. From the outset, summer associates have access to the resources, training, and mentorship needed to deliver best-in-class client service.
Each summer associate is paired with a minimum of two mentors, typically one partner and one associate, who guide them throughout the summer. Mentors are available to answer questions ranging from firm operations and partner work styles to practical advice about daily life in the office. They also help summer associates set and achieve career goals, connect with colleagues, and develop substantive and practical legal skills through direct experience and observation.
Work assignments are designed to further develop analytical and advocacy skills and to strengthen writing abilities. Summer associates receive feedback after each assignment, as well as during mid-summer and end-of-summer reviews. In addition, the Summer Associate Training Program (SATP) focuses on skills training, and summer associates are encouraged to participate in pro bono projects that support individuals who may not otherwise have access to legal services.
“Be authentic and work hard,” the firm advises. “Understand that every email and written communication is another example of your writing sample.”
Notable summer events: Past events have included aquarium events (family friendly), attorney–hosted happy hours, baseball games, boating excursions, bowling, community service projects, cooking classes, designing custom sneakers with an athletic vendor, escape the room, farm day picnics, golf excursions, historical city tours, mixology classes, museum tours, mozzarella–making classes, paint classes, partner–hosted gatherings, pickleball tournaments, pizza–making classes, sporting event outings, trivia nights, and wine tastings. These events are designed to help summer associates get to know our attorneys and experience the firm’s culture firsthand.
Top tips for this stage:
“We encourage summer associates to approach every assignment with care and precision, treating each task as a final work product. Success also requires proactivity, clear and timely communication, a positive and professional attitude, and a willingness to ask questions to understand how individual tasks fit into the broader matter. Building strong relationships across the firm while staying engaged, reliable, and thoughtful goes a long way in making the most of the summer experience.” – professional growth & development partner Missy Turra.
And finally...
Offer decisions are made by considering a summer associate’s practice area interests combined with the firm’s business needs.
Holland & Knight LLP
Firm profile
We believe a broad range of perspectives is essential to deliver innovative thinking and unique solutions for our clients, and we foster an environment that supports this approach.
To learn more about Holland & Knight, please visit www.hklaw.com.
2L summer candidates interested in applying to our summer program must complete the following online application: https://lawcruit.micronapps.com/sup/ApplicationForm.aspx?lawfirm=17&id=2
Holland & Knight seeks students of substance with superior academics, leadership skills, involvement in extracurricular activities and demonstrated commitment to their communities. We look for candidates who have the desire and ethical foundation to be significant lawyers in the firm, in the profession and in the community. We have been very successful in hiring students who meet these criteria, and as a result, our firm as a whole reflects these characteristics.
Summer Program Overview
Culturally, Holland & Knight places a premium on collaboration across practices and offices. The summer program is designed to bridge the gap between law school and practice, offering a blend of substantive work assignments, pro bono opportunities, client interaction, and professional development. From the outset, summer associates have access to the resources, training, and mentorship needed to deliver best-in-class client service.
Each summer associate is paired with a minimum of two mentors, typically one partner and one associate, who guide them throughout the summer. Mentors are available to answer questions ranging from firm operations and partner work styles to practical advice about daily life in the office. They also help summer associates set and achieve career goals, connect with colleagues, and develop substantive and practical legal skills through direct experience and observation.
Work assignments are designed to further develop analytical and advocacy skills and to strengthen writing abilities. Summer associates receive feedback after each assignment, as well as during mid-summer and end-of-summer reviews. In addition, the Summer Associate Training Program (SATP) focuses on skills training, and summer associates are encouraged to participate in pro bono projects that support individuals who may not otherwise have access to legal services.
At Holland & Knight, we take the most pride in our people. Throughout the summer, associates have numerous opportunities to build relationships with attorneys through planned social events. Past events have included aquarium events (family friendly), attorney hosted happy hours, baseball games, boating excursions, bowling, community service projects, cooking classes, designing custom sneakers with an athletic vendor, escape the room, farm day picnics, golf excursions, historical city tours, mixology classes, museum tours, mozzarella making classes, paint classes, partner hosted gatherings, pickleball tournaments, pizza making classes, sporting event outings, trivia nights, and wine tastings. These events are designed to help summer associates get to know our attorneys and experience the firm’s culture firsthand.
