Paul, Weiss, Rifkind, Wharton & Garrison LLP - The Inside View

There are some popstars who have penned enough hits to usher in generation after generation of devoted fans; a feat law firms can only hope to parallel when recruiting new generations of attorneys. It’s key, then, for firms to remain laser focused on recruiting the best talent in order to continue to be top-of-the-market. And in a chicken-or-egg scenario, our research shows time and time again that, at the end of the day, the new generation of lawyers want to work on the most interesting matters for the most interesting clients in the world. So, to those considering a career with a famed New Yorker, featuring strong Chambers USA-recognized antitrust, litigation, restructuring, and corporate/M&A practices? Welcome to Paul, Weiss – it’s been waiting for you.

And who better to assist Apple in a securities fraud class action than Big Apple native Paul, Weiss? It bodes well for associates too, who raved about the firm’s “amazing rolodex of clients,” citing it as a huge draw for them. More than that, “it’s nice to go to a firm where the business development is already taken care of, and you can just go in and get the experience.”

“If you want a challenge or to test yourself at the highest level, this is the place you’ll go!”

With stateside offices in New York, Los Angeles, San Francisco, Washington DC, Wilmington, and Houston, the majority of our interviewees hailed from the firm’s HQ. For many of our insiders, the culture across offices sealed the deal, highlighting the firm’s “team-oriented culture with lots of people who are intellectually passionate.” So, as our sources grinned, “if you want a challenge or to test yourself at the highest level, this is the place you’ll go!”

Strategy & Future

“The past few years have been like a rocket-ship blasting off,” said one insider. Indeed, the firm has continued to grow strategically, with the most significant recent development being the rapid expansion of its Los Angeles, Houston, and London offices with a number of notable lateral hires.

As such, talent remains central to the firm’s approach – both on the organic and lateral front. Part of that involves training talent to be armed with the necessary skills to perform at the highest level. What better way to do that than through technology? “There is a lot of emphasis on technology, tech education, and ensuring lawyers are equipped with the latest tools to do research,” associates described, “There isn’t a preference for orthodoxy or traditional ways of doing work, so they’re doing a great job with that.”

The Work

Most juniors were split between the corporate and litigation teams at the firm, receiving the bulk of their work from a centralized staffing system. “The partners make sure that the staffing for associates is diverse, so you get your hands on a lot of different deals and transaction types.” However, we were told that, in some cases, this eventually evolves into a hybrid staffing system: “When you first start at the firm, those assigning work will give you first assignment,” a source reflected, “but after that, I have mostly gotten work through partners reaching out to me, or me reaching out to partners I wanted to work with.” Ultimately, staffing methods vary by department.

“You have exposure to a lot of areas of the law,” was the consensus from juniors housed within the litigation department. This associate added: “You’re not put into a specific practice group, and over time, people gravitate towards more specialized areas.” By the end of their second year, associates are assigned to a formal practice group within the litigation department.

Associates get the opportunity to work on general commercial litigation matters, in addition to government investigations with the Federal Trade Commission and the Department of Justice. On the appellate side, there’s also “a lot of work in the Delaware chancery court,” and this “strong Delaware presence” differentiates Paul, Weiss from its competitors because its “clients do not have to hire separate counsel.” A lot of typical junior work consists of doc review, putting together documents for chronologies, deposition binders, and legal research. Some lucky rookies were able to dive into some drafting, and others were pleased with the prospect of being able to “read through the underlying opinion being appealed, highlighting questions and issues which I think are pressure points – or maybe weaker points – in our argument to raise in a moot court preparation.”

Litigation clients: Amazon, Johnson & Johnson, Qualcomm. Achieved successful outcomes in several class actions for Coinbase concerning the listing of certain algorithmic stablecoins, and in a securities class action against General Motors over autonomous driving technology in its Cruise division.

During their first year, juniors are given the opportunity to rotate twice across different subsets within the corporate department, including private and public M&A, finance, capital markets, investment funds, and intellectual property & technology. In their second year, they specialize in one of the aforementioned groups.

Work here involves backstop deals between banks and private equity credit funds, as well as securitization and amending credit agreements. Associates were generally happy with the responsibility afforded to them, as “you’re frequently holding the pen on a lot of stuff, and they have to trust you with drafting main transaction docs instead of just ancillaries.” There’s also a fair amount of communication and coordination with clients and relevant third parties for juniors to spearhead. One insider expressed “something really unique is I’ve felt like I’ve gotten to work with clients of all sizes – from some of the largest companies in the world to smaller companies that I had no prior familiarity with.” As a relatively new subset of corporate work, the financial services group provided juniors the “opportunity to get involved on bespoke deals that had never been done before!” This source added: “The novelty of the practice allowed a lot more hands on experience than you might get in a more developed, traditional practice.” Overall, interviewees felt that they were given a “well-rounded experience of seeing companies of all sizes and variety.”

