Venable LLP - The Inside View

There’s no place like it, and it’s where the heart is, after all, but where you call ‘home’ is also an important part of who you are. As one junior put it: “Venable is the biggest firm in Maryland,” and there’s no doubt that its excellent reputation in the State was a big part of the draw for the current cohort of juniors. That said, there’s a lot more to the firm than just its roots: “They are a large firm that handles IP and has a good reputation in IP, so I was interested from the get-go,” one told us. This sentiment is echoed by Chambers USA, which awards the firm top recognition for its intellectual property (trademark, copyright and trade secrets) practice in DC, as well as high praise for its patent prosecution efforts. That’s alongside top-tier rankings in general commercial litigation, corporate M&A, and employee benefits & executive compensation in Maryland.

“What keeps me here is a variety of factors including the culture, the mentorship, and the inclusion, and the benefits are phenomenal.”

“What keeps me here is a variety of factors including the culture, the mentorship, and the inclusion,” one junior explained, “and the benefits are phenomenal.” Although Venable has long standing roots in Maryland, the firm’s largest office is located in DC, with fourteen others across the US.

Venable is recognized as a Strong Performer for Junior Satisfaction in our 2026 associate satisfaction survey.

Strategy & Future 

Charles Monterio, firmwide hiring parter at Venable tells us that the firm is focused on investing in its summer program and developing home-grown talent to support growth. Artificial intelligence, Monterio highlights, is a key part of that evolution: “We are approaching it in a thoughtful and deliberate way, actively evaluating and implementing tools to enhance efficiency.” Part of this thoughtful approach means ensuring the firm’s lawyers are taught to use the tools in the best way: “We are focused on integrating these developments into the training of our lawyers, including associates and summer associates.” This is all part of a broader aim to focus Venable’s efforts on “how associates and partners can leverage AI to make them better, as opposed to replacing tasks that they do,” as one insider put it.

Venable is recognized as a Strong Performer for AI Integration in our 2026 associate satisfaction survey.

Summer Program

The firm uses a centralized staffing system for summers, however insiders told us that if you meet someone during the summer and are interested in the work they do, it’s also possible to receive work directly. Previous summer associates praised the firm’s efforts to provide them with substantive billable matters - work on research projects, preparing filings, writing memos, document review and partaking in mock deposition exercises. Activities during the summer include happy hours, baseball games, paint and sips, cooking classes, bowling and karaoke. The advice from the current crop? “You need to keep an open mind to the different groups the firm offers. You never know what will pique your interest” one told us. Another associate added: “Enjoy it! Make the most of it and meet as many people as you can, try everything.”

The Work 

We heard that many practices within the firm have a workflow projection system where associates estimate how many hours they will work over the next two weeks and add what matters they’re working on. This information is then sent to the practice group leader who decides on the basis of that information where to assign work. That said, some departments work a little differently – we heard that commercial litigation will circulate email blasts to see if anyone is available to help out on a matter, which is then assigned on a first come first served basis.

Venable is recognized as a Strong Performer for Work Allocation & Autonomy in our 2026 associate satisfaction survey.

“…attention to detail is important. A lot of the stuff we’re looking at are very long disclosures, and here the smallest of errors can make a big difference.”

Diving into the corporate practice group at Venable, the group is split between M&A and corporate work, where insiders described working on corporate governance and securities matters for Maryland corporate entities. “We do a pretty wide range of work” noted one junior, who highlighted how they often found themselves working on IPO proxy contents, securities offerings, M&A transactions and special community representations, as well as 40 Act work, often for large public companies and PR investment companies. Interviewees told us that a lot of the time they’re reviewing against governing documents - which meant that the work can get quite repetitive - and therefore, “attention to detail is important. A lot of the stuff we’re looking at are very long disclosures, and here the smallest of errors can make a big difference.”

Corporate clients: Marriott International, Perdue Incorporated, Dolby Theatre SSP. Represented Bridger Aerospace - a leading aerial firefighting and wildfire management services company - in its $50 million acquisition of two Canadair ‘Super Scooper’ Amphibious Aircraft from MAB Funding.

The firm’s IP litigation group operates separately from the broader litigation group. The group is itself split into two sub teams: technology and life sciences. At the junior level, responsibilities often center on contributing to doc review and helping on expert reports. Juniors are expected to develop a good grasp of their clients’ patents, including understanding the history as well as any vulnerabilities that may be exposed in a dispute. This also means an opportunity to engage closely with cutting-edge technologies, with pharmaceuticals also forming a key part of the practice. According to our associate survey, the vast majority of juniors in the IP group agreed that partners were invested in their personal career development, and there were positive comments about team camaraderie too.

Intellectual property litigation clients: Sanofi, Canon, Arthrex.Represented Novartis in patent litigation against generic drug manufacturer MSN related to Novartis’s Entresto® heart failure product.

“We do everything, it’s the nature of our group, it’s always different industries that I’m learning about.”

As one junior in the firm’s commercial litigation group told us: “We do everything, it’s the nature of our group, it’s always different industries that I’m learning about.” We heard that a lot of matters stem from a breach of contract, as well as matters focusing on construction cases that have gone wrong. Although these were the two main work strands, interviewees also spoke about antitrust work, competitor-related issues, and some arbitration cases. Life in the group means “you have to be ok with not knowing what you don’t know. You won’t know the area of law every time, you need to embrace that.” As one source reassured: “There is beauty in familiarizing yourself with the facts of the case. You need to be a sponge and willing to learn.” Time management is also an important asset due to the nature of the work, “there’s so many matters happening at once, all with different deadlines.”

