Seyfarth Shaw LLP - The Inside View

What do people love more than a success story? Watching, or better yet, experiencing the rise (no fall) of a Midwest interest performing today as a full-service firm. Indeed, this Chicago-born firm has come far from its roots as a labor & employment specialist, fueled by strategic moves along the way to make it the one-stop Seyfarth known today. Our sister guide Chambers USA can speak to its expertise, awarding it the best-in-class rankings in employment in Illinois, Georgia and Massachusetts, as well as nationwide. Nationally, the firm picks up further acclaim for its retail, transportation (automotive), construction and government contracts know-how.

It boasts an expansive network of thirteen offices across the States, one across the pond in London, as well as three in the Asia-Pacific region. “We’ve been expanding significantly. We crossed the threshold of having 1,000 attorneys for the first time in the firm’s history,” Lorie Almon, chair and managing partner, tells us.

“There’s a lot of new faces coming in with some great opportunities; it’s a firm on an upward trajectory!”

Our interviewees were quick to highlight, “there’s a lot of new faces coming in with some great opportunities; it’s a firm on an upward trajectory!” That said, the firm takes on a smaller summer class size across its offices which “is great as you don’t get lost” lending to the camaraderie and opportunities available to young attorneys. Certainly, the environment on offer is a pull factor, from first impressions at law school presentations and at interview: “They spoke highly of everyone they worked with and I felt that – it was a cultural thing.”  And this culture has certainly paid off, with Almon happily sharing: “We’re about a billion-dollar firm now. The firm’s economic health and stability is a nice calling card for us.”

Strategy & Future

“It’s a very exciting place to be right now,” Almon shares, with the firm having sharpened its focus across a variety of areas. Namely: “We’re laser focused on legal service delivery innovation and also helping our clients through their own innovation journeys, given the explosion of generative AI in the last couple of years. We’ve very much leaned into this, and we see an opportunity to be at the absolute forefront of the market when it comes to legal innovation,” with numerous accolades bestowed across legal publications to back this up.

The firm continues to grow both in terms of revenue, partner profits and headcount. “We're very focused on strategic lateral growth. We added 23 partners and dozens of associates last year, and we’ll continue that into 2026,” Almon shares. For instance: “We've got a team of lawyers who joined us from a smaller New York boutique litigation firm who are among the top trial lawyers in the country.” At the same time, There is a firm focus on “enabling a high-performance culture in a positive way.” These efforts include a partnership with Finding Mastery, which is made up of high-performance psychologists, often former Olympians, who help attorneys to unlock their potential at the intersection of high performance and wellbeing, and the firm’s longstanding year-long development program called ‘Triad’ which is focused on associates’ goals and growth.

The firm is also keen to treat innovation as a firmwide priority in a way that is not just based around adopting new technology, but also focused on improving legal service delivery and client outcomes across the board. To this end, it runs an annual SEYence Fair, which is a firmwide innovation challenge open to all employees. There is also ongoing Innovation & AI training for attorneys and professional staff, and additional initiatives to encourage new ideas such as the firm's SEYmultaneous Advancement program and an Innovation Tracker.

Summer Program

“It was phenomenal – it was one of the best summers I’ve had.”

If there was ever a testimony to grab your attention, then let it be the words of one of our insiders: “It was phenomenal – it was one of the best summers I’ve had, it was so much fun.” Seyfarth’s summer program runs for ten weeks and participants join one of the firm’s practice groups for the duration of it, options being litigation, corporate, real estate, labor & employment, and employee benefits. “It was hands-on,” an interviewee recalled. Often summers are tasked with more discreet work assignments including research and attending client meetings. On occasion they might have the opportunity to shadow on depositions and mediations depending on the practice group and business needs. Essentially, the program aims to give summers exposure to the practice and work they’d be doing as a full-time associate. There are also plenty of social events to get to know other summers in your intake as well as colleagues at the firm, from lunches, dinners and drinks to other fun occasions like baseball games and boat tours.

