Vedder Price PC - The Inside View

Have you ever come across the term ‘Midwest Nice?’ Often used to describe the friendly, helpful, and polite nature of the American Midwest’s people, you’d be forgiven for thinking it is too stereotypical to be true, but “we are the typical Midwestern American environment!” one associate at Chi-town native Vedder Price enthused. They went on to confirm that people are in fact “chill, nice, and family oriented as well.” Another admitted that “even in my initial interviews at the firm, everyone got on, and they genuinely cared about who I was as a person.” This vibe is not at all confined to its hometown, as one source reminisced: “I got a real impression from the managing partner at the time when I visited the LA office – he seemed very sincere and approachable in a way that a lot of people at other firms didn’t,” proving the affable atmosphere naturally spills over into its sprawling office locations.  

“It’s a way to get into BigLaw, to have great training and high-level clients without having to hold your breath for two years and see if you can hold on.” 

Many of our interviewees mentioned Vedder Price’s proud position in the BigLaw space, albeit with a “smaller firm vibe.” Sources sought to find the holy grail of balancing high-level work with a friendlier culture and were pleased to report that Vedder Price struck the perfect chord. With top billing in aviation and maritime finance, labor and employment, litigation, and government contracts in the Chambers USA guide, it was clear to see how one source was drawn in by “an international component and reputable, well-known practices.” But as another interviewee explained, “I’d worked for huge organizations before, and I realized that I wanted big firm resources  but with a smaller firm culture too.” Another expressed jokingly, “I wanted the BigLaw feel but without breaking my back in half!” Though as another neatly surmised, Vedder Price is “a way to get into BigLaw, to have great training and high-level clients without having to hold your breath for two years and see if you can hold on.” 

Based in Chicago, many of the associates we spoke to were on the line from the firm’s home base. With offices too in Dallas, Los Angeles, New York, San Francisco, Miami, and DC, our interviewees were spread across the entirety of Vedder’s vast array of practices. 

Vedder Price is recognized as a Strong Performer for Associate Satisfaction in our 2025 survey.

Strategy & Future 

Vedder Price’s operating shareholder Dana Armagno makes clear that the firm will continue to hone in on its five core practice areas: global transportation finance, finance & transactions, labor management, litigation, and general corporate. “The firm’s commercial strategy for growth is really to replicate all those practices and practice groups in markets where we’ve established ourselves. These markets were all chosen with our clients’ needs in mind from an access and talent perspective,” she details, adding: “We’re very cognizant of where our clients want us to be from our conversations with them. In parallel, we’re constantly asking our lawyers where they think they should be in order to drive alignment, cultural cohesion, talent acquisition and retention, and exceptional service delivery.” 

With locations such as Singapore and London, Dallas and Miami closer to home, Armagno suggests that “with the footholds there, we intend to grow each practice area in all of those cities and markets and continue to raise our profile throughout our geographic footprint.” She summarizes that the “focus in the next year is really going to be growing, particularly in Miami” in terms of “more attorneys, more providers, and more support staff.” Oh, “and we plan to do that in San Francisco too!” 

The Work 

Associates told us that “the unique thing about Vedder is that you’re hired directly into a practice group.” Another added: “We are able to put down a preference at the end of the summer,” but “you simply pick your practice area when you accept your job offer.” This can be a “double-edged sword,” noted one, implying that this may not be ideal “if you’re looking to try different things.” 

Juniors admitted that the firm’s free-market staffing system can appear a little daunting, but we were reassured that “shareholders will definitely look out for you. We also have a practice development manager who we meet with quarterly.” These meetings serve as “open lines of communication,” and “they track your hours” so they know where you’re at. What’s more, newbies can also utilize the firm’s traffic light system: red for busy, yellow for partial capacity, and green for available. Other than that, “it’s just about letting people know you’re available,” insiders clarified, on top of “shooting out emails and seeing if there are things you can jump on.” This encourages rookies to build relationships too, and one source noted that “if you work with someone frequently, they’re more likely to give you work.”  

Insiders within Vedder Price’s litigation group explained that “our team does pretty much everything within civil litigation, with some white-collar and government investigations too.” Our interviewees told us about getting involved in data privacy work, class actions, and SEC proceedings; “we also work with the labor & employment group on trade secrets and restrictive convenance.” With doc review and writing (anything from interrogatories to replies to motions to dismiss) on the cards, “there are opportunities for court appearances too” according to one source. Further endeavors include client interviews, observations, and depositions; “it really is the full range!” As newbies typically do, “I was expecting more doc review,” one associate quipped before adding that they were instead “pleasantly surprised” by the amount of substantive work they were given.  

The group covers a variety of areas within litigation, but associates pointed out that “we don’t have to specialize.” For instance, “I do absolutely everything within litigation which, for me, was another majorly attractive feature of the firm.” That said, if you do end up finding your niche, the firm encourages juniors to develop expertise in one area regardless.  

Litigation clients: University of Chicago Medical Center, US Bancorp Fund Services, Mariner Wealth Advisors. Represented ReliaStar Life Insurance in a stop-loss policy of over $52 million in a federal court action.  

