Vedder - The Inside View

From deep-dish pizzas to skyscrapers, Chicago has no shortage of famous exports, and Chi-town local Vedder could easily count itself among them. The firm has expanded its reach beyond its hometown, boasting offices coast to coast and becoming a major player across several sectors. “Our focus has been for quite some time, and will continue to be, our five practice areas,” operating shareholder Dana S. Armagno tells us. These areas include corporate, finance & transactions, global transportation finance, labor & employment, and litigation.

This focus on a few key areas is clearly paying dividends. Our colleagues over at Chambers USA place the firm in the top band for its nationwide government contracts and aviation finance work. Its national registered funds know-how is also highly respected. Beyond that, the firm picks up a host of regional accolades for areas like employee benefits & executive compensation and media & entertainment in Illinois, and white-collar crime & government investigations in Texas. As one junior put it: “Big cases, big clients, high-level stuff.”

“I wanted a firm that had BigLaw resources but was still fairly small.”

Beyond the caliber of clients, Vedder’s relatively low headcount was a selling point for potential associates. As one source explained, “I wanted a firm that had BigLaw resources but was still fairly small.” Relatively small class sizes go hand in hand with an emphasis on developing juniors. In turn, this leads to the real possibility of longevity at the firm, making Vedder a no-brainer choice for some.

The firm has a presence in Chicago, Dallas, Los Angeles, Miami, New York, San Francisco and Washington, DC. Half the junior associates on our list were based in Chicago and the rest were spread evenly between the other offices. Vedder also has international offices in London and Singapore.

Strategy & Future

A key focus for Vedder in recent years has been moving into fresh markets. Its newest office is in Miami, where the firm is expanding its operations in those five main practice areas we mentioned earlier. Other areas of focus include growing the real estate practice in New York and generally expanding the firm’s M&A practice.

As a rule of thumb, Vedder begins its operations in a new location by focusing on a couple of key practice areas then expanding to provide the full firm offering. As Armagno tells us, “it’s just natural for us to get a foothold and then to do what we do best and build those offices up.”

Associates are clued in to developments via an annual update from the CEO on the firm’s progress and trajectory. On the practice group level, staff receive performance updates in regular meetings.

Summer Program

Summer associates spend the first week of the ten-week program in Chicago, which helps them get to know their whole class. During the program, they’re eased into relationship building through various social activities. Previous examples include pickleball (“widely reported as the most fun work event anyone has been to!”), a Mets game, bowling, axe throwing, and “so many delicious dinners!”

“It was a good intro to the firm – it wasn’t super high stakes,” said one participant, adding that “it was definitely more oriented to getting exposure to the firm and the people.” Summer associate work tasks include drafting client memos, doing legal research, and putting together presentations.

The Work

Associates find work through a free market system. In practice, this means juniors need to start their time at the firm with a focus on networking to build relationships with seniors who will feed them work. While this may sound a bit stressful, an associate a couple of years into firm life told us, “Now I have steady work. I never have to worry about having too little work.”

Work in global transportation finance (GTF) covers a wide range of subjects. Essentially, if it’s a transaction for the transportation industry, Vedder’s GTF group’s involvement is on the cards. This means associates could find themselves working for the aviation, shipping, or even the rail industry.

“I’ve definitely enjoyed the variety.”

Day-to-day, associates review documents, draft, and communicate with clients. “No deal is exactly the same as what came before but there’s enough similarity that you’re able to pick up on it and feel the improvement as you go through,” said one junior: “I’ve definitely enjoyed the variety.”

The group handles sale and purchase agreements, lease-side work, and financings, but the balance varies between offices. For instance, Chicago handles a lot of credit and loan agreements, whereas New York leans more into financings. There are little bits of project finance as part of the larger deals. “It feels like a puzzle that just makes sense,” one associate told us: “It’s very easy to see how things fall into place together. It’s very satisfying.”

Global transportation finance clients: Air Canada, Aviation Capital Group, Citibank. Represented Aero Capital Solutions in connection with raising capital for its largest aviation investment vehicle.

Several subgroups make up the broad litigation department, including government investigations, complex commercial litigation, financial services litigation, and creditors’ rights litigation. Juniors are expected to work across all these areas but if they express a particular interest in one type of work, they could get more of those kinds of cases. “Especially in our first few years here at Vedder we get the opportunity to do a wide array of work,” one insider explained, “We’re not pigeonholed.”

“I very much enjoy it. It’s definitely the kind of work that I want to be doing for companies,” said one associate, “Sometimes it’s stressful, but so is any job.” What is the day-to-day grind that litigation attorneys enjoy? “Every day looks different,” one insider informed us. But typically, juniors research, review documents, and prepare for depositions and trials. They draft briefs, motions for summary judgment, motions to dismiss, and client memos.

Litigation clients: University of Chicago Medical Center, Aon, Mariner Wealth Advisors. Advising the University of Chicago Medical Center in a putative class action lawsuit filed by a patient alleging the center violated the Electronic Communications Privacy Act.

