King & Spalding LLP - The Inside View

As you would expect of the crown of Atlanta, associates at King & Spalding were keen to tell us how the firm’s work was “above the rest” in its chosen kingdom. “I looked at rankings in the Atlanta area, and King & Spalding was considered best, so I was naturally drawn in,” one told us. Indeed, in Georgia, K&S boasts top-tier Chambers USA rankings for its antitrust, banking & finance, bankruptcy/restructuring, corporate/M&A, environment, healthcare, general commercial & securities litigation, white-collar crime & government investigations, and real estate practices.

But the K&S walls extend far beyond the Peach State. The firm has 14 offices stateside and further Chambers USA praise nationwide for its litigation practice, with strength in areas like government contracts and government relations. And, as another pointed out, with this kind of reputation comes big-name clients: “I heard that the firm worked with clients like Coca-Cola and Equifax, big companies in the area.”

The majority of junior associates are based at the firm’s Atlanta HQ, but a large chunk can be found in New York and DC. The rest are split between offices in Chicago, San Francisco, Houston, and Silicon Valley. The Austin, Charlotte, Denver, Los Angeles, Miami, and Northern Virginia offices hire juniors, too. Regardless of where associates were located, one thing rang true among our interviewees: “I wanted this firm because of the vibes of the people; I liked the southern vibe.”

Strategy & Future

“This group is our unique edge as a firm…”

“Our strategy is to continue the long-term approach to do complex, high-value work that offers opportunities to our lawyers and enables us to grow in scale and revenue, in a profitable way,” Wade Coriell, a partner in the Policy Committee, explains. According to Coriell, “We’ve invested more in areas where we are strong,” in particular, energy and life sciences. Within its energy practice, the firm has seen new expansion into the hydrogen energy space, with the lateral hire of Dan Feldman, a hydrogen energy trailblazer, back in 2023. Another continuation from last year was the firm's investment in its global human capital and compliance group. “We have expanded and have lawyers in Chicago, California, Europe, and London,” Coriell tells us. Why the investment in this area? “This group is one of our unique edges as a firm,” Coriell adds; “It is not just a case of being reactive, instead, we have a strategy for our globalized clients, and the global human capital and compliance partners have been at the cutting edge of that counsel for clients.”

Read more from Wade Coriell under the 'Get Hired' tab

The Work

Change is afoot at K&S. The firm recently changed its practice structure from three main groups (corporate, finance & investments; government matters; and trial & global disputes) to eight, including business litigation; corporate; finance & restructuring; government matters & regulation; international disputes; product liability & mass torts; real estate & funds; and special matters & government investigations. At the time of our interviews, associates were still under the three-practice structure.

The work allocation process is specific to each group. For example, government matters associates must fill out a form once a week to indicate their availability for work. But don’t be fooled, “you can walk down the hall, and a partner will approach you to see if you can work on something.” Trial and global dispute associates start by getting work from coordinators, but “organically build channels and bypass straight to the partner.” One associate warned that “you need to make natural connections to not feel stressed out at the beginning.” Corporate associates agreed that organic connections are key but “the staffing partner is there if you need assignments.”

The trial and global disputes group is “informally split between business and tort litigation.” On the tort side, the work centers on high-exposure risk litigation such as NDLs and class actions. On the other side of the coin, the business work covers securities and commercially focused litigation. The firm is also recognized by Chambers USA for its product liability work alongside an accredited food and beverages practice. According to sources: “Everyone is kind of in the group and can do both sides, which is nice because you can work on the different types of matters.” Associates are said to have major and minor work to allow for more of a mix. Day-to-day life of course “includes tedious things like drafting discovery documents, document review and taking notes in meetings,” but there are opportunities to juggle more, such as writing briefs and correspondence for clients and opposing counsel. “I have even built oral arguments which I never predicted for a second-year associate!” one commercial newbie added. Big Apple associates noted the commercial strength in the city: “We have high-stakes lawyers, and our presence has grown, particularly in international arbitration.”

Disputes clients: Delta Air, The Home Depot and Capital One. The firm represented Novant Health who were sued in five class actions regarding safeguarding failure of personal and health information from the use of Meta tracking pixels on their website.

