McDermott Will & Schulte - The Inside View

Hitting the sweet spot isn’t easy, but from conversations with associates it instantly became apparent this is precisely what McDermott strives for: “It wants to be a market leader, but also make our lives easier,” juniors praised. In the BigLaw landscape, the firm is almost synonymous for its healthcare and private capital expertise, and much more. Take it from our sister guide Chambers USA where it’s recognized as a domestic leader across healthcare and related privacy & data security matters, hedgefunds, investment funds (regulatory & compliance), toxic torts product liability, and outsourcing. At home in Illinois, McDermott enjoys further recognition for its employee benefits & executive compensation, intellectual property (trademark, copyright & trade secrets), labor & employment, and tax expertise.

“It wants to be a market leader but also make our lives easier.”

Even with such a large platform, our interviewees spoke highly about the culture at McDermott as a big selling point. “Generally, people are very nice and respectful of life and of boundaries,” one associate highlighted, noting the particular focus on wellness and mental health which permeates throughout the firm. “We want you to come to work and feel energized; we know the work is hard and that it can be stressful, especially when you’re learning, but I’d say our real differentiator is our ambition to be the number one career accelerator in BigLaw today,” chairman Ira Coleman tells us: “We want to achieve this breakthrough performance for our people and do it in a way that is human." In turn, associates highlighted the level of investment put behind their development as well as the welcoming environment which allows young attorneys to find “excellent mentors.”

Across the firm’s 16-office network stateside, most junior associates can be found in New York and Chicago, followed by Washington DC, Los Angeles, and Boston.

Strategy & Future

To say the past year has been busy for the firm would be an understatement: “We had our big merger with Schulte Roth & Zabel, so now we are McDermott Will & Schulte – that has been exciting. We went from being the 38th largest firm in New York to now the 8th largest, which is significant,” chairman Ira Coleman highlights. Integration has been going well, he explains further, “We already know that 60% of legacy Schulte attorneys are working on McDermott matters, and vice versa. It’s creating all kinds of opportunities for people to work with new teams and be part of different structures and learn about each other.”

So, what else is on the cards? Well, a focus on geography, in particular New York and London, Coleman confirms. He explains, there will be a continued focus on being the “number one private capital firm in the world,” encompassing private equity, hedge funds, and family offices, as well as its “power alley" practices such as litigation, white-collar, and government investigations. “M&A private equity, crypto and AI have also been on a great growth trajectory,” Coleman adds, bolstered by the Schulte attorneys with the regulatory expertise to match.

Internally, “We’re really drilling into AI and what it can do,” Coleman shares: “If you’re not thinking of AI as an incredible disruptor and getting prepared – really digging in and spending resources doing it – then you’re missing the boat.” As such, the firm has utilized “the latest and greatest tools,” associates shared, adding, “The firm is proactive about rolling out technological improvements with AI.”

“I really do think transparency is an aspect of the culture,” an insider noted. There are practice group and firmwide townhall meetings where financial performance and strategy is outlined; “I wasn’t expecting to see that,” one divulged, “It’s open lines wherever you turn.”

Read more from our conversation with Ira Coleman under the ‘Get Hired’ tab.

Summer Program

Summers join the firm in a selected practice area of interest, so they can get a feel for what being an associate in that practice looks like. Those who are curious about exploring work assignments outside their assigned practice area can do so; there is an online work assignment platform where summers can pick up a range of projects.  “Come in eager to learn; keep an open mind to learn about the practice of law and the type of work that people do,” an associate advised. Throughout, summers get exposure to a range of experiences from shadowing client calls, research tasks, picking up the pen to have a go at drafting parts of briefs or ancillaries, and even the opportunity to observe hearings and depositions depending on practice.

“The firm puts a lot of time, effort, and money into planning events – not just social events but also professional development events focused on networking across the firm,” sources recalled. There are plenty of events over the course of the summer, from happy hours “where it’s easy to strike up conversation,” to concerts and baseball games and other fun activities. There’s also an all-summer retreat, which most recently was hosted in Chicago.

The Work

At its core, McDermott operates with a free market system. As one associate explained, “There are also assigning attorneys who you can turn to if you are too slow or busy,” as well as a ‘traffic’ light survey indicating associates’ availability to partners. Starting out, “it can be harder for some to get integrated into workflows effectively and ramped up,” insiders noted, but the selling point among associates was the autonomy to pursue their own interests. “It has enabled me to reach out and say I’m interested in this work, and people have been receptive to that,” we heard.