While labor & employment is its own group, it overlaps heavily with litigation, since many employment matters involve disputes and proceedings. Because labor & employment legislation is relatively different in California than in the rest of the US, the firm often relies on California-based specialists for California matters. Besides that, cross-office work is very common. “I’ve done work for people in New York, Miami, Chicago,” noted one associate: “I can reach out to people I want to work with.”

The department handles corporate defense, employment discrimination, and executive compensation & employee benefits. Day-to-day, juniors work on the various elements of discovery, such as drafting discovery responses and requests, prepping for depositions, and doing research. They also attend client meetings, correspond with opposing counsel, work on motions, and do a little bit of doc review. As one insider put it: “I really do a little bit of everything every day and it’s definitely not slowing down!”

The team also helps out on employment diligence for the M&A practice. “You can explore different things but at the same time try to find a specialty, so I enjoy it,” summarized one associate.

Labor & employment clients: Arrowmark Partners, Encyclopaedia Britannica, Cresco Labs. Represented Choreo in the prosecution of a breach of consumer non-solicitation and non-service agreements by former employees who resigned simultaneously for a competitor.

Career Development

The firm’s associate retreat, held periodically at its Chicago HQ, is a big hit among attendees. During this getaway, associates attend sessions structured around career progression as part of the firm’s wider strategy. “Vedder brings on associates so that they can eventually become shareholders. We don’t have a churn and burn culture,” said one insider, adding, “The firm is relatively small, so they do place a premium on associates brought in.”

Upon joining the firm, juniors are assigned a mid-level associate mentor, which our sources had positive reviews about. One told us, “It’s wonderful I have a mentor because I can ask them questions I’m maybe nervous about asking a more senior person.” Newbies also receive a senior associate mentor to ask those questions more appropriate for higher-ups.

There are regular training sessions put on by the professional development team, sometimes in partnership with people from outside the firm. These may be practice group-specific or more general, for example how to use the firm’s legal citation system more efficiently. Litigation juniors are also encouraged to sit in on depositions and mediations to observe their seniors in action.

Hours & Compensation

Billable hours: 1,850 target

Associates are required to bill 1,850 hours to unlock a bonus, although within this target there is a bucket of 100 hours which can be made of pro bono work.

How tough is meeting this target? “You’re going to put in a lot of work but you’re not going to have to make work-life sacrifices in order to achieve it,” one associate told us, reassuring that, “You’ll be able to take vacations and still achieve your end-of-year goal of 1,850.” An additional bonus is also awarded to those who rack up over 2,000 hours, and there is another available for those who perform well in terms of client collections. Associates are expected to be in the office three days a week.

Compensation follows a market-rate model for the first four years, though associates didn’t have too many qualms about the drop off after that. As one put it, “We’re compensated by the work-life balance we’re able to maintain.” Others emphasized how liking their colleagues felt like an alternative form of compensation: “That might be more important than a little bit more money!”

Culture

“I would recommend this firm to anyone!” enthused one junior. “I really only have good things to say, I’m really happy. I have no intention of leaving.”  But what factors led to such a glowing review of firm life? “They don’t hire mean people or bullies,” a different associate informed us. As such, when working late before closings, associates reassured, “The attitude is never mean or aggressive even in those very stressful times.”

“We’re a BigLaw firm with a Midwest culture.”

“We’re a BigLaw firm with a Midwest culture,” one associate told us, which means “we’re not a firm that’s going to just expect work from you and that’s all we’re expecting from you. People want to actually get to know you.” But that doesn’t come with pressure for associates to spend all their free time with colleagues. Our sources were particularly keen to point out how their coworkers respected their work-life balance. In fact, “any time a partner requires something from me that might take up a weekend they’re very apologetic about it.”

Pro Bono

Associates can get involved in a huge range of matters, from asylum to disability rights and first amendment litigation. Vedder’s attorneys regularly attend clinics to provide legal advice on a range of issues as well, such as domestic violence and expunging records.

For more corporate-aligned projects, opportunities include assisting non-profits with reviewing and drafting documents – and it’s all very rewarding work, as this associate testified: “I do corporate law normally, so I’m not often helping regular people. It’s nice to give back in a way.”

Partners bring in pro bono projects, much like they would billable clients, then ask around to see who would like to help out. Associates can also use the online system Paladin to seek out opportunities.

Pro bono hours

• For all US attorneys: 7,000
• Average per US attorney: undisclosed

Inclusion

The firm hosts a number of affinity groups, including WAVES: Women at Vedder Empowering Success, Vedder Parents, Vedder Pride, and Vedder Diverse. All the programming laid on through these groups is open to everyone within the firm, though some associates did note they would have liked to see more of it overall.

There’s an inclusive element to the general firm atmosphere. For example, regular email updates let staff know about the firm’s well-being initiatives. “I feel very included,” summarized one attorney: “I feel like I’m important to projects, even as a junior. Shareholders value my work. They value my opinion. I’m very glad to be working here.”

Get Hired

The first stage: recruitment on and off campus  

OCI & Job Fair applicants interviewed: 61

Interviewees outside OCI & Job Fairs: 18

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. 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: 81

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:  27

Acceptances: 14

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, sunset cruises, group activities (darts, beer tasting, pickle ball, bowling), 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.”