Ropes & Gray LLP - The Inside View

They may be Boston-born, but they ain’t Boston-bound – R&G is a global player in private equity, life sciences and more. 

POP quiz – what connects Uma Thurman, Chris Evans, Mark Wahlberg... and Ropes & Gray? They’re all Boston success stories that have gone on to world domination. Our sources in Titletown, Massachusetts held their firm in particularly high regard as “a real big player in the city,” but these ropes stretch far beyond from New YorkDC and Chicago to San Francisco and Silicon Valley – not forgetting R&G’s international presence in London and Asia. “We have all the resources of a big firm headquartered in Boston and there’s lots of cross-office work, so you’re not siloed off from anything,” juniors confirmed. “Ropes & Gray is a unified outfit rather than a fusion of different small firms.” 

“It’s not a ‘me-first’ culture, it’s very much ‘we’.” 

As at many firms, juniors credited a mix of “incredibly high-level work and fantastic culture” as their reasoning to begin their career climb at Ropes & Gray. On the one hand, a “teamwork-for-everything environment" attracted some: “It’s not a ‘me-first’ culture, it’s very much ‘we’.” Others were more convinced by the practice itself, which earns a wealth of rankings in Chambers USA and some tasty accolades from Chambers Global in areas including private equity, investment funds, life sciences and corporate investigations. 

Strategy & Future 

Despite its international reach, Ropes & Gray is still likely best known as bosses in Boston.“I think we want to grow to be more competitive in New York,” a source there said. “We’ve been growing exponentially since I started, especially in terms of hiring.” Recent New York hires include private equity partner Scott Abramowitz and finance partners Leonard Klingbaum and Andrea Hwang. As for DC, juniors welcomed the hiring of Edward McNicholas – “best known for data privacy law. It’s a big focus for the firm and businesses worldwide so we'll continue to grow there.” Voices from across R&G declared: “The firm has had a lot of success with growing its private equity and pharmaceutical practices.” 

The Work

Within Ropes & Gray’s army of junior associates (there were just under 280 second and third-years on our list), around a third were based in the firm’s Boston HQ. New York housed roughly another third; the rest were split between ChicagoSan Francisco and DC. Most practiced in the general corporate or litigation practice but tax & benefits, private client, labor & employment and business restructuring all had juniors in their ranks too. Work assignment at Ropes & Gray comes through a formal system in most practices, but “the work comes in both ways – initially, most associates receive the majority of their work from the centralized system then over time that shifts to partners you’ve built a relationship with reaching out with new matters.” Sources appreciated that “the centralized system can be a great way to make connections with a partner or team in another office.” 

“A lot of senior associates and partners give you free range to run a deal.” 

New arrivals into corporate spend their first two years ‘undeclared’, meaning “you can rotate around different subgroups and find out what you’re interested in.” Sources revealed “the corporate department is more centered in New York and Boston, but there are some partners in DC too.” Juniors we spoke to had dabbled in private equity, real estate transactions, M&A, joint ventures, healthcare and regulatory work. Private equity is easy to find in New York – it’s one of Ropes & Gray’s strongest transactional areas – while DC sources saw more compliance-related corporate matters. “Lots of the work we do is cross-transactional as well,” a source said. "For example, I might be dealing specifically with the property side of a private equity deal.” Interviewees’ day-to-day tasks ranged from keeping checklists and communicating with external counsel to preparing memos to clients, drafting sale and purchase agreements and providing comments to merger agreements. Third-years added: “A lot of senior associates and partners give you free range to run a deal.” They confirmed “there is a lot of oversight available, but after you’ve done something a couple of times it’s expected that you can do it without help.”  

Corporate clients: Vertex Pharmaceuticals, Transmedics, Arsenal Capital. Represented oncology company TESARO in its $5.1 billion sale to GlaxoSmithKline. 

On the vast beach that is litigation you’ll find three main buckets: commercial litigation; antitrust disputes; and white-collar and government enforcement work. Sources pointed out that the firm also has a significant False Claims Act (FCA) practice. Juniors who landed in the commercial disputes bucket had come across “run-of-the-mill securities litigation and contract disputes,” while white-collar work typically involved “insider trading matters and internal investigations for clients.” As for antitrust, many interviewees acted on cases for “clients trying to avoid the FTC bringing enforcement action.” Juniors throughout the litigation side of Ropes & Gray were regularly reviewing documents and managing document production as well as drafting responses to opposing counsel and discovery responses. One source got an early buzz “sitting second chair in a deposition, which came much quicker than I anticipated! It was a super cool experience.” Juniors didn’t feel concerned about potentially high levels of responsibility on their plates as “everyone goes out of their way to make themselves available to answer questions – including answering the phone at 11:30pm when I was anxious!” 