The transactional practice is made up of a multitude of practices, including but not limited to, private equity, M&A, capital markets, finance, life sciences, tech transactions, and real estate. Depending on the office, juniors either come in as generalists or under a specific subgroup.

As a rule of thumb, rookie responsibilities include due diligence and coordinating specialist review, flagging any issues, and producing memos. Project management is also a central part of the role, and involves coordinating with the other side, keeping track of documents, and getting signatures. “Time management and coordination is a very valued skill, especially with multiple deals at a time. It’s hard,” a junior acknowledged.

As for drafting opportunities, associates start out by reviewing and implementing edits into ancillaries, before taking on a bigger portion of that work. “There are a lot of opportunities to take a first pass at drafting different documents. If you’re proactive, there is a willingness to let you take the first crack,” insiders agreed. Newbies start off with ancillary documents before eventually extending to the primary documents as they progress.

Corporate clients: NetBrain Technologies, Motorola Solutions, Baker Hughes. Represented The Coca-Cola Company in its sale of a 40% interest in Hindustan Coca-Cola Holdings to the Jubilant Bhartia group, its largest flagship Indian bottler.

McDermott’s renowned health & life sciences practice handles a “wonderful mix” of regulatory and transactional work. It’s structured by teams with varying specialisms which span fraud & abuse, privacy and digital health, physician practice management companies (PPMs), as well as private equity transactions, to name a few. “The only thing we don’t do is medical malpractice or work like that,” an insider flagged.

Health associates are encouraged to work across both the transactional and regulatory sides of the practice, “as it allows you to gain a broader range of skills.” As such, our interviewees had a range of experiences. For instance, on health transactions juniors roll up their sleeves for the whole due diligence process – “like a quarterback, you’re involved in developing that timeline” – or are brought in as a specialist, and are tasked with flagging any issues and producing memos.

The other aspect is regulatory counseling to assist clients with understanding any discrete questions. This can span “implementing a new policy that impacts Medicaid or Medicare plans, or interests in a new market and understanding its regulatory landscape,” and producing relevant guidance. “Healthcare is incredibly complicated and heavily regulated,” insiders emphasized: “We have attorneys of various expertise that collaborate frequently, so being a team player goes a long way, as does intellectual curiosity, and being excited to learn on the job,” they added.

Health & life sciences clients: Prime Therapeutics, CVS Health, Children’s Hospital of Orange County. Represented Lee Equity Partners in its sale of Solaris Health to Cardinal Health’s multi-specialty management services platform, The Specialty Alliance.

The litigation department handles a variety of complex commercial disputes, across industries such as healthcare, technology and its growing cryptocurrency offering, real estate, private client, as well as white-collar and government investigations and False Claims Act cases. Ready to tackle bet-the-company type cases, associates described the practice as “trial specialists that can parachute into any case,” as well as being adept at alternative dispute resolution.

Day to day, junior associates are expected to get stuck in with doc review, legal research, and drafting – “a lot of that!” They also assist with preparing witnesses and can even step up to the plate to defend and take depositions. Particularly for cases progressing to trial, “one of my favorite parts is being creative in how you try the case, looking at it from different angles and thinking of tactics. It’s an ever-evolving process,” one insider enthused.

Litigation clients: American Academy of Orthopedic Surgeons, StubHub, Chicago Symphony Orchestra Association. Representing the University of Chicago Medical Center in a putative data breach and consumer class actions.

Career Development

“There is probably more of an emphasis on learning on the job and learning by doing,” an associate highlighted, “That said, we do have frequent internal trainings!”  In fact, training sessions start before associates join the firm in the fall; incoming associates can attend the firm's 'Ready to Launch' program, which covers things the foundations of working at a law firm, including communication and how to prioritize workloads. Upon starting at the firm, associates have an in-person orientation as well as practice-specific bootcamps.

Training sessions continue as associates progress as well: mid- and senior-associates can attend workshops tailored to their practice areas; for example, litigators can participate in annual trial and deposition skills workshops, while health and transactional associates can attend summits focused on how to draft documents and negotiate: “Some are more nitty gritty, page turning exercises going through agreements, and addressing why a provision can be pushed back on or accepted. It’s been really helpful having that more granular focus and real-world application.”

“People aren’t stingy about offering support and guidance to young developing attorneys.”