“I get on a plane, and I often think, ‘Oh, let me see if I worked on this one!’”  

Vedder’s global transportation finance (GTF) group was described by its juniors as “pretty broad,” as the team generally looks at “any type of transaction concerning transportation equipment.” This includes work within the aviation world: commercial aircraft deals and equipment financing; cruise ship acquisition and oil drilling contracts in maritime and shipping; and any rail-related matters. A unique practice area, one insider revealed that “what I like so much about it is that these are tangible things.” This source then chuckled, “I get on a plane, and I often think, ‘Oh, let me see if I worked on this one!’”  

Legal research, drafting ancillary documents, coordinating signature pages, monitoring transaction checklists, and preparing corporate documents seemed to cover our associates’ daily tasks. One elucidated, “I typically do more sale, purchase, and lease-side work than financings.” Though the group engages in both, a source noted that “the New York office has more finance and capital markets-related work,” whereas “in Chicago it’s more credit and loan agreements.” Newbies in this group don’t shy away from the big responsibility either; “at Vedder Price, you’re asked to step up a lot of the time,” and a colleague confirmed: “We take on a lot of responsibility pretty early on, so it’s not just diligence and doc review!” It would be wise to expect some of that though, but associates added: “We also take part in some of the harder negotiation questions that typically only seniors do.”  

GTF clients: Air Canada, Citibank, HSBC. Represented Windstar Cruises in connection with its purchase of two new all-suite Star Class cruise ships. 

Career Development  

With training “run like a very well-oiled ship” according to one associate, replies of “absolutely” and “without a doubt” were resounding when we asked if Vedder Price is invested in developing its newbies. While some practice groups may offer more “on-the-job training” than others due to their leanly staffed nature, interviewees noted formal training on top of at least two CLEs per week that are open to all associates. There’s a career development team and coordinator on hand to offer support to anyone too, and juniors are assigned an official mentor upon their arrival at the firm. Alongside this are “informal mentors that you work with or have a good rapport with.”

“With the type of firm Vedder is, if you want to become a shareholder, you have to bring in business.” 

Making partner – or ‘shareholder’ as the firm dubs its partners – was described by many as “realistic.” As one insider explained: “I was adamant from day one that I wanted to be a shareholder, so I started asking questions; they were open with me in discussing that process.” What’s more, “I feel like Vedder Price hires intentionally,” a colleague deciphered, as “we’re not treated like an expendable number. But,” they continued, “with the type of firm Vedder is, if you want to become a shareholder, you have to bring in business.” To meet this goal, the firm holds specific meetings for associates called ‘Path to Partner,’ during which they go through techniques of how to deal with clients and how to network in addition to discussions about what it takes to achieve what, for some, is the ultimate goal.  

Vedder Price is recognized as an Excellent Performer for Career Development and Associate Retention in our 2025 survey.

Culture 

Interviewees noted the distinct “mid-Western American vibe to our culture,” highlighting that Vedder’s unique atmosphere was easy to notice. “People are kind, open, and friendly,” and they “really care about each other” on a human level, we heard; from a work perspective, associates illustrated that “we’re really collaborative. People care about spreading the work evenly to make sure we’re all pulling our weight, but also that we’re not drowning.” However, “it’s important to say,” caveated one source, that “if I was 23 and looking to party at work, I’d go elsewhere.” Instead described as a “professional” environment, interviewees didn’t want us getting the wrong idea. “There is nonetheless a really warm culture,” an insider quickly added. For instance, “everyone does a lap in the morning because they really encourage us to get up and go say hello to everyone, which is nice!” 

“I can truly be myself and don’t feel like I have to code switch.” 

This friendly Vedder vibe bubbled over into a cordial atmosphere firm-wide, as one junior confirmed: “I feel very much myself here,” especially compared to “when I summered at some other firms. I felt like I was always in an interview,” but here, “I can truly be myself and don’t feel like I have to code switch.” A few sources shed light on the fact that socializing is not imposed on anybody, with some preferring to simply do their work and return home to their families: “I like that the people here are respectful of work-life boundaries,” one interviewee explained. For those who are looking to keep their social calendars full, Vedder hosts associate happy hours, and we also heard of an aviation event for women in the GTF team! 

Pro Bono 

With all lawyers at Vedder allowed 100 billable hours for pro bono work, associates made it clear that “we’re certainly encouraged to hit that.” Sources detailed that Vedder Price partners with multiple external organizations, with much of the pro bono work found through long-standing relationships. Described as “easy to get involved in,” pro bono is “something that we can very easily find. We get regular emails about it,” one told us, with another adding that “I’ve been approached to help on different matters by many shareholders.” Insiders emphasized that pro bono is a major feature of life at the firm, noting that “you only need to take on extra matters if you have the capacity to.” Matters like asylum cases, conviction expungement, and veteran charges were just a few of the themes mentioned, and one associate revealed, “You can choose whichever cause or matter you want – as long as you get it approved by a supervisor!”  