Litigation clients: Boston Children’s Hospital, Metropolitan West Asset Management, Morgan Stanley. Conducted an independent investigation on behalf of the United States Olympic Committee into the abuse of hundreds of Olympic gymnasts and other children by Larry Nassar. 

Pro Bono 

There was no anxiety surrounding pro bono at Ropes & Gray: “They’re incredibly committed, it's been one of the true joys of working here.” A second-year reflected on having done “over 300 hours of pro bono both years I’ve been here, and no one has given me any negative feedback on that.” There is indeed no cap on the number of hours attorneys can do and all of them count toward billables targets. “It’s very helpful,” a source noted, “as a junior associate it can be a nice way to even out your practice as billable work can be harder to jump into in your first few months.” The firm also recommends that all attorneys do at least 20 hours of pro bono and sources estimated “at least 95% of people hit or exceed that.” 

“It’s not just a marketing pitch for us.” 

Juniors were also impressed with “the sheer variety of projects – it's astounding!” New Yorkers described collaborations with Volunteer Lawyers for the Arts, New York Lawyers Alliance and the Innocence Project. Sources in Boston listed working with a women’s shelter called Rosie’s Place and with nonprofit legal rights organization GLAD on LGBTQ issues. Juniors from across Ropes & Gray assisted on immigration and asylum matters. “It’s not just a marketing pitch for us,” one declared. “We really do value pro bono as a professional development opportunity but also as a way to use the skills we have to give something back to the community.”

Pro bono hours

  • For all US offices: 172,000
  • Average per US attorney: 112.3


What about the community at Ropes & Gray? Sources described their firm as “nurturing” and felt that “it’s easy to go to a partner or senior associate if you have an issue.” Firms the size of Ropes & Gray do come with sharp edges and while they admitted that “high intensity” situations are inevitable, interviewees suggested that “people don’t wear that as they walk around the office.” Here’s one summary of what they meant: “Everything produced here is A-plus quality, with an A-plus way of approaching issues and problem solving without unnecessary ego.” The type of person who’d fit into this mold is “Type A, but also a really good teammate. You can trust colleagues to run with something on their own, but they also look to collaborate and recognize that doing so can improve results.” 

“ A-plus way of approaching issues and problem solving.” 

Associates were happy to get together socially too: in Boston, for one, “there are too many events and not enough time to go to them all!” Each office does things differently but sources from each agreed that things really heat up in the summer when “the schedule is jam-packed and there are various outings and barbecues at partners’ houses each year.” The DC office enjoyed “celebrating everyone’s birthdays,” while in Boston the upstairs café and catering office house numerous events. Some sources felt that “there’s not a ton of ‘hitting the town’ after work.” However, many appreciated both the social opportunities and the fact that “there’s no peer pressure to go to everything. It's not going to affect your career if you just want to go home.” 

Career Development

Ropes & Gray runs a “very robust series of training that's structured around where an associate is in their development.” Litigators get an orientation and week-long training camp, for which all associates gather in one office. The firm follows this up with “periodic training throughout the year plus occasional retreats.” There are similar programs in place for corporate folks, but those we spoke to noted that the firm has “recently started asking what they can do more of and rolling out new training to fill gaps in our knowledge.” Aside from the formal schemes, sources reckoned “the firm is conscious of getting people different experiences and developing different skills” during their day-to-day activities. 

“The firm is conscious of getting people different experiences.” 

Each associate gets an associate development partner and manager with whom they can meet and discuss personal development. “My associate development partner is in a different office to me so serves as a neutral sounding board to discuss career issues,” one insider explained. “They’re also there to be an advocate for you if you want to do or try something in particular.” Sources noticed a lot of partners at the firm who’d been at Ropes & Gray since starting their careers, giving them the impression that “making partner does seem achievable here.” There were caveats: “Obviously not everyone makes it, but by the time people are seventh or eighth-years they seem to know where they stand. There’s not some mass exodus of seventh-years leaving.” 