Fresh-faced juniors are assigned an integration mentor, who is usually a couple years ahead, to answer any questions and help newbies orient to firm life. Associates also have access to a mentorship budget that can be used for coffees or meals to encourage building relationships. “I have so many informal mentors which I appreciate,” one insider shared: “People aren’t stingy about offering support and guidance to young developing attorneys.”

With a two-tier partnership (income and equity), we heard that the path to income partnership “is transparent and attainable; eligibility kicks in after sixth year. The firm is good at communicating where people’s standing is and helping you develop the skills necessary,” associates explained. As for other paths, McDermott has a career coaching team who can connect associates with alumni and in-house opportunities. 

Culture

“Everyone at our firm really does value being nice. We do tough work and work a lot of hours, so why would you want to add to the burden of that?” an associate said. This ‘niceness’ attributed to many things, from good recruiting practices and the firm’s Midwestern roots to leadership including chairman Ira Coleman, who “raises the floor and makes you want to commit to being better,” an associate beamed. Others agreed: “The firm definitely wants to stay competitive and is always ‘progressing to be better’. That is a big motto, and they do walk the walk!”

“There is an unspoken ‘no-assholes policy’…”

“There is an unspoken ‘no-assholes policy’ which I think is by and large true,” an insider divulged. As such, our interviewees shared, “someone who is definitely a team player – that is incredibly important – who has intellectual curiosity and is excited about the work they are doing and eager to try new things” would fit right in.

The various events put on by the firm throughout the year proved to be something to look forward to, from smaller scale events including organized socials and “hanging out at lunch or the office for a chit chat,” to enjoying the viewing party of the Chicago river turning green for St Patrick’s day and the annual associate’s retreat (which was hosted in Miami last year).

Hours & Compensation

Billable hours: 2,000 target

Associates have a 2,000 billable hour target which includes 100 hours for pro bono, 75 hours for professional development (e.g. article writing, conference presentations, and tag-along time), and 25 hours for mindfulness time and JDEI (justice, diversity, equity & inclusion) efforts. With all that, our interviewees agreed it was a realistic and achievable target. They also appreciated the various incentives, particularly the mindfulness bucket for encouraging associates to spend time focusing on their wellbeing. This includes things like attending sessions on how to manage stress, yoga, taking a walk, or spending time with family.

While there is no typical week in BigLaw, one shared, “an average week is probably 40 – 50 billables.” Of course, there can be busier periods with transactions coming to a close or when preparing for and being at trial. “Matters can pick up fast,” one warned, with the occasional weekend work on the table. That said, “people are respectful for boundaries if you have plans made” such as vacation, “as long as you have coverage.”

Associates receive a market rate base salary and bonus for meeting the billable target. To receive the bonus, associates also must average attendance in office at least 1.5 days per week across the year, with the expectation of being in the office three to four days a week. There are an additional two bonuses tied to exceeding billable hours and performance (which the firm calls “role model status”).

Pro Bono

“Pro bono is one of the most underrated things about my firm,” an associate praised: “It’s very easy to get involved and they’re constantly looking for ways to engage – there’s a big push!” In fact, the firm has a full-time pro bono team focused on expanding transactional and corporate opportunities. Associates are able to credit up to 100 hours of pro bono towards their billable target and can receive a waiver to go beyond.

Associates were pleased with the variety of projects, of which our interviewees described as helping out at legal clinics, assisting non-profits and companies with licensing agreements, housing benefit applications, healthcare access, domestic violence, criminal justice, asylum and immigration matters. “I’ve helped a handful of clients apply for employment authorization cards. Its particularly rewarding meeting the client in person and knowing that obtaining those cards improves their quality of life,” an insider shared. At the same time, it’s a way of developing skills and expertise outside of their practice too. “I’ve had colleagues that have gone to trial on pro bono matters and won, which is pretty cool! I’ve got throw that in there!” another quipped.

Pro bono hours 

• For all US attorneys: 101,941
• Average per US attorney: 59.8 

Get Hired 

The first stage: recruitment on and off campus    

OCI applicants interviewed: 378 

Interviewees outside OCI: 425 

“While we recruit from many of the top-ranked law schools, we also focus our recruiting efforts at schools we have identified as key feeders. We also do additional job fairs, work with student groups directly, and do resume collections to make sure we are talking to as many students from around the US as possible,” say McDermott’s national hiring partners, Eric Gilbert and Lisa Richman. 

