Reed Smith LLP - The Inside View

At Reed Smith, you’ll find a firm with roots in Pittsburgh, Pennsylvania, with a headcount of over 1,500 attorneys spread across 31 offices globally. On paper, the firm offers the hallmarks of BigLaw: high-value matters, global clients, and complex cross-border work. But when we spoke to associates, a different theme emerged: one of approachability, autonomy, and a culture that feels more personal than you might expect from an international outfit. As one junior put it, “Reed Smith has every opportunity and amenity that BigLaw offers without feeling impersonal.”

“Reed Smith has every opportunity and amenity that BigLaw offers without feeling impersonal.”

This blend of work with a more human touch shapes much of the associate experience; as one associate beamed, “I genuinely love my coworkers. I think that I work with some of the most brilliant people who are also very intentional and very caring about the development of the firm and the associates.”

Alongside the people, early responsibility and exposure were consistent highlights for many sources. As one put it, “I like that we’re a BigLaw firm and we do really sophisticated work, but we’re on the smaller side which gives you a chance to do some really good work early.” Indeed, though the firm’s reach spans coast-to-coast, each office only takes on a select few associates each year, offering newbies the chance to play a big role on big deals.

And big deals there certainly are, if the firm’s Chambers USA recognition is any measure to go by. Nationwide, the firm picks up top band accolades for its bankruptcy/restructuring and international trade expertise. Regionally, the firm picks up a further smattering of top rankings; in its home state of Pennsylvania in particular, it’s the energy & natural resources, healthcare, insurance, and product liability litigation groups which shine.

Strategy & Future

Reed Smith’s growth was a big part of its appeal for junior associates. With new offices in places like Atlanta, Boston and Riyadh, the firm is focused on expanding its global reach and building out its presence in key markets. For our sources, this created an exciting opportunity: “Because the firm is growing, in terms of being a junior lawyer, there’s a lot of opportunity to shape Reed Smith’s future.” Being part of a newer office was also described as an exciting element of life at Reed Smith: “As a junior in a brand-new office, I can speak to how fun that is.”

Summer Program

The summer program was described by associates as a strong balance of social integration and substantive learning, creating opportunities to “meet partners and certain groups who I now run into in the corridor and at events,” while simultaneously “learning a lot substantively.”

It’s also a chance for summers to get a flavor of what they may want to focus their careers on, as candidates are able to pick up work from a range of groups. Sources recalled one or two social events a week across the ten-week program, including a baseball game, afternoon tea, dinners, and trivia.

The Work

Juniors find work directly through partners, reflecting the firm’s entrepreneurial spirit. Early on, though, newbies are given a bit more assistance to find work, before it gradually gives way to a more informal system. One associate explained, “When you start out, it’s a little bit more formal. We have a dedicated liaison for juniors who helps distribute work, but as you progress it becomes a lot more informal when you start working with people consistently.” The liaison system was described as a “nice stepping stone,” helping juniors understand their capacity and manage their workload before moving into a more fluid system.

In the commercial disputes department, work includes contract disputes, manufacturing disputes, data privacy issues, and class actions – to give just a few examples. As one source described, “Most of our work is companies suing each other for things like breached contracts, negligence and fraud."

The breadth of the practice was frequently highlighted, with one associate describing it as a “one-stop shop for client disputes,” covering everything from state court litigation to international arbitration. This variety is particularly valued by juniors. As one put it, “We do a bunch of different types of litigation, so you don’t have to pinpoint yourself into one specific type.”

In terms of typical junior associate tasks, this broad scope of matters translates into plenty of discovery work, as well as drafting motions. One associate shared, “In first year, I was taking a first draft at summary motions to dismiss, taking and defending depositions, and working through a lot of the different parts of the case.”

Commercial disputes clients: Santander Bank, American Eagle Outfitters, University of Pittsburgh. Defending Carnegie Mellon University in two putative class actions relating to tuition refunds for the 2020 spring semester which fell during the Covid-19 pandemic.

Within the corporate group, work centers on M&A and private equity transactions, alongside broader corporate governance and advisory matters. At the junior level, the work was described to typically include due diligence (reviewing target companies in acquisitions), drafting ancillary documents like board resolutions and consents, and assisting with transaction management and closing processes. This involves handling the mechanics of transaction management by maintaining checklists, editing documents, and managing closing processes.

As associates progress, we heard responsibility ramps up quickly. “It was faster than I expected to be communicating with clients,” one associate noted of their experience with client exposure. Responsibility is there for the taking if you raise your hand; one junior shared, “I asked to do a nonprofit affiliation which was a different type of transaction and a little nuanced. I asked to take on more of the mid and senior level drafting and now I do it on a lot of the transactions I’m on.”

Corporate clients: L’Oreal USA, Blackstone, Concord Music Group. Advised Adagio Medical in a business combination with ARYA Sciences Acquisition Corp.

