Kirkland & Ellis - The Inside View

When it comes to BigLaw, Kirkland & Ellis is about as big as it gets. It’s the highest-grossing law firm in the world and reached a revenue of $6.5 billion (!) in 2022. It therefore came as no surprise to hear that “reputation” and “prestige” were on the minds of our interviewees, with many keen to get in on the big-name work that Kirkland is best known for. One starry-eyed junior noted how “Kirkland was on the types of deals that anyone who wants to do M&A wants to be on.” Our colleagues over at Chambers USA can certainly attest to Kirkland’s prowess, as they recognize the firm’s corporate/M&A work in the elite category nationwide, as well as in California, New York, and Texas. It picks up 38 top rankings from Chambers USA across practice areas, with further special recognition going to its commercial litigation, bankruptcy & restructuring, and export controls & economic sanctions departments. It was the firm’s top-notch work that led a junior to say: “I only ever wanted to be in Kirkland from the beginning.”  

“... they want to better themselves without putting others down to get there.”  

“The prestige motivates us,” one insider commented, “but what keeps me here more than anything is the people.” Kirkland’s rise to the top can lead to assumptions of a colder, solely work-driven culture, but juniors were quick to point out that these projections have little basis in reality. “I liked the attitude of the people I met with before joining the firm,” a source reflected. “They’re intense, but only because they want to better themselves without putting others down to get there.” Indeed, having such a large global network with countless resources at their fingertips meant that our interviewees felt the freedom to get as much out of their career at Kirkland as they wanted.  

The Work  

Most associates on our list were based in the firm’s New York and Chicago offices, with the rest spread across its US locations. The corporate department took on the lion’s share of juniors, followed by litigation, restructuring and IP. There's an open assignment work allocation system in place, which was described by associates as “a free-for-all, but with safety nets – we have resources in place to help us.” Our interviewees explained that the open assignment system helps them manage their workloads, while also allowing associates to be selective with matters. “Relationships get formed and certain non-share partners and senior associates find the mid-levels and juniors they like to work with and want to invest in,” one junior explained. Another added that “the open assignment system weeds out the bad apples. It’s hard to staff a deal if no one wants to work with you!”  

Juniors in corporate join as generalists, and for their first two years pick from matters in areas like capital markets, M&A/private equity, investment funds, ESG, and debt financing. “They really do encourage you to try work in each of those four areas,” said one generalist. “The more insight you have into all those areas, the better you can advise clients down the line.” Over in M&A and private equity (Kirkland’s “bread and butter”), associates have access to the breadth of matters that flow through the firm, including lots of middle market M&A deals in Chicago especially. In Houston, associates (unsurprisingly) found themselves on a variety of energy-related deals, “but it truly is the oldest form to the newest form of energy.”  

Responsibility for newer associates can vary, but most agreed that it was typical for “juniors to be in the trenches when it comes to the diligence process.” However, there’s plenty of high-level responsibility offered to associates who ask for it and gain the trust of their seniors. “Kirkland can throw you in the deep end,” one junior told us. “I get to lead calls as a second year, and I’ve started to run the process on deals. You get a lot of client contact at Kirkland, even as a junior.” Juniors enjoyed stepping out of their comfort zones and noted that “the pace of play is so fast, so you have no choice but to learn to swim!”  

Corporate clients: Verizon, Bristol Myers Squibb, Celanese Corp. Advised NortonLifeLock, global leader in consumer cybersafety, in its approx. $25 billion merger with Avast. 

The investment funds group is also huge and deals with “every type of work you can imagine within the funds world!” The department generally represents the managers of venture funds and helps them establish funds and fundraise. Juniors are typically in charge of organizing the closings and negotiating with third-party investors, but responsibility can change depending on the size of the fund. “My favorite is the midsized funds,” one associate commented, who went on to explain that matters with these funds come with less supervision and more responsibility above their class year. Juniors on first-time funds might spend a lot of time explaining the process to clients, while the larger-scale matters require newbies to take on a more administrative role. Associates agreed that the work is diverse: “There are days when I’m doing capital markets transactions, and others when I’m researching case law and statutes.”  

Investment funds clients: Carlyle, Vista Equity Partners, Francisco Partners. Advised Oaktree Capital Management on the formation of several private funds, one of which closed at $15.9 billion in total capital commitments.  

“My favorite part has been getting to work first-hand on cases that are ripped out of the headlines.”  