The legal recruitment landscape has undergone significant changes over the past three to four years, fundamentally transforming how our industry approaches hiring. Recognizing that not all students may be fully aware of these shifts, McDermott remains committed to maintaining a transparent and accessible recruitment experience. To this end, it formally opens its online application portal to all 2L students in December, ensuring equal opportunity for all candidates. 

Prior to the formal application process, the firm places a strong emphasis on building meaningful connections through its on-campus presence. This includes directly supporting student organizations not only through sponsorships but also by creating numerous networking and mentorship opportunities to engage with and support law students throughout their journey. 

While McDermott continues to participate in on-campus interviewing (OCI) and various job fairs, it now places greater emphasis on direct applications submitted through its online portal. 

Interviews are conducted by local and national hiring partners, alumni, local and firm-wide practice group leaders, and firm leadership. Given the rapid interview process, Gilbert and Richman say that, at this stage, “most of our questions are broad-based and focus on getting to know the candidate and their interest in our firm. In addition to understanding why a candidate is interested in McDermott, our interviewers will ask questions to gauge what a candidate’s goals are and what their office and practice interests may be.”    

Top tips for this stage:    

“By taking the time to research the practice areas represented in the office, candidates demonstrate that they are sincere about their summer job search and are looking to find a firm that aligns with their interests.” – Richman and Gilbert 

Callbacks    

Applicants invited to second-stage interview: 315  

During round two, candidates will meet with at least four or five interviewers. Interviews are mostly conducted by a mix of partners and associates who are seasoned interviewers from the practice areas in which a candidate has expressed interest.    

Interviewers take a thoughtful and comprehensive approach, asking in-depth questions that include situational prompts, inquiries about a candidate’s prior work and academic experiences, and their short- and long-term career goals. 

“We look for candidates with characteristics that go beyond academic excellence. We seek candidates who will prioritize solutions over ideas, bring their best to the table every day, stand together and support each other, embrace a wide variety of perspectives, and anticipate change and adapt quickly,” say Richman and Gilbert.  

Top tips for this stage:    

“Even if you do not have experience that directly relates to the practice of law, impressive candidates find ways to tie their prior experiences to the future work they will perform for the Firm and its clients, emphasizing – among other things – problem solving, a willingness to learn, and a strong work ethic.” – Richman and Gilbert  

Summer program    

Offers: 146 

Acceptances: 67 

McDermott’s Summer Associate Program offers a realistic and immersive introduction to life as an associate at the Firm. Summer associates are entrusted with substantive work and receive regular, constructive feedback that closely mirrors the experience of a junior associate, providing valuable insight into the Firm’s expectations and day-to-day practice. 

During the application and interview process, candidates are asked to indicate their primary areas of interest. While summer associates are not hired into specific practice groups – except for those joining the intellectual property team – they are primarily staffed on matters within their indicated areas of interest. This approach fosters meaningful integration into the relevant teams and practice areas, while also allowing associates the flexibility to explore work across other groups. The firm's goal is to align each summer associate’s interests with the practice strengths of their local office, supporting thoughtful and informed decision-making as they transition into their first-year associate role. 

Top tips for this stage:    

“McDermott is all about collaboration, with many of our practice groups working together across our global platform to solve the challenges our clients face on a day-to-day basis. Getting acquainted with lawyers across a variety of practice groups and locations builds on the collegial atmosphere of our firm, even at the summer associate level.” – Richman and Gilbert  

And finally…    

Richman and Gilbert tell us, “Our goal is to be the number one career accelerant in the industry, and we pride ourselves on having a warm, people-first culture. We want you to get to know us, too, so don’t be afraid to ask questions. We hope candidates embrace – and enjoy! – the process.”

Interview with Ira Coleman, chairman

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?

Ira Coleman: Our differentiator is our award winning and transparent culture, which really encourages authenticity and holistic health: mental and physical health. We care about you and want you to bring your true self to work, accelerate your career, do great work, and feel supported by a dynamic organization.

We want you to come to work and feel energized; we know the work is hard and that it can be stressful, especially when you’re learning, but I’d say our real differentiator is our ambition to be the number one career accelerator in BigLaw today. We want to achieve this breakthrough performance for our people and do it in a way that is human.

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

Coleman: We had our big merger with Schulte Roth & Zabel, so now we are McDermott Will & Schulte – that has been exciting. We went from being the 38th largest firm in New York to now the 8th largest, which is significant.