In commercial real estate, associates work on cases concerning “large companies from all sectors – universities, hospitals, healthcare, retail… We assist in pretty much everything real estate related to buying, leasing, and financing.” The work here is generally a mix between “a bit of transactional work, and a bit of land use which is sort of litigation based,” a source explained.

We asked juniors what they generally got up to day to day in the practice. Their response? “I feel like a better question is what haven’t I got to work on!” one quipped, while another added: “Anything and everything I can get my hands on.” They continued, “In law school you don’t get a ton of experience in transactional work, so the group gave me an opportunity to work on a spectrum of different matters.” Typical tasks generally include checking dates and checklists, so staying organized and on top of things is key. “As a junior, you’re the first stop for those things, so you need to make sure nothing gets missed,” said an insider.

Real estate clients: GMH Communities, Pittsburgh Arena Real Estate Redevelopment, University of Pittsburgh. Represented GMH Communities in relation to the development of an innovation network corridor, including housing units, retail space, training and commercial facilities, and a parking garage, on the campus of the University of Massachusetts Lowell.

Career Development

Upon joining the firm, associates are assigned partner mentors. Juniors are also able to count a certain number of hours spent on what the firm calls 'development and action' activities towards their billable targets. Alongside this, much of the learning happens organically through close day-to-day collaboration with partners, which associates were pleased to report creates consistent opportunities for feedback and growth. Access to and the availability of seniors to juniors seemed to be an active part of the firm culture, as one insider told us: “I work with people who want me to progress, and I want to be able to do the same for more junior people.”

“They try to foster an entrepreneurial spirit among juniors. If you want to take on something headier you definitely can. It’s a raise-your-hand kind of firm.”

Associates are also encouraged to seek out greater responsibilities and challenges, and those who asked for stretch work certainly received it: “The goal is for us to be developed and to stay. Every time I’ve asked for a developmental opportunity or something I want to try, I’ve always been given that opportunity within a couple of months.” This was corroborated by another associate who concluded, “They try to foster an entrepreneurial spirit among juniors. If you want to take on something headier you definitely can. It’s a raise-your-hand kind of firm.”

Looking to the future, sources agreed the path to partnership is “very transparent – everything is numbers-based; it’s not black-boxed.” As such, associates explained, “There are certain L&D programs you’re expected to complete along the way. As a second year, they’re on things like how to get elevated to mid-level and so on.” In addition to structured programs, “Everything’s very open,” sources confirmed, “You can ask anyone who made partner and they’ll tell you what their story was.”

Hours & Compensation

Billable hours: 2,000 target

“2,000 is the rule” to become bonus eligible, sources echoed. Within the target, associates can count up to 140 hours towards a combination of pro bono, culture & engagement, innovation, sustainability, and development work. Development hours include activities which aid your professional development, like sitting in on a client meeting or a trial.

Breaking it down to the day-to-day level, most associates described averaging around eight to nine billable hours a day. This typically looks like “starting at 8.30 to 9am, working through the day until 5 to 5.30pm, and then logging back on in the evening if there’s anything else that needs to go out that day.”

For their toils, first- and second-year associates receive market, lockstep compensation. Beyond that, salary becomes performance based and splits into two tiers: one market-level tier for those who meet the 2,000 hours target, and another reduced tier for those billing less. There are also two bonus structures: a non-discretionary market-level one which is solely based on hours, and another discretionary one which is awarded to those who bill above 2,000 hours in increments (e.g. 2,300).

Pro Bono

Pro bono at Reed Smith was described by associates as easy to get involved in. Associates are able to count up to 140 hours of pro bono work towards their 2,000 hours billable target. Additionally, once associates hit 2,000 hours, any additional time spent on pro bono can count towards bonuses.

In terms of access, opportunities certainly aren’t hard to come by either. The firm has a central pro bono team supported by local office liaisons who circulate emails advertising available matters. Associates are also able to seek out pro bono opportunities themselves, or approach the pro bono partner directly. As one associate put it, “The firm has great resources; I don’t think there’s ever been a shortage of pro bono here.”

The range of opportunities on offer is broad, covering areas like immigration, civil rights, veterans’ benefits, and support for vulnerable individuals. There are also opportunities beyond litigious-aligned ones, which is useful for those in transactional seats to flex their muscles. Associates also noted, “They’re big on us finding local pro bono and philanthropic opportunities and really getting into the community,” so there’s scope to shape your involvement depending on your interests.

Pro bono hours

• For all US attorneys: 40,476
• Average per US attorney: 39.4

Culture

“…entrepreneurial, go-getter mindset…”

Interviewees described teams as “friendly, laid back, and welcoming,” with an emphasis on building relationships and getting to know colleagues. “Being a decent person gets you a long way here,” as one put it. There’s also a strong sense of drive, particularly in the firm’s newer offices, where associates pointed to an “entrepreneurial, go-getter mindset” and the experience of helping build something from the ground up.