The litigation department also uses a generalist system, but without the requirement to eventually specialize. Some attorneys do informally specialize by actively pursuing a certain type of work, but there are substantial opportunities across sub-practices, which include: contract disputes, product liability, environment, securities, commercial litigation – you name it! “The appeal of Kirkland is that there are leading practitioners in every sub-area of litigation,” one junior explained, highlighting white-collar and antitrust as particular strengths of the group. Associates added that Kirkland isn’t afraid to try cases, leading one interviewee to comment: “My favorite part has been getting to work first-hand on cases that are ripped out of the headlines.” Discovery is a huge part of juniors’ responsibilities, but “whatever experience you need, partners will go and get it for you.” Sources mentioned strategy calls, expert management, document tracking and research as typical day-to-day tasks, with the opportunity to go to trial even as a junior.  

Litigation clients: 3M Company, BP America, JUUL Labs. Represented Grubhub and some members of its board in various individual shareholder lawsuits following its $7.3 billion acquisition by Just Eat.  

Pro Bono & Career Development  

Insiders agreed that it’s easy to jump on pro bono matters at Kirkland, especially since coordinators regularly circulate emails with available opportunities. A 20-hour minimum is highly encouraged, and all pro bono is billable. Although most of our interviewees’ standard billable commitments meant they couldn’t devote much more than the unofficial minimum, a few litigators had spent far more time on pro bono matters. Associates aren’t limited to their practice groups, with one mentioning how they “chose to do something a little different with pro bono because I do corporate all day, every day.” A lot of immigration and gender equity work was available at the time of our calls, but sources were clear that “there are honestly no causes that the firm is focused on more than others. There are opportunities across the board.”  

“People are open to what you want out of your career and really want to support that.”  

Although pro bono is typically a great way to get more responsibility and early experience, juniors were quick to point out that “to Kirkland’s credit, juniors and mid-levels have a lot of responsibility in their billable matters.” We heard a lot of this is due to partners being keen to help newer associates get the experience they need to develop. There are a bunch of more formal training programs, too, and we also heard that “people are open to what you want out of your career and really want to support that.”   

Interviewees explained that first-years are assigned mentor pods with senior associates, share partners, and non-share partners. Although juniors preferred asking partners on their matters for contextual guidance, some mentioned that the pods were helpful for questions such as “How many matters should I be on?” and “Who should I reach out to for a specific type of work?” Making partner was also described as “a talking point among junior ranks.” Some were surprised at how many weren’t aiming to make partner, with one adding how it “isn’t necessarily something we all view as attainable.” Associates can make use of the firm's CareerLink resource, which helps them plan for partnership or alternative options beyond the firm.

Pro bono hours 

• For all US attorneys: 114,762
• Average per US attorney: 39

Culture  

“It’s demanding, but that high demand is matched with compassion and kindness,” one interviewee was keen to highlight. Most of our interviewees really appreciated the kindness of their coworkers, with many laterals expressing how welcoming everyone had been. “Work hard, play hard” was a phrase that popped up a lot in our research, but a better description might be that the culture feels “young, social and progressive.” Another junior joked: “I always mistake the partners for associates because they look so young!” It’s a firm full of driven people, so “folks at Kirkland are big on you making your own opportunities.” A lot is expected of newer associates, who felt that the invaluable experience they’d gained was matched by “a culture of care and investment among people, where we genuinely want each other to succeed.”  

“The nicest amenities in town.”

Working at the highest-grossing law firm in the world certainly has its perks, and we heard various tales of holiday gifts, care packages and generally having “the nicest amenities in town.” The gifts have slowed down post-Covid, but insiders mentioned receiving boxes of food or merch, and even credit to put towards a vacation. BigLaw at the top can be intense, so associates appreciated these gestures that showed “they didn’t want us to burn out.”  

Hours & Compensation  

Billable hours: no target  

“There are a lot of people who respect your boundaries and the time you set aside for yourself.”  

Although there’s no concrete rule as to how many hours associates should bill, interviewees described Kirkland as “a firm that rewards people who bill a lot” (one of those rewards being market-rate compensation). At the same time, “there are a lot of people who respect your boundaries and the time you set aside for yourself.” Associates admitted that maintaining a good work-life balance was the most difficult aspect of the job but felt that the open assignment system helped them control their own schedules. Insiders suggested that billing anything above 2,000 each year is ideal. Associates don’t need to hit a certain target to get a bonus, as it’s both merit- and hours-based. Put simply, “it’s about the substance of your work as well as the numbers. 2,400 hours of pure doc review won’t make you the next big thing!”  