Pro bono hours   

• For all US attorneys: 8,182 
• Average per US attorney: 25 

Hours & Compensation 

Billable hours: 1,850 target; additional bonus eligibility starting at 2,000 

With the aforementioned billable target described as “very doable,” most associates we spoke to revealed that they’re firmly on track to hit it. Some understood that “it can be hard to find your feet in the first two or three years,” but sources highlighted that once you feel comfortable, it should be pretty plain sailing. In fact, “they coach us through all this,” one associate pointed out, continuing: “At first, it’s all about understanding how to bill – because billing can be difficult! We’ve had meetings on methods for accurately billing – I didn’t realize we could bill for emails.” But “some firms are so pressured that associates think of something in the shower and then bill for it,” this source laughed, “that’s not the culture here.” While “you’ll get long hours at any firm,” those we spoke to noted that “weekends are respected.” Survey respondents reported working an average of around 46 hours per week – a couple hours below the market average of 48.6 – and interviewees mentioned working occasional late nights; Vedder also expects its associates to commit to a three-day weekly office attendance.  

Inclusion 

Vedder Price has numerous affinity groups, which offer opportunities for engagement, training and development. These groups include spaces for women (WAVES: Women at Vedder Empowering Success), new parents (Vedder Parents), LGBTQIA+ (Vedder Pride), diverse attorneys (Vedder Diverse), and first-generation lawyers. Additionally, networking events  are organized by the firm’s appointed director of diversity & inclusion.  

Plenty of practice leaders and shareholders at the firm are women, and one associate beamed, “It’s just so powerful seeing women in positions of leadership; it feels attainable for us.” The people at the firm were described as “tolerant and inclusive on a personal level,” leading one interviewee to conclude that “I do feel very valued and welcome.”

Get Hired 

The first stage: recruitment on and off campus  

OCI & Job Fair applicants interviewed: 345 

Interviewees outside OCI & Job Fairs: 19

Most of Vedder's summer class is recruited via OCIs at law schools across the country, but slots are available for job fair and direct applicants, as well as diversity and inclusion scholarship recipients. Shareholders at the firm (many of whom are Associate Hiring Committee members and alumni of the law school in question) spend a full day interviewing more than 20 applicants through some schools’ OCI programs; at others they fit 11 interviews into a half-day.  

The interviewers are aiming “to get a sense of the student’s communication skills, interest in our firm and the practice of law, and preparedness for the interview” according to associate hiring committee chair Shelby Parnes. In addition to the typical academic and work experience criteria, Vedder zeroes in on interviewees' practice area interests and any ties to the location of their target office. “Candidates should think through how to convey their interest and relevant work/academic experience in connection with their preferred practice area,” Parnes tells us.  

Top tips: “Vedder is looking for people who are genuinely interested in a specific practice group.   

That doesn't necessarily mean having a background in it, however.”  

“From what I've seen in my group, the firm's looking for someone who can understand the business as well as the legal aspects of a transaction. Vedder is hiring folks who can interface with clients and offer pragmatic advice without always falling back on legal maxims.”  

Callbacks  

Applicants invited to second stage: 84 

By the callback stage, applicants are interviewing for a particular practice area, so it's shareholders from that group who assess them through one-on-one interviews. Interviewees also sit down for more casual chats over lunch or a coffee with two associates; Parnes explains that the entire process is designed so “that students come away with a strong sense of the practice group and the attorneys they would work with as a summer associate.”  

The criteria at callback is similar to OCIs but goes into more detail, and Vedder particularly prizes “executive presence” alongside work experience, career motivation and personality. Interviewees get a heads-up on who's going to be interviewing them, so some background research and knowledge of “recent deals or industry accolades” will come in handy.  

Top tips: “There's not as much hand-holding here as at some other firms so we're looking for someone self-sufficient. Ideally the candidate can juggle a big workload independently.”  

“It's about finding someone willing to take ownership of their work and take the job seriously. Having a likable personality is a big plus.”  

Summer program  

Offers: 19 

Acceptances: 12

After an orientation in the Chicago HQ, Vedder's summers fan out to their chosen offices and “are immediately immersed in projects and observational opportunities tailored to their designated practice area.” Summer associates get to work on substantive projects once they're settled in, under the watchful eye of an associate mentor. Reviews come at the mid-point of summer and at the conclusion, though shareholders and associates give feedback throughout the process.  

Parnes confirms that summer associates can impress by demonstrating “a strong work ethic, careful attention to their final work product, time-management skills and balance of their workload.” Vedder typically hires 100% of summer associates on a full-time basis and keeps close ties with them until they've circled back to the firm.  

Notable summer events: attending baseball games, cooking classes, court tours, group activities (mini-golf, darts, Whirlyball) and participating in community service/volunteer initiatives.  

Top tips: “Don't be shy about asking questions as juniors are very friendly and not competitive; we're all here to help and it's a cooperative environment.”  

“Try to work with as many people as possible.”  

And finally...  

“Past summer associates have noted that over the course of the summer they come to know almost every single person in the office," Parnes comments. "We are invested in the long-term success of our summer associates, not just as lawyers, but as future colleagues who will contribute to the culture of our firm.”