Social media
Facebook: https://www.facebook.com/HollandKnightLLP/
Instagram: https://www.instagram.com/hollandknightlaw/?hl=en
Linkedin: https://www.linkedin.com/company/holland-knight-llp/
X: https://x.com/Holland_Knight?lang=en
This Firm's Rankings in
USA Guide, 2026
Ranked Departments
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Alabama
- Bankruptcy/Restructuring (Band 2)
- Healthcare (Band 2)
- Litigation: General Commercial (Band 3)
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California
- Banking & Finance (Band 3)
- Environment (Band 2)
- Healthcare (Band 5)
- Labor & Employment: Highly Regarded (Band 2)
- Real Estate: Zoning/Land Use (Band 1)
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California: Southern
- Real Estate (Band 2)
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Colorado
- Energy & Natural Resources (Band 3)
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Connecticut
- Corporate/M&A (Band 2)
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District of Columbia
- Construction (Band 2)
- Environment (Band 4)
- Real Estate (Band 1)
- Tax (Band 5)
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Florida
- Antitrust (Band 2)
- Banking & Finance (Band 1)
- Construction (Band 2)
- Energy & Natural Resources (Band 1)
- Environment (Band 3)
- Healthcare (Band 2)
- Litigation: Appellate (Band 2)
- Litigation: General Commercial: The Elite (Band 1)
- Litigation: White-Collar Crime & Government Investigations (Band 2)
- Media & Entertainment (Band 2)
- Public Finance (Band 2)
- Tax (Band 1)
- Tax: State & Local (Band 2)
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Florida: North & Central
- Corporate/M&A & Private Equity (Band 1)
- Real Estate (Band 1)
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Florida: South
- Corporate/M&A & Private Equity (Band 1)
- Real Estate (Band 2)
- Real Estate: Zoning/Land Use (Band 1)
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Georgia
- Banking & Finance (Band 3)
- Corporate/M&A (Band 3)
- Energy & Natural Resources (Band 2)
- Healthcare (Band 3)
- Labor & Employment (Band 5)
- Litigation: General Commercial (Band 3)
- Technology & Outsourcing (Band 2)
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Illinois
- Banking & Finance (Band 4)
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Massachusetts
- Bankruptcy/Restructuring (Band 3)
- Construction (Band 2)
- Environment (Band 2)
- Healthcare (Band 3)
- Labor & Employment (Band 5)
- Litigation: General Commercial (Band 2)
- Real Estate (Band 3)
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New York
- Construction (Band 3)
- Healthcare (Band 3)
- Labor & Employment: Highly Regarded (Band 2)
- Public Finance (Band 3)
- Real Estate: Mainly Dirt (Band 4)
- Real Estate: Zoning/Land Use (Band 3)
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North Carolina
- Banking & Finance (Band 3)
- Real Estate: Finance (Band 2)
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North Carolina: Charlotte & Surrounds
- Corporate/M&A (Band 3)
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Oregon
- Litigation: General Commercial (Band 1)
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Pennsylvania
- Labor & Employment (Band 4)
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Pennsylvania: Philadelphia & Surrounds
- Corporate/M&A & Private Equity (Band 4)
- Litigation: General Commercial (Band 4)
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Tennessee
- Banking & Finance (Band 1)
- Bankruptcy/Restructuring (Band 1)
- Construction (Band 1)
- Corporate/M&A (Band 1)
- Environment (Band 2)
- Healthcare (Band 1)
- Immigration (Band 2)
- Insurance (Band 1)
- Intellectual Property (Band 2)
- Labor & Employment (Band 1)
- Litigation: General Commercial (Band 1)
- Litigation: White-Collar Crime & Government Investigations (Band 2)
- Media & Entertainment (Band 2)
- Real Estate (Band 1)
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Texas
- Antitrust (Band 3)
- Banking & Finance (Band 4)
- Bankruptcy/Restructuring (Band 4)
- Corporate/M&A: The Elite (Band 4)
- Environment (Band 3)
- Healthcare (Band 4)
- Intellectual Property (Band 4)
- Labor & Employment (Band 4)
- Litigation: White-Collar Crime & Government Investigations (Band 2)
- Real Estate (Band 1)
- Tax (Band 3)
- Tax: Litigation (Band 1)
- Tax: State & Local (Band 1)
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Texas: Dallas, Fort Worth & Surrounds
- Litigation: General Commercial (Band 4)
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USA - Nationwide
- Banking & Finance (Band 5)
- Construction (Band 2)
- Corporate/M&A: Highly Regarded (Band 4)
- Energy Transition (Band 2)
- Energy: Oil & Gas (Transactional) (Band 4)
- Environment (Band 3)
- ERISA Litigation (Band 4)
- Food & Beverages: Alcohol (Band 2)
- Government Contracts: The Elite (Band 3)
- Government Relations: Federal (Band 2)
- Healthcare: The Elite (Band 3)
- Higher Education (Band 2)
- International Trade: CFIUS Experts (Band 4)
- International Trade: Export Controls & Economic Sanctions: Highly Regarded (Band 2)
- Leisure & Hospitality (Band 3)
- Litigation: General Commercial: Highly Regarded (Band 3)
- Native American Law (Band 2)
- Occupational Safety and Health (Band 3)
- Offshore Energy (Band 1)
- Oil & Gas Litigation (Band 2)
- Political Law (Band 3)
- Privacy & Data Security: Healthcare (Band 3)
- Privacy & Data Security: Highly Regarded (Band 2)
- Privacy & Data Security: Litigation (Band 2)
- Real Estate (Band 3)
- Retail (Band 3)
- Sports Law (Band 4)
- Startups & Emerging Companies (Band 5)
- Tax: Controversy (Band 4)
- Transportation: Aviation: Finance (Band 2)
- Transportation: Aviation: Litigation (Band 2)
- Transportation: Aviation: Regulatory (Band 2)
- Transportation: Aviation: Transactional (Band 2)
- Transportation: NTSB Specialists (Band 1)
- Transportation: Rail (for Railroads) (Band 3)
- Transportation: Road (Automotive) (Band 3)
- Transportation: Road (Carriage/Logistics) (Band 1)
- Transportation: Shipping/Maritime: Finance (Band 2)
- Transportation: Shipping/Maritime: Litigation (New York) (Band 2)
- Transportation: Shipping/Maritime: Regulatory (Band 2)
- Venture Capital: Fund Formation (Band 2)
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Virginia
- Litigation: White-Collar Crime & Government Investigations (Band 2)
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Virginia: Northern
- Corporate/M&A (Band 1)
- Real Estate (Band 2)
- Real Estate: Zoning/Land Use (Band 2)
More from Holland & Knight:
- Careers at Holland & Knight
- Read about the Summer associate program
- Follow the firm on LinkedIn, Facebook, Instagram, and X.