The Work

Seyfarth operates with a free-market system with guardrails Insiders explained that it’s a “two-way street” where they’re able to reach out to associates and partners for work, and vice versa, with the support of assigning partners and Talent Development professionals to help associates secure the type of work that interests them most. That said, starting out “you have to build that momentum until you’re fully staffed,” an associate noted. Returning associates are placed within the practice they spend their summer working within, unless they request otherwise. The majority of junior associates on our list could be found in Chicago, Los Angeles, and New York followed by Atlanta, Boston, and San Francisco.

Associates described the labor & employment team as “the heart of Seyfarth; it’s where it started all those decades ago and today has about 400 attorneys.” It runs the gamut covering counseling, traditional labor, and litigation as a full-service practice, which means advising on matters such as paid sick leave all the way up to collective bargaining and corporate acquisitions. Litigation matters include single plaintiff litigation “which is pretty much anything regarding employment matters” to class actions, wage disputes, as well as complex discrimination cases and investigations, , including significant trial and boardroom level work. “It’s a broad umbrella - it’s up to you to find your niche and where you fit in,” shared one junior. Common first year tasks include attending client meetings, lots of doc review and research – “I do enjoy the counseling situations that come up as its problem solving,” one junior added, as well as some drafting. Opportunities for taking depositions and arguing motions build, as associates progress. Now, “I’m doing the first pass at everything – it’s the baseline expectation,” a rookie shared, as well as helping out with witness interviews for disputes too.

Labor & employment clients: ALDI, Walgreen, Motorola, DHL Express (USA). Represented Southern California Pizza Company, the largest California franchisee of Pizza Hut restaurants, in a class action brought by over 15,000 delivery drivers.

Moving along to Seyfarth’s litigation department, we learned that it spans commercial litigation, class actions, trade secrets, government contracts, construction and real estate, intellectual property, product liability, securities & fiduciary duty litigation, as well as healthcare. In particular, we heard that Chicago has a busy trade secret practice, “with product liability and consumer class actions - there is a lot of privacy related class action work.” Similar to employment and labor, associates are able to find work in areas that interest them. Day-to-day associates are busy with discovery as well as lots of research and drafting opportunities due to lean staffing. In turn, responsibilities come quickly if you prove you’re ready. “People are able to take a deposition as a second and third year; you’re getting that substantive experience,” an insider attested. Another benefit of lean staffing means that rookies get an insight into the overarching case strategy: “It’s cool sitting down with a partner considering, ‘what are we planning to do, and what will the next three months look like on this case?’”

Litigation clients: Baker Hughes Oilfield Operations, Panda Express, Level It Installations. Currently represent Prudential Insurance Company of America in a False Claims Act case. 

Career Development

“…because they’re serious on development, if you have a goal to make partner, that communication is pretty clear.”

Development at Seyfarth is two-pronged, with formal and informal support provided. Training is tailored to the skills that associates need: progressing from junior to senior, as well as getting to know their practice. Associates can also take advantage of attending conferences and acquiring certifications to build up their knowledge externally. “You need to go for it, if you want to do something like that,” an insider told us. Through the Triad development program, associates are paired with two partners, one of whom is a member of the lawyer development committee and sits within their practice group. At a minimum, mentors and mentees are expected to meet once a quarter to discuss how things are going and to plan for any goals they have. “It’s a good opportunity to check in,” shared one junior, “maybe there is something I need help with, or I want to do this, can you make this happen?” While experiences vary, being in the same practice group or sitting in close proximity in the office means associates “talk pretty much every day.” Our interviewees also expressed that there is a level of informal mentoring and guidance from other associates and partners early on. In turn, “because they’re serious on development, if you have a goal to make partner that communication is pretty clear.”

Culture

“…people are very much looking to collaborate and bring people in, the attitude being ‘if you’re interested, come join, we’ll get you involved!’"