The corporate, finance & investments (CFI) group housed the majority of the associates on our list. It is split into sub teams in finance and restructuring, real estate finance, project finance, corporate, funds, tax and executive compensation. On the finance side of things, the group covers both the borrower and lender side, so newbies can expect to be involved in both. “The work you do is heavily driven by what your partner does” one associate told us, which means the day-to-day in finance could include drafting credit agreements alongside doing signature pages and drafting ancillary documents. “The combination of the two types of work has accelerated my progression” confirmed one associate.

Corporate and finance clients: Equifax, Blackstone Credit and J.P. Morgan Chase. The firm represented Barclays in its role as an administration agent and a lender with IRB Holding on their incremental loan facility.

Government matters is made up of areas like data privacy and security, FDA, life sciences, pharmaceutical, health and safety, international trade, environment (pause for breath), healthcare, white-collar investigations, antitrust, and government advocacy and special matters. Those in the latter found that “there are often merger filings as well as answering government questions.” Typical work in this group centers around internal investigations for companies, Department of Justice and general regulatory work. “I have written advocacy to a government agency for internal investigations and have been a part of the review protocol,” noted one interviewee. Another highlighted: “I have done a lot of factual investigations with a bit of witness work.” Some even admitted to some international travel... bon voyage!

Government matters clients: Padron Cigars, USA Swimming and Puerto Rico Electric Power Authority (PREPA). The firm represented Adventist HealthCare regarding federal funding of around $650 million for the construction of Howard University Hospital.

Pro Bono

“Everybody does pro bono!” one associate was quick to point out; “there are too many options, and it is too easy to get involved, so there is an unspoken rule that everyone is expected to do it.” So, what can you get involved in? Immigration work in particular was an area of focus: “There are so many programmes where you can get involved, each with minimal commitment levels, or you can support a whole process.” Other pro bono matters include domestic violence, child advocacy, criminal justice and environmental law cases. As one associate summarized: “The work is rewarding and incredibly fulfilling, I wish I could do more!”

The firm allows associates to bill 100 hours of pro bono work, described by our interviewees as “very generous.” In the circumstance that an associate goes over this (“I have ended up with a lot of extra work at one time”), they require approval from higher up, though the current crop described this as highly likely. The firm's pro bono partner Josh Toll was praised highly by the junior cohort. As one source put it: “He is really easy to talk to about ideas.”

Pro bono hours

• For all US attorneys: 50,325
• Average per US attorney: 48.1

Hours & Compensation

Billable hours: 1,950 target for bonus

Officially, associates should aim to hit 1,950 hours to get their lockstep bonus. However, we heard that the general expectation is for associates to be hitting 2,000. Juniors did note that first-years get more leeway with their time: “It is more lenient as a first-year, because getting work is less organic and you are working on your professional development.” Instead, first-years often look to make up their hours target with pro bono. One sticking point among the current crop of associates was that “business development work is not put towards our billable target, whereas my friends at other firms are able to include it.”

Hours, associates told us, differ per location: “My understanding is that Atlanta associates are always ahead of the billable average compared to other associates.” Sources linked this to the fact that Atlanta is the firm’s HQ and biggest office. On average, associates described working between eight and 14 hours in the busiest periods. Most agreed when it came to the firm’s efforts to maintain a healthy work-life balance: “People have pushed me to take time off that I have.” Interviewees all agreed the salary is fair for associates, although some flagged that the firm was “very slow to match the market.” Some sources were concerned about the bonus payment being later than other firms in market too, as one noted: “This is something that should change.”

Culture

“…they are interested in my well-being, which normally slips through the cracks in Big Law.”

“King & Spalding has that southern charm going on!” one associate chimed. What does this mean in a law firm setting? As this interviewee saw it: “The people I work with would be my friends in the outside world. People are supportive and want to help you grow.” Another explained that “when I am in the office, I stop by other people’s offices, chat with senior associates and counsel. We grab coffee and lunch and sit with each other. I really feel like they are interested in my well-being, which normally slips through the cracks in Big Law.”

This close-knit culture flows through to social events at the firm. In Atlanta in particular, “there is an intense feeling of building a community.” This came via happy hours with talks, coffee breaks every week and there was a mention of a Friday drinks trolley! A martini for us, please. That being said, we heard the smaller offices outside Atlanta felt like the social life is more shaken than stirred since COVID. “It is difficult to do networking alongside the billable work and sometimes the happy hours have low attendance, but they are slowly improving this” raised one East Coast associate. Another factor affecting this is the hybrid work policy: “Smaller offices have less enforcement, so sometimes it feels empty.”

Career Development

“It is great to see the money on the table for our development...”