We have also grown our London and Washington, DC presence a great deal, and we’re proud to say we have the strongest growth trajectory of the AmLaw 50.

CA: How has the addition of Schulte, known for its private capital and investment management expertise, influenced McDermott’s strategy? How has that integration been so far?

Coleman: It’s been amazing, and we’re seeing tons of work together. We just did a $20 billion transaction for a major Fortune 100 company—it was a cryptocurrency acquisition that neither firm could have done without the other one’s expertise.

We already know that 60% of legacy Schulte attorneys are working on McDermott matters, and vice versa. It’s creating all kinds of opportunities for people to work with new teams and be part of different structures and learn about each other. We are spending a good amount of time, energy, and resources to ensure the integration continues to be successful.

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?

Coleman: If you’re not thinking of AI as an incredible disruptor and getting prepared – really digging in and spending resources doing it – then you’re missing the boat.

The delivery of services might look very different from today, but ultimately, we want to make sure we’re adding value in a way that supports how we’re compensated for that work. Anthropic just said 70% of law could be disrupted through AI. That doesn’t mean that 70% of the jobs are going away, but you had better be on top of your game and seeing where you could be servicing your clients better and teaching the next generation of lawyers.

We’re really drilling into AI and what it can do, I think it’s an amazing time to be a young associate because if you really dig into it, it can give you an outsized advantaged in your career and help the firm and clients at the same time.

Telling a client what the law was used to be a core part of a lawyer’s job; now it’s table stakes. Clients are going to be able to get the first draft down. It’s really going to be judgement, intellect, and counsel – the real high-end work that is truly valuable. But you have to train for that be able to deliver. 

We are using AI tools across all our practices and we’re really breaking some glass around it. We like to be disruptive, but we have a careful eye on safety and what our clients want.

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

Coleman: I’ll touch on geography first. Certainly, New York is a key focus. The second geography we’re focusing on in a big way is London. That’s not to say the other offices aren’t important—we’re in Nashville and Boca Raton, we’ve doubled down in San Diego, and our California and Texas presence is also growing rapidly.

As for practice groups: we’re the number one private capital firm in the world and want to continue to be. That includes private equity, hedge funds, and family offices. Our “power alley” practices--including litigation, white collar, and government investigations--have seen significant growth. M&A private equity, crypto and AI have also been on a great growth trajectory.

Particularly with AI, some of the legacy Schulte lawyers bring deep regulatory expertise. As every business tries navigate AI regulation, we’re very fortunate to have some true experts in the field.

Inside the Firm

CA: How is the firm evolving to accommodate the needs/expectations of the next generation of lawyers?

Coleman: It’s about recognizing that your mental health and wellbeing are as important as your physical wellbeing and health. You would never expect someone to come to work with a broken arm and type with one hand; you’d say get that arm x-rayed and get treated.

We want to be there for you and give you the space and support you need. Our leadership, benefits and ancillary services have to reflect that, and everyone was to respect it. I think we’re doing an award-winning job

People often wear the pressure of this industry as a badge of honor – and while it’s nice to say that you can handle anything, the reality is that you need strong mental health support and counselling. When people operated under this level of pressure, they will need a little extra help at times.

The Fun BitCA: Throwing it back to law school: it's been a long day of classes and studying. What's your go-to easy meal to have before you crash?

Coleman: Pizza!

CA: What was the first concert you attended?

Coleman: KISS – it was amazing. I was thirteen and it was in Madison Square Garden. It blew me away.

CA: Thinking about the ways in which the legal profession is developing, what is the one skill you have learnt in your career that you think is key for young attorneys to learn?

Coleman: Network, network, network! Learn how to meet and interact with people. You should know who your network is and who you can reach out to and keep in touch with them. Networking is a contact sport; you need to be out there doing it, talking and interacting. Don’t let it die on the vine.

Adding people as a connection on LinkedIn is not enough. The connections are built in person, like over something as simple as sharing a meal.

The last time I was in London, I was with the head of our London office, Aymen Mahmoud, and we went for pizza right across the office. They had an ‘American pizza’ – with hotdogs and French fries as toppings. I said, “You English are crazy, if you think this is what we eat on our pizza!”

Long story short, we got it alongside a regular one, and it was actually amazing! I wouldn’t typically order that, and I’ve never seen it on any other menu, but it was certainly memorable.