Drawing back the curtain even further on Seyfarth, associates highlighted how the firm embodies a “pretty supportive work culture.” Considering the high amount of work and long hours, one ventured as far as to say, “everyone is super easy going; as far as BigLaw goes, you won’t find anything much more laid back.” From the headquarters of Chicago we heard: “For the most part, people are very much looking to collaborate and bring people in, the attitude being ‘if you’re interested, come join, we’ll get you involved!’It’s very cool,” a local enthused. There is also a good culture amongst the associates, with one sharing: “we all get lunch together every day, it’s great.” There are different events for associates to unwind and socialize too. In fact, the New York office has recently built out a new café which is the perfect space to host after-work functions.

Hours & Compensation

Billable hours: 1,950 target

With a 1,950 billable target at Seyfarth, our sources believed it’s “reasonable, although a lot of work,” falling in line with the wider BigLaw market. Up to 60 hours of pro bono time counts towards an associate’s guaranteed bonus, and all pro bono hours count towards an associate’s minimum billable target for advancement. In turn, associates from first through to fifth year receive market compensation. Thereafter, it falls slightly out of step with the highest-paying firms, although there is a graduated increase for each class year. “In terms of labor and employment, I’m making more than at a specialty firm,” an interviewee reflected, “but this isn’t a specialty firm anymore – it’s full-service since the firm is pushing for growth in other areas, so it’s in a unique space.” If an associate reaches the minimum billable target, they are eligible to be considered for advancement to the next level and receive a guaranteed bonus, though insiders noted that this is below market-rate. There is also a discretionary bonus up for grabs too, though one associate divulged, “it’s a bit of an associate pain point.”  As for office attendance, associates are expected to be present within a Seyfarth office at least 130 days per year, which averages out to about three days a week. Juniors gave this thumbs up for flexibility as “it lets you pick and choose a bit more.”

Pro Bono

Associates are very much encouraged to get involved in pro bono at Seyfarth. “We hold friendly competitions between the offices for who does the most pro bono hours, and who has the highest participation rate,” a junior explained. “In 2025, the SF office had over 90% pro bono participation rate for their attorneys,” which certainly deserves a shout-out! Whilst there isn’t a limit as to how much pro bono associates can get involved in, up to 60 pro bono hours are counted towards the billable target to be bonus eligible (though worth noting that additional pro bono hours will be considered for the discretionary bonus). Opportunities include counseling non-profits as well as asylum and immigration cases. Attorneys can also bring their own projects to the firm. 

Pro bono hours  

• For all US attorneys: 24,479.7
• Average per US attorney: 26

Inclusion

When attorneys enter through the firm’s doors, both as fresh-faced juniors and as laterals, associates told us that there is a real effort to make sure you’re introduced to everyone. “We’re purposeful about developing a client-focused, high-performance environment where people are working at the intersection of high performance and wellbeing. They feel they're working in an inclusive environment, where they can bring their true selves to work and where they feel that the firm has values,” Almon emphasized. Seyfarth has a variety of networks for women, those of different ethnic backgrounds and common interests to join. These networks provide the space to learn and engage as well as build community. One associate commented that “the Women’s Network puts on great events, we had a speaker come in recently, but it’s not just for women, anyone can attend.They’re actively engaged and I appreciate being at a place that values diversity.”

Get Hired

The first stage: recruitment on and off campus  

Applicants interviewed: 213   

Seyfarth participates in interview programs at a number of law schools in the regions where the firm hosts summer associates, including Atlanta, Boston, Chicago, Los Angeles (Century City and Downtown LA), New York, San Francisco, and Seattle. In addition, the firm attends several job fairs and consortia, such as the Lavender Law Career Fair, the Midwest–California–Georgia Consortium, the Southeast Law School Consortium, Summer Hub, among others. The firm also considers direct online applications from students.

The firm interviews are conducted by partners, counsel, and associates. These interviews typically cover a candidate’s prior work and academic experience, their interest in Seyfarth and specific practice groups, and may include several behavioral or situational questions to help the firm learn more about the candidate’s approach to teamwork, communication, and problem‑solving.