A large part of the firm’s investment in junior associate development is through the ‘ABCD’s of Development’ programme. The A stands for ‘Advance at K&S’, which provides associates funds to attend conferences, Bar association events, career coaching and even to learn a new language. The B stands for 'build', where attorneys are encouraged to take on community service projects and pro bono representation. The C is ‘connect’, which provides funds for an associate to visit a K&S office and understand the culture and to cultivate relationships in new jurisdictions. Finally, the D stands for ‘development’, where each associate is paired with a partner mentor. When we asked sources how they utilized this, most praised the 'connect' portion: “It is great to see the money on the table for our development so we can network.” The Advance network is said to be used locally and internationally too, so associates praised the firm for bringing it worldwide.

In terms of partnership, associates noted a lack of transparency around the topic: “I only understand what it takes through word of mouth and asking associates what to expect,” explained one source. For another: “It took a while for me to realize that I had to ask people for the information; it felt a little bit like a secret.” It was confirmed by those eager to climb the ladder that associates become eligible in their seventh year, at which point they can be nominated by their practice group for promotion to partner or counsel. Interviewees stated they would like more transparency around how expectations around things like hours affect the path to partnership. For those who have spoken to seniors at the firm, “the key message for partnership is to develop your skills and build client contacts.”

Diversity, Equity & Inclusion

Associates at K&S praised the firm’s efforts in promoting a diverse and inclusive environment. One of the things noted was female representation: “We have a lot more female partners and associates than most firms.” Of course, the ultimate aim is for better representation for diverse attorneys across the board. “When I look around, I do not see many people of color at the partner or associate level,” highlighted an Atlantan attorney. However, the firm was said to be making an effort through its 26 affinity groups and the biannual diversity retreat, where K&S flies people out from the offices and gets them together for talks and networking across offices. Interviewees also highlighted the Diversity Mentorship Program, which pairs a mid-level associate with a partner mentor for “guidance and support.”

Get Hired 

OCIs 

K&S holds OCIs at over 40 law schools across the country, and participates in a number of job fairs and resume drops. The firm meets between 20 and 100 students at each campus, depending on the size of the school. Interviews are typically conducted by two attorneys (ideally at least one partner, and an alumnus if applicable). “We don’t want to over hire here. Instead, we focus on an individual's intellectual power and how they will fit into our culture. We ask questions which focus on the candidate’s experience and specific practice interest and how their law school experience supports this. We are looking for lawyers who are authentic and thrive in a collaborative environment,” stated Amy Peters, one of the firms’ US recruiting partners. 

In addition to a rigorous schedule of on-campus interviews and job fairs during the summer recruitment season, King & Spalding accepts direct applications on a rolling basis throughout the school year, in a bid to meet talent where they are, when they are ready. 

Top tips for this stage: 

"Be your authentic self. Do your research and know who you are meeting to show a high level of interest." – Recruiting partner Amy Peters. 

Callbacks 

Successful interviewees are invited back for a session that generally consists of four to five interviews and either a lunch or a reception afterwards. Since COVID has moved into the rearview, “we encourage people to interview in person. … there is nothing better than coming into the office and meeting people.” confirmed Peters. What does this mean for candidates? “We want to curate a candidate experience to highlight our strong interest in them. This is why, after offers are extended, we typically invite candidates to dinner to secure the yes.” 

Peters tells us that “The questions are similar to the OCI, except this time, we will dive deeper into candidates’ practice group interest.” This is the time for candidates to really show off, as “we want to see relevant experience come out. We expect candidates to tell a story.” At this stage, the recruiting lawyers are looking for practical skills and a genuine and well-articulated interest in King & Spalding. 

Top tips for this stage: 

"Candidates should come prepared with questions about the firm. As we shift from the OCIs to callbacks, the questions should be thoughtful."— Recruiting partner, Amy Peters. 

Summer Program 

Summer associates indicate their practice area preferences before the summer and are then assigned a variety of work across their chosen areas. “Because we don’t over hire, we make the summer experience as curated as possible. We fully expect to give offers at the end, so we get summers staffed on high profile matters to showcase what we do. We have dedicated summer staffing partners too, who support summers alongside allocated mentors who act as a liaison and help integrate them into the firm” explains Peters. And good news, over the last couple of years, King & Spalding has given 100% offers to their summers! 

A unique factor of the King & Spalding summer program is ”Connect K&S.” Peters told us “This program allows our summers to visit other offices and network with attorneys. We’ve received really positive feedback.” In fact, 90-100% of participants snap up this opportunity every year! 