Partners were described as approachable – “you can go to the partners with anything” – and offices make an effort to stay connected through things like quarterly lunches, alongside a four-day in-office policy.

Given the size of the firm, there is naturally the caveat that the culture varies by office, but associates assured us that the themes of friendliness and approachability were very consistent. Further, social opportunities typically include events such as happy hours, team activities, and larger firm-wide gatherings.

Inclusion

Associates agreed inclusion is something that’s present at the firm in practice rather than just policy. The firm refers to inclusion as ‘culture and engagement,’ and associates explained the focus is on a range of active culture and engagement groups and internal discussions around different experiences in the workplace. Networks for women, LGBTQIA+ lawyers, and veterans, among others, offer spaces to connect, and mentoring is available.

Associates also pointed to a relatively open culture, where topics like navigating families and long-term career decisions are discussed candidly. Overall, sources felt that people from different backgrounds are welcomed, and that differences are acknowledged rather than downplayed.

Get Hired

The first stage: recruitment on and off campus

OCI applicants interviewed: 174 for 2026  

Interviewees outside OCI: 214 for 2026 screenings 

Reed Smith engages with students from more than 50 law schools for summer program recruiting, meeting a wide range of candidates from each campus.    

During the academic year, Reed Smith often sends active alumni or members of the hiring committee to a number of law schools around the country. Reed Smith also has an active network of 3L student brand ambassadors who speak to younger classmates about their experience at Reed Smith. The firm tells us: “We look for individuals who have shown a focus on academic achievement, and varied experiences so showing that you’ve participated in law reviews and moot courts won’t hurt! In addition to being impressive on paper, we’re looking for students whose communication skills and emotional intelligence make them memorable standouts after a long day of multiple screening interviews.” One source remembered: “We would veer away from formulaic questions into a nice fluid conversation.”    

Top tips for this stage:    

“I found it helpful to have taken opportunities to intern as much as possible. It meant I had a few stories in my back pocket that were good examples of my legal skills, but also light-hearted.” – a second-year junior associate    

“Be interesting and interested. Enthusiasm for the Reed Smith opportunity can help students stand out from the pool of academically-qualified candidates. Demonstrate your research on the firm’s offerings, and show your interest in being a part of what we do here in a socially savvy manner.” – Reed Smith    

Callbacks    

Applicants invited to second stage interview: 169 for 2026

Callback interviews vary between Reed Smith’s offices. In Chicago, for example, “you can expect to meet with 4 attorneys in pairs.” 

Over in New York, students take part in virtual screening interviews and callbacks, connecting with “at least four attorneys and having meaningful discussions.”

In Pittsburgh, students start with virtual screening interviews and then move into in-person callbacks, meeting four attorneys in pairs in the office whenever possible.

At this stage, the firm’s ‘must haves’ in a candidate are “strength of character, outstanding personal skills, demonstrated leadership and teamwork, a hunger for self-development, intellectual curiosity and a good sense of humor.”    

Top tips for this stage:    

“Find ways to connect with your interviewers. It comes down to being memorable as an intelligent, socially adept, hard-working person with a desire to work hard and learn new things. Share narratives about your background and experience that illustrates these characteristics and skills.” – Reed Smith  

“I wish somebody had told me: 'Don't be nervous about the interview – you earned it!’ Instead of coming in nervous, come in proud that you got an interview at a firm like this. It will change anybody’s outlook.” – a second-year associate.    

Summer program    

Offers: 61 for 2026

2L Acceptances: 28 from interviews/7 returning SAs 

Reed Smith's summer program runs for ten weeks, between May and July. Before joining, summers are surveyed on their interests so attorneys can aim to have suitable projects lined up throughout the program. Work is assigned through an online portal, with recruiting managers and assignment coordinators on hand to help Summer Associates navigate the process. The firm tells us that the idea is for summers “to ‘sample a variety of legal work across many client teams.”    

The firm’s Summer Associate Academy offers a variety of engaging training sessions designed to build skills and confidence. Topics include artificial intelligence, research, writing, tips for career success, as well as overviews of the litigation life cycle and deal work. Students participate in a Q&A with the global managing partner and receive a comprehensive overview of our practice groups and how business is done locally. Some offices offer additional experiences each year, such as mediation simulations and M&A case studies, and social events vary by location.   

Notable summer events: Local sporting events, concerts, cooking classes, paint nights, trivia night    

Top tips for this stage:    

“Find the balance between professionalism and casualness to build a terrific reputation and strong relationships. Demonstrate intellectual curiosity; ask colleagues what they’re working on, and show enthusiasm for practice, people and activities that are of interest to you.” – a junior associate

And finally...    

The firm has some final words of wisdom: “Have a strong sense of what drives you – promotion and advancement, challenging work, giving back, financial reward, purpose, professional connections, strong support systems – and ask questions during the recruitment process to determine if a firm truly offers what you need to be successful and engaged.”