Despite the numbers, associates felt that “the firm does a really good job of respecting your time off” (which is also unlimited and only requires a courtesy heads-up in advance). Although it can be hard to make plans, juniors still felt that they could maintain a social life, even if work did have to be their main priority. Some mentioned that it would be difficult to manage a new family with junior life at Kirkland, while others noted that “a lot of partners go offline between 6 and 8pm to eat dinner with their family and put their kids to bed.”   

Diversity, Equity & Inclusion  

Interviewees agreed that Kirkland looks more diverse at the lower levels than at the top. Sources explained that the work-life balance issue (which we often hear about in the context of BigLaw) has meant that some women with children have left the firm to go somewhere with more forgiving hours as their family responsibilities increased, so there are “fewer women in the senior ranks to look up to.” However, interviewees spoke highly of the Women in Leadership Initiative and enjoyed its regular array of networking sessions and monthly lunches to connect with other women at the firm. We also heard that Kirkland hosts “presentations on parenting and preparing for family life.” Juniors lauded the firm’s Pride network, with many valuing its specific mentoring circles that help associates develop crucial connections and “talk about navigating the firm and advancement as a queer attorney.” Sources commented that they wanted to see more racial diversity at the firm and explained that the share partner class was, in their view, the least diverse part of the firm. However, associates were confident that Kirkland has the resources to work towards fixing the imbalance and had found solidarity through the firm’s multiple affinity groups and retreats.  

Strategy & Future  

“I would say Kirkland is in a growth mindset right now, to say the least!” one interviewee reflected, explaining how the firm is branching out into new markets and acquiring more talent. In fact, attorneys are offered a large referral bonus for bringing in successful lateral candidates. Associates also mentioned that “there’s been an impetus to grow ESG practices, as well as to emerge into various tech and crypto spaces.” As part of this strategy, Kirkland has opened offices in Austin and Salt Lake City in recent years, which has given it a presence in markets where some of the most cutting-edge tech deals are happening in the US. The firm also opened a base in Miami in 2022.

Get Hired

The first stage: recruitment on and off campus

OCI applicants interviewed: 2,084

Interviewees outside OCI:  1,810

Kirkland conducts OCIs at around 51 top law schools across the country, as well as at 12 regional/diversity job fairs. To give you an idea of the firm’s recruiting scope, in 2021 the firm interviewed over 1,800 OCI applicants and 800 non-OCI applicants across the US. Generally, the number of students interviewed across campuses varies.

The interviews themselves are usually conducted by one or two attorneys. Hiring partner Lauren Casazza tells us: “We seek 2L students with a record of outstanding academic achievement, strong communications skills and a desire to assume early responsibility. We look favorably upon law review and moot court experience, and other indicators of intellectual curiosity and drive.” 

Top tips for this stage:

“Candidates should be prepared to showcase their substantive legal knowledge, explain their interest in the firm, and confidently communicate with their interviewer.” – hiring partner Lauren Casazza

Callbacks

Applicants invited to second-stage interview:  1,904

Around 40% of the initial applicants are invited for callback interviews at the firm. Each student will interview with between four and seven Kirkland attorneys. According to Casazza, at this point, interviewers are trying to “get a sense for whether candidates will be able to multi-task, dig in to their work and juggle competing demands in a professional, collegial manner.” Casazza also highlights: “We are looking for candidates who will be good team members in our collaborative environment, who will hit the ground running with us for our clients, and who will add value to our organization as a whole.”

Top tips for this stage:

“Be yourself, be prepared and be ready to explain why Kirkland is the place for you.” – hiring partner Lauren Casazza

Summer program

Offers: 922

Acceptances: 448

In the same manner as full-time associates, summer associates get to work on substantive assignments through the firm’s famed open assignment system that empowers associates to choose the types of matters on which they work (see the Inside View feature on Kirkland for more details on that) with support and facilitation from each practice group’s attorneys and staff. The goal is to provide summer associates with information and experiences to help them see what it is like to be a Kirkland attorney and to help decide which practice group they prefer. In addition to specific assignments, summer associates are able to participate in the firm’s numerous interactive training programs that happen throughout the summer. There are also opportunities to shadow attorneys in negotiations, team meetings and client calls, and participate in trials, depositions, hearings, negotiations and deal closings. There is also the opportunity to network with attorneys and fellow summer associates though various social events. Typically, the expectation is that all summer associates will receive offers to join a particular core practice group and will return to the firm upon graduating. 