Diversity & Inclusion 

The firm recently appointed a new director of diversity and inclusion, Kia Scipio. “She is based in Boston but is doing a goodwill tour of the offices, meeting everyone and getting their thoughts,” a source told us soon after her arrival. The appointment is the latest step in improving diversity at Ropes & Gray, “it’s something they’ve been really focusing on for the last couple of years in particular and we’re starting to see the initial fruits of that being borne.” Associates felt “we’re very well represented for women” compared to peers “and we’ve noticed more being brought in from outside the firm.” Sources in DC were particularly impressed with their office’s diversity: “We have numerous minority ethnic and female partners here. Our former office managing partner was African-American and their replacement is LGBTQ.” Boston sources admitted that efforts were hampered slightly by “the city’s diversity issues – it's very white.”  

“Little things help show the firm’s commitment to being inclusive.” 

Ropes & Gray has three main affinity group ‘forums’ for women, LGBTQ and multicultural issues. You might notice that in the last of those “they group all the races into one, which I don’t think is adequate to face the problem head-on. We should really have separate forums for different minorities.” The women's group received more praise for its “diverse professional development programming, providing opportunities to get to know each other. The forum paid for me to go to a conference to further my development.” Change doesn’t have to be huge to be meaningful: “In our signature blocks you can now opt to include your gender pronouns. Those little things help show the firm’s commitment to being inclusive.” 

Hours & Compensation 

Billable hours: 1,900 hours 

That objective’s “not only achievable, but it’s gentler than a lot of BigLaw firms” according to our sources. They admitted it’s a little bit harder in first year but “the firm realizes that, and you can still get a full bonus” if you miss the mark first time around. While “R&G is pretty flexible in terms of understanding you have a life,” firms can only be so understanding and “this isn’t a 9-to-5 job, nobody expects that.” An average day ran closer to 9-to-6:30 for most juniors and aside from “crazy deals with 2:30am finishes” there were many who “seldom work evenings.” Interviewees also confirmed that the firm has no qualms about vacation and will generally leave you to it when you go: “I was taking a two-week vacation and replied to an email just before the plane took off. The answer from the partner was ‘thanks, but I don’t want to see your name for the next two weeks!’”   

Get Hired

The first stage: recruitment on and off campus 

OCI applicants interviewed: undisclosed 

Interviewees outside OCI: undisclosed 

Ropes visits more than 40 law schools and jobs fairs as part of its recruitment campaign, and most interviewees are taken into consideration for all six of the firm's US offices. Finding the best potential associates is part one of the process, and which office they'd best fit into follows that. 

Who's got the best chances of making the cut? Well, Ropes is “looking for students who have shown an early mastery of the practical skills of the legal profession and who embrace the firm's priority of working as part of a team.” They realize that most candidates won't already have practical legal experience, so academic records and enthusiastic participation in extra-curriculars are taken into consideration. Interviewers will also encourage candidates to learn more about the practice and people at Ropes & Gray. 

Top tips for this stage: 

“Ropes very much emphasizes team players and working together, so a super-competitive person wouldn't fit in well. The staffing system is quite independence-driven so a shy person might need more of a push.” 

“To make a good first impression, think about why you're passionate about the law and about the environment in which you want to practice it. Make it clear you've really thought about why you want to come here.” 


Applicants invited to second stage: undisclosed 

Four to six interviewees will assess the applicants who make it to callbacks, focusing on five key criteria: intellect; personal drive; problem solving; interpersonal skills; and culture and collegiality (including diversity considerations). The baseline for successful candidates is being able to get on well with both the firm's attorneys and its clients. 

There might also be an informal lunch or coffee with junior associates, where these criteria will be further assessed. It's important by this stage that candidates have picked up on certain elements of the firm's strengths and character, and can take that knowledge to ask pertinent questions. 

Top tips for this stage: 

“Ropes looks for a level of professionalism and maturity which is a big factor in who I consider would be a good fit.” 

“The firm really appreciates commitment to pro bono work and wants candidates to be interested in that part of the firm's culture.” 

Summer program 

Offers: undisclosed 

Acceptances: undisclosed 

The ten-week summer program gives prospective associates the chance to sample the firm's practice and its pro bono program. Work assignments come from both the centralized system and 'off-the-cuff' interactions with partners. Feedback comes through informal channels across the course of the process and culminates in a formal review in the final week. Spread throughout are the social events you'd expect. 