“It’s very dynamic, and we have to come up with creative solutions…”

The M&A work at Paul, Weiss is vast in its service offering, from mid-market buyouts to public offerings and everything in between. This source confirmed: “It’s very dynamic, and we have to come up with creative solutions a lot more.” While smaller M&A transactions afforded rookies more responsibility to “deal with the main terms and points of negotiation,” giving them “the opportunity to draft things from scratch and not being bound by precedent.” Larger deals were “less hands on” and tended to be more “administrative at times.” However, understanding interviewees told us that this was due to time constraints and the understandable “hesitancy to have someone really junior taking the first cut at the document unless there’s a cushion of time.” On the whole, tasks included a lot of due diligence, legal research, review of data rooms, “light drafting of ancillaries, taking the first pass, and turning comments on documents.” There is also room for running checklists, which is “keeping the team in check; so, that’s like starting a checklist of some sort and keeping that going throughout the life of the deal.”

Corporate/M&A clients: Amazon, IBM, Keurig Dr Pepper. Represented Chevron in its $55 billion acquisition of Hess Corporation.

Career Development

Most insiders felt that the firm “offers a lot of training opportunities,” and “they make sure the knowledge is getting in there at an early point in people’s careers.” Training opportunities range from more formal CLEs led by senior associates and partners to informal experiences with colleagues who “take the time to explain how stuff works.” There is also a mentorship program which pairs juniors with associate and partner mentors, though feedback on this system ultimately boiled down to how much time was invested on both sides. Informal mentorship was a bigger hit, though: “I have gotten more mentorship from the teams I work with because you’re interacting more closely with them,” one source revealed.

As for partnership, the firm recently introduced a non-equity partner tier, which insiders felt was “definitely more attainable” than gearing up for making equity partner. That said, we did hear mixed reviews on the overall sentiment towards partnership, where an increase in lateral hires has left associates feeling like “you don’t see a lot of homegrown partners.” That said, the firm’s latest round of global partner promotions saw 28 attorneys elevated to partnership. Ultimately, juniors felt that the firm “sets you up well; even if you don’t want to stay in BigLaw forever, you have this skillset that you can apply to a ton of different areas.”

Hours & Compensation

Billable hours: no requirement

“It’s nice to know that there isn’t a number to worry about.”

Looking for bonuses provided irrespective of your billable hours? Paul, Weiss is calling. “You just need to be responsive and do the work you’re given,” one associate said, “It’s nice to know that there isn’t a number to worry about.” Hours fluctuate depending on the deals, but most juniors felt that it’s “been in-line with what I thought it would be when starting at the firm.” Another contemplated, “It definitely ebbs and flows… there are some days when I have tons of stuff to do and others when I have less going on.” As with any BigLaw firm of Paul, Weiss’ caliber, there is the expectation “to be available immediately, so you have to be prepared to be active on weekends.”

To sweeten the deal alongside market salaries and bonuses, at the discretion of each department, once you bill over a certain number of hours in any given month, the firm provides you with an enviable dinner bonus (called an ‘appreciation dinner’) to spend at any restaurant of your choice (friends and significant others included!).

Culture & Inclusion

Paul, Weiss is a place where “people are very excited about the work they’re doing and interested in the legal profession; nobody’s just coming to work to do the job at a bare minimum.” Having this enthusiasm is the best way to bond, another nodded: “Working on deals with people and being in the trenches? You make some of your closest friends.” Associates felt that “working with partners directly was really unique compared to the hierarchy of most firms,” and it always helps that “it’s very easy to speak to everyone! There are always people I can ask questions to and lean on for support.” The firm also hosts “a ton of events during the summer that make you close with your class.”

Events to foster mentorship and relationship building at the firm also happen regularly and are open to all attorneys. Examples include a speaker’s series, dinners, book clubs, and workshops.

Pro Bono

Something all our interviewees agreed on was the importance that Paul, Weiss places on pro bono work. “I think our pro bono practice is absolutely outstanding,” a junior told us, “I can’t think of another firm that does as much as us.” Creditable hours for pro bono are uncapped, and sources felt that the work is “valued equally” with its billable counterpart: “The firm incentivizes associates to engage in pro bono work,” one detailed, “I’ve taken part in an immigration case and a couple of nonprofit organization matters.”

Juniors were also impressed with the breadth of work available, as it is not limited to the standard litigation-focused work. As one associate laughed, “It turns out there is a ton of pro bono that corporate lawyers can do!” Another junior liked being able to “apply the skills that aren’t necessarily tangential, but which take your background and transactional skillset and apply it to something meaningful.” Examples included criminal justice, civil rights, immigration, nonprofit assistance, family law, and veterans’ matters.