Top tips for this stage:  

"Build your interview confidence by practicing in different ways – through mock interviews, with classmates or professors, or even on your own. Have a few examples ready, but aim to answer questions naturally and be yourself so your story comes through. Be proactive by attending networking events and reaching out to alumni to show real interest before interview season starts. These connections can be helpful well beyond recruiting. And no matter the outcome, stay professional. How you respond to rejection can leave a lasting impression and open doors in the future." - national senior director of talent development Elizabeth Tingey

Callbacks  

The callback stage consists of interviews with attorney from the practice group the candidate is applying to—typically a mix of partners, counsel, and associates. The questions during these interviews are similar to those asked during the initial screen, but are tailored to the feedback and impressions from the initial screen. Because the initial screen is typically 20 minutes, callback interviews allow for a more detailed and substantive discussion.

This stage provides significantly more time for both the interviewers and the candidate to engage in deeper conversations, ask questions, and assess mutual expectations. It also offers a meaningful opportunity to evaluate cultural fit within the office, the firm, and the practice group.

Top tips for this stage:  

"Once you have your callback schedule, it’s a good idea to email your interviewers to let them know you’re looking forward to meeting them. Be ready to talk about what genuinely interests you about the firm and the practice area, beyond the basics. After the interviews, follow up with thoughtful thank you notes that reference specific parts of your conversations. Those small details can really help you stand out." - national senior director of talent development Elizabeth Tingey

Summer program  

Offers:  29   

Acceptances: 25   

Summer associates are typically assigned to a specific practice group—such as labor & employment, employee benefits, real estate, litigation, or corporate—and primarily work with attorneys within that group throughout the summer. Each practice group has a dedicated work‑assignment coordinator who ensures that summer associates receive a variety of assignments and unique learning opportunities. In addition, each summer associate is paired with both a partner mentor and an associate mentor who provide individualized guidance, feedback, and coaching.

During the recruiting cycle, Seyfarth interviews for specific practice areas, and summer associates join the firm on day one already placed into their designated practice group. This placement continues when they return as first‑year associates, allowing for a more seamless and intentional transition into practice.

Throughout the summer program, the firm’s summer associates have the opportunity to develop meaningful, hands‑on skills that complement and enhance their law school education. These opportunities include:

• A specialized training curriculum featuring substantive seminars on key legal topics.
• Professional skills training in areas such as ethics, client service, marketing, legal writing, and communication, taught by leading practitioners across the firm.
• Practical, real‑world learning experiences, such as attending depositions, court hearings, and client meetings.
• Engagement with cutting‑edge legal work on active cases and client projects.

Top tips for this stage:  

"Take good notes when you receive an assignment and don’t be afraid to ask questions. Keep assigning attorneys updated on your progress, and let them know early if you need more time to complete your work. Stay organized and manage your workload thoughtfully, asking for guidance if priorities conflict. Always proofread your emails and work product. Pay attention to feedback and apply it – it’s one of the fastest ways to learn. Be respectful to everyone, including assistants and paralegals, and take the time to get to know them. Show curiosity about the work, the practice group, and the firm itself. Participate in events and activities, maintain a positive attitude, and be on time – arriving early never hurts."- national senior director of talent development Elizabeth Tingey

Lateral hiring  

Approximately 65% of the firm’s associates are lateral hires. Although the firm recruits from a wide range of sources, it tends to favor candidates from AmLaw 200 firms and generally focuses on more experienced associates. This approach is largely because Seyfarth prefers to hire its junior associates through the summer program. Looking ahead to the next 12 months, Seyfarth’s recruiting team indicated that the firm expects to hire across all practice areas, including corporate, real estate, labor & employment, litigation, and employee benefits.

And Finally...  

"Be professional, engaged, and respectful – your work and how you treat others both leave a lasting impression.'”- national senior director of talent development Elizabeth Tingey