Top tips for this stage: 

“I encourage summers to seek feedback constantly. When you complete an assignment, reach out and ask what you could have done better. You will look pro-active, not just as a summer but as a future associate too.”- Recruiting partner Amy Peters. 

Interview with partner Wade Coriell

Commercial strategy, market position and trends 

Chambers Associate: How would you define your firm’s current position and identity in the legal market? What differentiates your firm from your peer firms in the market?  

Wade Coriell: In terms of our current position, we are unique in the market because we are one of only a handful of firms with a strong footprint that is doing high value and high profile work throughout the United States and globally. We have a balance of practices that is different from those around us. Most firms have a big corporate practice with litigation as an afterthought. However, for us, litigation, regulation, and government investigations (known here as Special Matters) historically make up a large proportion of our revenue, alongside our strong transactional offerings.  

CA: Have there been any developments at the firm over the past year that you’d like law students to know about?  

Coriell: In 2023, we announced an office in Riyadh, Saudi Arabia. We have had a presence there for over 17 years, but over the last couple of years, legislation has changed about how foreign law firms can operate. Another development in 2023 was in the energy space. King & Spalding is one of the most well-known firms for ESG and new energy. A big part of this has been our work in the hydrogen space. Dan Feldman, a top hydrogen energy attorney, joined the firm in early 2023, which is a sign of the significant growth in our energy work at the firm. We recently opened our Miami office which provides a lively hub for international disputes work in Latin America, as well as other litigation and transactional work.

CA: Are there any domestic or international events/trendsthat are affecting any of the firm’s practices at the moment? Are there any trends that you think are affecting the business of law firms more generally, and how is that playing out with your firm? 

Coriell: In terms of the wider market, the energy transition has been a big move. As we see the winding up of old energy work, there are opportunities for new energy work in the space. We also have had to adapt by looking at AI and how this is something that can not only help our clients, but support us in the work we do internally.  

CA: What is your firm’s commercial strategy focusing on, and how do you expect the next year to unfold? 

Coriell: Our strategy is to continue the long-term approach to do complex, high-value work that offers opportunities to our lawyers and enables us to grow in scale and revenue, in a profitable way. We’ve invested more in areas where we are strong. We continue to have dual success with our strong energy and life science practices whilst promoting a connected and collaborative culture, rather than growing via a merger. We will continue our lateral associate hiring, in addition to hiring through summer programs. 

CA: Last year, we spoke about the investment into the Global Human Capital and Compliance team. Do you have any comments on this? 

Coriell: The global compliance practice is definitely still a strategic growth area. We have expanded and have lawyers in Chicago, California, Europe, and London. This group is one of our unique edge as a firm. It is not just a case of being reactive, instead, we have a strategy for our globalized clients, and the global human capital and compliance partners have been at the cutting edge of that counsel for clients. 

CA: What’s the firm’s approach to bolstering diversity, equity, and inclusion?  

Coriell: We invest in finding and nurturing top talent who will thrive in our diverse firm.  We support all our lawyers, including diverse and women lawyers, with numerous programs and resources.  As an example, we recently assigned 70 new mentoring pairs through a mentorship program, which is a critical tool. Expectations include meeting regularly and offering ideas for initiatives to get involved in and make connections (both in work and socially). We aim to make it a natural part of the business through staffing cases, giving out feedback and going to conferences, so the firm naturally fosters diversity and inclusion at a cultural level. 

The Fun Bit 

CA: Is there any advice you’d give to your younger self starting out your career? 

Coriell: I think being open to different types of work experiences, work styles, and areas. You must seek them as quickly as possible to meet a variety of people and be a part of broader matters. It will help you find who you are and give you the sense of general knowledge of the practice and market, making you a good business developer.  

CA: The hours in BigLaw can be punishing. How do you unwind at the end of a long day/week? 

Coriell: It was a lot harder than when I was younger, the technology is more expansive so the phone is always blinking! It has to be a conscious decision to switch off. I work internationally and all my work is across all different time zones, so I can always be on a call, but I think it’s a conscious decision to leave my phone, go for a walk or go to dinner etc. It is down to you to create that time. I will say, having the phone and text messages buzzing while you’re sleeping so you can jump up and respond, looking at that LED light, is a big mistake. You should get your rest minimum! Put it on silent and away from the bed so you can rest.