Pro bono hours

• For all US attorneys: 106,861
• Average per US attorney: 91

Get Hired

The first stage: recruitment on and off campus 

There are several ways to get to know Paul, Weiss before the application process begins. The firm participates in OCI at select top law schools, as well as panels, networking receptions and other recruiting events. Attending these events is an excellent opportunity to connect with Paul, Weiss lawyers from across the firm’s offices and practice areas. Be sure to research the firm before attending to understand what makes Paul, Weiss unique.

Paul, Weiss recommends early, direct applications. “We encourage applicants to apply directly via our online application portal,” says the firm’s hiring team. “Applying early demonstrates a strong interest in the firm, which is very important to us. We love Paul, Weiss and want applicants who know they want to be a part of our team. Candidates with questions can reach us via email: summerprogram@paulweiss.com.” Applicants are also asked to update their applications with grades as they become available.

Top tips for this stage: 

“We are looking for ambitious, well-rounded candidates who have a strong academic record, value teamwork and are excited to jump into complex high-stakes matters.” – Paul, Weiss hiring team 

Callbacks 

During callbacks, candidates will typically have four interviews—two with partners and two with associates. Questions focus on “the candidate’s interest in Paul, Weiss and our practices, as well as the candidate’s goals and experiences.” Paul, Weiss provides candidates with a variety of opportunities to learn more about the firm's market-leading practices, including through meals with the firm’s lawyers, office tours and follow-up meetings with lawyers who are part of practice areas of interest to the candidate. One junior associate recalled getting their offer after the callback: “When I was deciding between firms, Paul, Weiss partners took the time to meet with me to guide me through the decision-making process. Their support speaks to the commitment to mentorship and collaborative culture I later found at the firm.” 

Top tips for this stage: 

“Paul, Weiss is looking for candidates who are committed to excellence and are driven, team-oriented and dedicated to delivering exceptional service to our clients. We are seeking applicants from a variety of backgrounds and experiences who want to work on substantive, transformational and extremely rewarding matters within a supportive environment focused on collaboration and success.” – Paul, Weiss hiring team 

Summer program 

Summer associates at Paul, Weiss have the opportunity to experience the firm’s fast-paced, collegial atmosphere firsthand. They are immersed in their matters and can shape their experience by focusing on work from one department or selecting assignments across a variety of practice areas. Summers also gain experience engaging with clients through specific assignments, exclusive fireside chats and other events. The firm's hiring team tells us that the summer associate program at Paul, Weiss is “more than just legal training. Summer associates are welcomed as part of the team from day one, working alongside lawyers on complex, important matters for the firm’s most sophisticated clients.” 

Summer associates at Paul, Weiss receive ample mentoring and support. They are paired with a partner and an associate mentor who “help them make connections with other lawyers at the firm and guide them in their work.” Summers also receive robust training, focused on substantive topics relating to transactional and litigation practice areas, as well as individual skills development. Some highlights include hearing from the firm’s partners about their experience working on headline-grabbing matters, shadowing firm lawyers to learn about their day-to-day work, focusing on practical skills like writing and communication, and gaining individual coaching. “Paul, Weiss is extremely invested in associate training and development, starting from the moment summer associates walk in the door,” says the firm’s hiring team. 

One junior associate told us: “I was so satisfied with my summer experience that I didn’t look elsewhere afterwards," and the firm says: “Most students who summer at Paul, Weiss will return as junior associates.”  Incoming associates are extended an offer to join a particular department upon completion of the summer program. 

Paul, Weiss’ summer program offers regular opportunities for networking and getting to know lawyers throughout the firm. Notable past summer events include a welcome reception at Peak with incredible city views, Casino Night, firm-wide reception at an iconic New York City art museum, private suite for a Yankees game, sunset sail around Manhattan, city mini golf experience and many more unique networking opportunities. 

Top tips for this stage: 

“Be proactive and engaged. Lawyers who want to achieve the highest excellence in lawyering and work in a fast-paced, stimulating environment will thrive at Paul, Weiss. Summer associates should embrace the myriad opportunities available to learn more about the firm’s high-stakes matters and should strive to deliver exceptional work product on every assignment. Summers should also explore a variety of practice areas and assignments and take time to learn about the firm’s core practice areas. We also encourage summer associates to attend as many trainings, events and networking opportunities as possible, and meet lawyers across the firm to get the most out of their summer experience.” – Paul, Weiss hiring team 

And finally… 

“At Paul, Weiss, you will learn from the best, while working on today’s most critical matters. Our lawyers handle industry-shaping transactions and bet-the-company litigations for the world’s best-known companies — and we love what we do. It’s an exciting time to join our firm.” – Paul, Weiss hiring team