One of the main functions of the summer is to give associates a chance to learn as much about Ropes & Gray as they can, so they “get a real feel for the pace, environment and culture of the firm.” As at every firm, the process is as much about summers getting to know the firm as vice versa. 

Notable summer events: cooking classes, theater outings, baseball games and museum trips. 

Top tips for this stage:

“We don't expect anybody to be workhorses and nothing else – it's a social summer and we want people to enjoy their time.” 

“When I got back to the firm as a full-time associate I was looped back onto cases I'd worked in summer: when you get back people will be excited to work with you again so try to take on interesting assignments during the summer.” 

And finally... 

Summer associates get to sample a few of the firm's practice areas during their time at Ropes & Gray – the final decision of where they'll end up is agreed by both applicant and the firm at the end of the process. 

Interview with Ropes & Gray's managing partner, David Djaha

Chambers Associate: Why should an incoming associate choose Ropes & Gray over other prestigious law firms?

David Djaha: Ropes & Gray is committed to hiring and training the best associates in the business, and we have one of the most innovative and market-leading approaches to professional development. Every year we add more—and more relevant—professional development and training programs. It’s a great source of pride for us—and we talk about this all the time—that we’ve been ranked #1 in Vault 2020 for associate training and development—the ninth year in a row. We are very proud of that. And our clients routinely tell us that our associates are stronger than those at any other firm.

  • We have a dedicated team of partners, counsel and managers who focus on making sure our associates have the most fulfilling legal experience possible.
  • We organize our practice groups in ways that make sure that our associates get a broad range of exposure to interrelated legal disciplines as well as to colleagues at the firm.
  • We help them build strong professional networks and relationships.
  • We provide opportunities for our associates to move around our global network and spend time in-house with our clients.

Our culture is collaborative and is a hallmark of the firm. Attorneys routinely describe Ropes & Gray as a special place. We attract people who are good to their core – who are the best in the world at what they do – and who practice mutual collaboration and respect. These values ground us.

We are relentlessly maintaining the firm’s unique culture through times of transformational growth. I mean growth on every front: financial performance, prestige, market rankings, client roster, our alumni connections, in our proactive approach to diversity and creating an inclusive workplace. The legal industry knows that Ropes & Gray is going places, and it’s great to be part of that momentum.

The firm is also committed to what we call “practice with purpose.” Our attorneys are invested in applying our experience and deep legal knowledge to improve the lives of others. In 2019, the firm dedicated 172,000 pro bono hours to important social causes – a new record high. It translates to a remarkable 112 hours per average attorney. LGBTQ, diversity, veterans and women’s issues, immigration and asylum and prisoner’s rights are areas where we have made a big impact – and there are many more. 

All of these factors – excellence in practice, excellence in culture, a competitive spirit, and a deep commitment to our clients and each other – are what drives us on a daily basis.

CA: How would you describe the firm's current market position?

DD: Outstanding. Our teams are counsel to the world’s most prominent global investors, asset managers, international brand names, pharmaceutical manufacturers, health care companies, and cutting-edge technology companies. There’s energy, there’s optimism. The firm is applying the intellectual capital our lawyers are so well known for to our clients’ most complex challenges. Ropes & Gray is experiencing faster global growth than many of the top 25 firms on the AmLaw 100—taking market share, while preserving the essential values, culture and high-performance work environment that are core to our business. It’s an exciting time to be a Ropes & Gray attorney.

CA: Which practices have been performing especially well recently?

DD: Our clients come from complex, highly regulated and fast-changing industries like private equity, asset management, life sciences and health care, and technology, and our lawyers excel at navigating clients through that complexity. Our private equity practice is one of the top in the world. We closed $112 billion in private equity deals in 2019 on six continents and we work for nine of the top-ten most prominent private equity firms, including Bain Capital and TPG Capital, to name two. The middle-market is booming, too. We work with more than 80-midmarket firms doing $100 million to $1 billion in deals.

Our M&A, health care, asset management, life sciences, real estate and technology practices are best-in-class. The firm kicked off 2020 with a big deal for the NFL to transform how customers experience big games like the Super Bowl. We recently helped Dunkin’ and Domino’s complete whole-business securitizations. A team in London advised on the financing of the $3.7 billion acquisition of auction-house Sotheby’s. We had a hand in Vail’s acquisition of 17 ski resorts. In New England, we’re working to merge two of the biggest health insurers. In Asia, we represented Alibaba Group in a first-of-its-kind strategic partnership with Richemont, which owns notable international brands such as Cartier, Dunhill, IWC Schaffhausen, Montblanc and others. Around the globe we have contributed to the growth of exciting brands like TJX, Reebok, and more. Well-known companies trust Ropes & Gray to get their deals done.