Top tips for this stage:

“We see the summer associate program as a terrific opportunity to teach and provide on-the-job training for students who will be the future of the firm. Summer associates should view their time in the program as a chance to make early great impressions by doing exceptional work, demonstrating commitment and having a great attitude.” – hiring partner Lauren Casazza

Partner Interview with Taj Clayton, Litigation Partner

How would you define your firm’s current position and identity in the legal market?

TC: Kirkland has worked hard to differentiate itself in the legal market. We have a long-standing history handling some of the biggest, most complex matters in the world for industry-leading companies. We have always been known for serving our clients with cutting-edge expertise, commercial sophistication, and extraordinary service.

We don’t take this position lightly; we honor that legacy by investing heavily in our talented attorneys to make sure that the quality of our legal work and client service is second to none. We also provide outstanding career resources to our attorneys and alumni.

We do not take our leadership position for granted. It has taken an extraordinary amount of hard work, talent, sacrifice, and excellent decision-making by the best lawyers in the legal market to position Kirkland as the gold standard among law firms. Our positioning not only provides incredible advantages for our clients, but it is also an absolute differentiator for our junior attorneys and their careers. 

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

TC: Kirkland is perpetually evolving to meet and exceed the needs and expectations of the next generation of lawyers. Doing so is key to the firm’s success. Here are just a few examples:

Kirkland’s multifaceted training programs for our young attorneys have evolved to become the best in the legal marketplace. I started my career as a litigator at another firm and can personally attest that my former colleagues and I were envious of the Kirkland litigators who had the opportunity to develop and sharpen their trial chops in the firm’s famous Kirkland Institute for Trial Advocacy (KITA) program year after year. Our entire Firm is invested in training and developing the next generation of leading lawyers and reap significant returns in terms of the quality of our attorneys and the value they deliver to our clients.

Kirkland also pioneered a unique career placement and development program called CareerLink, which provides our attorneys and alumni lifelong career support both inside and outside of Kirkland, from supporting you in the development of more effective strategies for achieving internal success to job search to confidential coaching. This offering is a wonderful example of Kirkland staying connected and taking care of its own, even after someone leaves the firm.

In addition to our training and career programs, Kirkland has answered the call of our next generation of lawyers by implementing terrific support for their lives both inside and outside of the office, including robust support and resources for parents; daily amenities that make coming to work a joy, including complimentary concierge services; and hosting a steady diet of fun social events and programs, which offer opportunities for associates to stay well connected with their peers and senior partners.

What is the firm’s approach to bolstering diversity, equity, and inclusion? Are there any initiatives that are new or that have been working particularly well that you would like to flag?

TC: Kirkland’s commitment to DEI begins with our leaders, who understand that diverse teams produce the best results for our global client base and make the firm more vital and competitive. We are focused on developing a robust pipeline of diverse candidates coming out of law school and promoting diverse talent to leadership roles at the firm. To this end, Kirkland has partnered with Sponsors for Educational Opportunity (SEO) for nearly 15 years to support diverse law students. I am a proud alumnus of SEO and have experienced its transformative power first-hand.

Last fall, Kirkland partnered with SEO to create a new program called SEO Law Advance. This flagship leadership development initiative will bring together nearly 200 Black, Latinx, API, and LGBTQ+ attorneys, senior Kirkland partners and invited clients for curated mentorship, coaching and educational programming. This program aligns squarely with our “early responsibility” approach to development and our overall business strategy to create more diverse leaders.

In addition to the many internal and external partnerships, sponsorships and conferences we support, a dedicated group of partners lead the DEI Committee, which advances the firm’s competitive edge through strategic programming, training and initiatives. Kirkland is continually evolving our community and creating new spaces and places for attorneys to feel seen, heard and represented. Our professional network groups offer our historically under-represented attorneys opportunities to connect and talk about topics that affect their communities. We direct time, effort and resources to engage with law students early and support their careers, but we recognize once you start at a firm, there is a new set of obstacles. To support our attorneys and bolster DEI internally, we provide tailored mentoring, and opportunities for engagement and learning, and believe in elevating diverse voices and experiences.

What advice do you have for students and junior associates who are just about to embark/have just embarked on their legal career?

TC: First, hard work eats raw talent for breakfast. Second is to smile often — make sure that others around you feel good about themselves, the team and your shared mission. Third, have fun. Life is too short to toil away without having a lot of fun. The fourth piece of advice is to never compromise your integrity, principles or values. Ever.

Finally, I would say dream bigger. There are no limits. You are capable of more than you realize. Go for it all. Never settle for less.