Our asset management practice is guiding first-of-their-kind cryptocurrency and virtual currency funds, which is a hot emerging area. It’s just one area of the asset management industry where our attorneys are the go-to team. The world’s biggest global asset managers have—for decades—depended on Ropes & Gray for guidance with private funds and registered fund issues. They turn to us, they say, because our practice is best-in-class.

Our litigation practice has an impressive track record winning in federal and appellate courts – and also at the U.S. Supreme Court. We are also the only firm in the country representing three different defendants in the much talked about Varsity Blues college admissions matter. Our IP litigation team represents big tech giants like Samsung and consistently prevails before the U.S. International Trade Commission and Patent Trial and Appeal Board.

Our investigations practice is world-renowned. In 2018 we conducted an independent investigation into the abuse of elite athletes by Larry Nassar for a subcommittee of the board of directors of the United States Olympic Committee. Our report provided important findings on the structural framework and cultural conditions at the U.S. Olympic Committee that allowed the abuse of gymnasts to persist.

CA: Are there any broader trends (whether political, economic, technological, sector-specific) that are currently shaping the volume or type of work conducted in your firm's practices?

DD: I could name many. Technology is a big growth area and is a key area for Ropes & Gray. The firm advises big names like Alibaba and Samsung which are changing how business is done in Asia and around the world. Our teams around the globe have helped the company grow through acquisitions and joint ventures.

In Japan, our firm advised Bain Capital on the sale by Toshiba of its chip business to a consortium led by Bain. It was the largest leveraged buyout and private equity deal ever in Asia. Toshiba is one of the world’s largest manufacturers of chips used in smart phones.

In the U.K. and Europe, the firm has advised on big telecom financings and big private equity investments in tech firms. The same is true here in the U.S. Our clients include tech giants who are established in the market, innovators who are breaking new ground and need capital, and established private equity firms who own and are growing tech companies.

Research in health care and life sciences is also driving strong demand for our services. Ropes & Gray is one of the world’s premier health care and life sciences law firms. Big hospital systems and niche players depend on our teams for everything from mergers & acquisitions, divestitures, financings, insurance and Medicare-payment related questions, and HIPPA privacy counseling. At the end of 2019, we were named a “Health Care Group of the Year” by Law360, which cited our work on the recently announced merger of Tufts Health and Harvard Pilgrim, two big health insurers.

Our global life sciences practice plays a critical role in helping pharmaceutical companies raise capital, strike strategic partnerships and joint ventures to access research and intellectual property, and obtain key regulatory approvals for drugs. Our litigation teams are also partners to both health care and life sciences companies, winning numerous key victories in complex bet-the-company litigation.

Also on our radar: CFIUS and the impact of the trade war on cross-border dealmaking; the impact of the EU’s GDPR and California’s new privacy laws on global business; the impact of BREXIT – a key area of focus in our London office; and the impact of the 2020 presidential election in the United States and how the outcome will impact business and investing worldwide. 

CA: Which practices/sector focuses/offices have you earmarked for growth? What will the firm look like in five years time?

DD: I expect all our corporate and litigation practices to continue the growth they have experienced over the last decade. Geographically, the firm is growing especially quickly in New York, where we have more than 400 lawyers. We are one of the largest law firms in Manhattan. Adding to that, some of New York’s most prominent and respected partners have joined Ropes & Gray from other prominent firms. It makes our New York office an exciting place to be, in particular. In Washington, D.C., the firm recently added a partner, Stephanie Webster, who led a team in a key U.S. Supreme Court victory. Our California, Chicago, Asia and U.K. offices are all destinations with outstanding talent and practices. In Boston, the energy is electric, because our attorneys are serving the cutting edge asset managers, health care, life sciences and technology companies that comprise the city’s innovation economy. 

The firm’s private equity, mergers & acquisitions, life sciences, health care, technology and litigation and investigations work is world-renowned. Each of these areas – for a variety of reasons – will continue to be growth areas. The firm has attracted the very best attorneys in these fields, and I have every reason to expect that to continue. Looking five years out, Ropes & Gray will continue to have marquee clients who tap the firm’s deep intellectual capital and sound business judgment.

The industry has taken notice. The American Lawyer named Ropes & Gray in the top-three of its “A-List”, a prestigious ranking which celebrates the best of the best law firms. We’re also proud to be routinely ranked by Vault as a top-ten firm for pro bono, diversity and firm culture. We were also recently noted as a Blueprint Champion by the Inclusion Blueprint Report which is high recognition for diversity representation and inclusion activities.

And we’re very proud to be recognized as a leader in advancing gender diversity. Last year, our new partner class was nearly 60% women, and women now comprise more than 30% of our partnership, compared with 20% industrywide. We have a long way to go, but it’s a market leading number. All of our partners are equity and are conferred the benefits and advantages of a single-tier partnership structure.

Leadership at the top has changed, too. On January 1, 2020, Julie Jones became Ropes & Gray’s first woman chair in the firm’s 155-year history. Julie started as a summer associate at Ropes & Gray in 1993, by 37-years-old was the chair of our world-renowned securities & public companies practice, and worked her way to the firm’s most prominent role. I also took on a new role as managing partner of the firm on January 1. I took a different route than Julie, joining as a lateral partner to start our New York real estate practice. Working with our attorneys around the globe, Julie and I are looking forward to leading Ropes & Gray into the future.

CA: Looking back at your career and the knowledge you've gained, what advice would you give to students who are about to enter the legal industry?

DD: Finding the right firm that will invest in your success, train you and support you can make a tremendous difference in your career. The interview process is a terrific time to ask probing questions about the depth of a firm’s training and development programs, its approach to mentorship, its primary practice areas, core values and culture. Our firm prioritizes all of these areas. As a result, attorneys have compared Ropes & Gray to the very best academic teaching hospitals: we foster a fast-paced learning environment that enables associates to develop the very best skillset and sound business judgment.

Once you join us, I encourage young attorneys to cast a wide net: learn about a broad range of practice areas and industries, then narrow that area of focus, find an area of the law that interests you and then become an expert in that area – and understand how to translate that knowledge into sound, actionable business advice for your clients.

Also, an associate must make themselves indispensable. Whatever it is you’re asked to do, be the best at it. And be human in the process. Relationships are critical to building client trust and to establishing a sterling reputation in the business world.




Ropes & Gray LLP

Prudential Tower,
800 Boylston Street,
MA 02199-3600

  • Head Office: Boston, MA
  • Number of domestic offices: 6
  • Number of international offices: 5
  • Partners (US): 265
  • Associates (US): 984
  • Contacts  
  • Main recruitment contact:
  • Amy Ross (
  • Hiring partner: Peter Erichsen
  • Recruitment details  
  • Entry-level associates starting in 2020: 167
  • Summers joining/anticipated 2020:
  • 1Ls: 11, 2Ls: 171, SEOs: 4
  • Summers joining/anticipated 2020 split by office:
  • Boston: 76; NY: 64 Chicago: 14; DC: 16; SF: 8; SV: 4
  • Summer salary 2020:
  • 1Ls: $3,653
  • 2Ls: $3,653
  • Split summers offered? Yes

Main areas of work
From the boardroom to the courtroom, Ropes & Gray represents the world’s leading companies on their most critical matters. On corporate transactional issues, the firm has been recognized as having top-ranked practices in private equity, M&A, finance, asset management, bankruptcy, healthcare, life sciences and intellectual property, among others. The firm is a litigation powerhouse, and is recognized for its successful track record, including in antitrust, appellate, complex business litigation, securities litigation and regulation, government enforcement and white collar criminal defense, and IP litigation.

Firm profile
Ropes & Gray, an international law firm with more than 1,400 attorneys and professionals in 11 offices in the United States, Europe and Asia, provides comprehensive legal services to leading businesses and individuals around the world. Clients benefit from the firm’s unwavering standards of integrity, service and responsiveness. The firm is ideally positioned to address its clients’ most pressing legal and business issues. In 2019, lawyers, paralegals and other Ropes & Gray professionals worldwide committed 172,000 hours assisting the firm’s pro bono clients.

Law Schools attending for OCIs in 2020:
American, Berkeley, Boston College, Boston University, Brooklyn, Cardozo, Chicago, Columbia, Cornell, Duke, Fordham, George Washington, Georgetown, Harvard, Howard, Illinois, Maryland, Michigan, North Carolina, Northeastern, Northwestern, Notre Dame, NYU, Penn, Santa Clara, Stanford, Suffolk, UCLA, UC Irvine, USC, UVA, Vanderbilt, Washington University in St. Louis, Yale. The firm also attends various job fairs.

Roscoe Trimmier Jr. Diversity Scholarship:
This scholarship provides a $25,000* award to five outstanding second-year law students and includes a paid summer associate position following completion of the second year of law school. *payable in installments, less all required income and payroll taxes

Eligibility requirements:
Outstanding undergraduate and law school academic achievement; member of a historically underrepresented group in the legal profession; 2L, enrolled in an ABA-accredited law school; US citizen or authorized to work in the United States. To find out more about this scholarship, please visit:

Additionally, Ropes & Gray’s 1L Diversity Summer Program offers a select number of highly qualified and diverse first-year law students the opportunity to participate in all aspects of the firm’s 2019 Summer Associate Program.

Summer associate profile:
Ropes & Gray chooses summer associates based on academic performance, personal skills, motivation, work and leadership experience, practice area interests and the ability to work well in a highly collaborative environment.

Summer program components:
Our goal is to provide summer associates with a realistic sense of what it is like to work at the firm by having them work on actual client matters and by giving them opportunities to get to know our attorneys through a variety of social events, activities and lunches. Our attorneys provide meaningful and timely feedback on work assignments and offer additional perspective through an end-of-summer formal review. Summer associates also benefit from our highly regarded training program.

Social media:
Recruitment website:
Linkedin: ropes-&-gray-llp
Twitter: @ropesgray

This Firm's Rankings in
USA Guide, 2020

Ranked Departments

    • Corporate/M&A: Private Equity (Band 3)
    • Healthcare (Band 3)
    • Intellectual Property (Band 4)
    • Antitrust (Band 4)
    • Healthcare (Band 3)
    • Healthcare: Pharmaceutical/Medical Products Regulatory (Band 2)
    • Corporate/M&A & Private Equity (Band 4)
    • Healthcare (Band 4)
    • Litigation: White-Collar Crime & Government Investigations (Band 4)
    • Antitrust (Band 1)
    • Banking & Finance (Band 1)
    • Banking & Finance: Public Finance (Band 2)
    • Bankruptcy/Restructuring (Band 2)
    • Capital Markets (Band 1)
    • Corporate/M&A (Band 1)
    • Employee Benefits & Executive Compensation (Band 1)
    • Healthcare (Band 1)
    • Hedge & Mutual Funds (Band 1)
    • Intellectual Property (Band 4)
    • Labor & Employment (Band 2)
    • Litigation: General Commercial (Band 1)
    • Litigation: White-Collar Crime & Government Investigations (Band 1)
    • Private Equity: Buyouts (Band 1)
    • Private Equity: Fund Formation (Band 1)
    • Real Estate (Band 2)
    • Tax (Band 1)
    • Bankruptcy/Restructuring (Band 4)
    • Corporate/M&A: Highly Regarded (Band 1)
    • Healthcare (Band 1)
    • Intellectual Property: Patent (Band 4)
    • Litigation: General Commercial: Highly Regarded (Band 4)
    • Litigation: White-Collar Crime & Government Investigations (Band 3)
    • Tax (Band 4)
    • Antitrust (Band 4)
    • Banking & Finance (Band 3)
    • Bankruptcy/Restructuring (Band 5)
    • Capital Markets: Equity: Issuer Counsel (Band 3)
    • Capital Markets: Equity: Manager Counsel (Band 3)
    • Corporate Crime & Investigations (Band 4)
    • Corporate/M&A: The Elite (Band 4)
    • Employee Benefits & Executive Compensation (Band 4)
    • FCPA (Band 3)
    • Healthcare (Band 2)
    • Investment Funds: Hedge Funds (Band 2)
    • Investment Funds: Investor Representation (Band 1)
    • Investment Funds: Private Equity: Fund Formation (Band 2)
    • Investment Funds: Registered Funds (Band 1)
    • Investment Funds: Regulatory & Compliance (Band 2)
    • Life Sciences (Band 2)
    • Privacy & Data Security (Band 4)
    • Private Equity: Buyouts: High-end Capability (Band 2)
    • Securities: Litigation (Band 5)
    • Securities: Regulation (Band 4)
    • Tax: Corporate & Finance (Band 3)