Commercial litigation clients: CBS, Walmart, Doordash, Morgan Stanley.

Career Development

“Sometimes I don’t even realize I’m being trained, I learn so much through talking with partners and seeing their viewpoints.”

Insiders at the firm highlighted “tons of training opportunities,” including AI-focused sessions to make associates aware of the tools the firm provides. As is often the case however, a lot of the best bits come from the more informal routes. As one junior put it, “There’s a lot of coaching on matters where partners explain things to you. Most training comes from trial and error, they give you a document fully expecting you to screw up, then they give you comments about where you went wrong and why.” Juniors are also regularly invited along to networking events alongside the partners: “Sometimes I don’t even realize I’m being trained, I learn so much through talking with partners and seeing their viewpoints.”

Venable is recognized as a Strong Performer for Career Development in our 2026 associate satisfaction survey.

Culture 

While ‘laid back’ might be a stretch too far for the cut and thrust of law, “relatively speaking, being able to go with the flow and being accommodating for each other” is an important part of the recipe for success at Venable. Sources also told us that associates at the firm need to be thinking ten steps ahead. “You need to anticipate how the case will shake out from all angles” noted one interviewee. Having a strong work ethic was also a pointer, “it will help  build your brand and reputation, people will want to work with you.”

Venable has a three days per week in-office policy. Sources spoke about the benefits of having their own office too, “we’re not in a bullpen, I like having a door I can close!” Sources in the DC office also told us how the firm offers discounts to movie theaters, as well as the opportunity to attend events with clients.

Venable is recognized as a Strong Performer for Culture in our 2026 associate satisfaction survey.

Hours & Compensation

Billable hours: 1,850 hours

The billable hour requirement sits at 1,850 hours, with 50 pro bono hours allowed to go towards that target. Juniors told us that they had no problem hitting this target, calling it “very achievable.” Average hours at the firm, of course, depends on the group. In corporate, associates mentioned working ten-hour days on average, with commercial litigation closer to eight. “I might have four weeks where I’m working 70 plus hours, but that’s not super common. It’s only for around three months of the year.” Juniors told us that the firm recently switched to a non-lockstep salary, and “they assess whether a person can receive a bonus on things outside of billable work,” although there is still a productivity bonus tied to billable hours only. As one junior told us: “They give you a spreadsheet at the start of the year stating that if you hit your goal, you get X amount, and if you go above, you get Y.”

Pro Bono

“I’ve appreciated that it’s given me the freedom to learn about the case, be the leader and be in front of the client.”

When it comes to pro bono “they are very encouraging” one junior told us, “I’ve appreciated that it’s given me the freedom to learn about the case, be the leader and be in front of the client.” Not only does the firm encourage associates to partake in pro bono, insiders also told us how “they have a very encouraging mindset in terms of us incorporating it into our case load.” There was some frustration with the 50-hour cap on the pro bono associates can count towards their billable target, but this was caveated with the fact that “my team never discourages me from working on a pro bono case. They tend to be very happy that I’m working on pro bono.” We heard that past pro bono work includes a large number of immigration-related cases, as well as prisoner rights, and art-related matters. 

Pro bono hours

• For all (US) attorneys: undisclosed
• Average per (US) attorney: undisclosed

Inclusion 

The firm offers a range of affinity groups, which associates praised for “allowing us to connect with others and receive guidance from them.” Juniors spoke to how the groups do a good job of reaching out, adding that they put on events for the group specifically but also for the firm as a whole. One source told us that “people get together once a month and you can join the groups based on your interests.”

Get Hired

The first stage: recruitment on and off campus  

OCI applicants interviewed: 0 

Interviewees outside OCI: undisclosed 

Venable recruits a large stretch of candidates through direct applications, as well as law school programming. Charles Monterio, Firmwide Hiring Partner, tells us “those are the two bigger buckets of where we find out applicants.” Monterio told us for candidates that are applying via the direct application process. 

From there, there will be a virtual screening process noted Monterio, who told us it will be an initial interview with the firm, typically including one attorney and at least one person from the firms recruitment team.  

Top tip for this stage:  

 “To begin the narrative, to begin that storytelling process and ensure that the package that you send to help your application sticks out.” – Firmwide Hiring Partner, Charles Monterio.  

Callbacks 

Applicants invited to second stage interview: undisclosed 

Monterio noted how at Venable the preference is to build relationships with candidates, noting it to be vital at the callback stage. The firm, for the most part, holds this stage in person, but Monterio highlighted how, “for some scheduling that doesn’t work for many reasons such as geographic location differences. So, we will do it virtually.” He then went on to add how, although that is an option, the firm will “try to put as much effort in as possible to get together face to face, so we can know you, and you can get to know us as a firm. You get to see the office; you get to see the people.”  

The callback process at Venable is comprised of four to five attorneys and a member of the recruiting team. As Monterio quipped, “to the extent that we can marry that slate with practice interests that the candidate has already articulated, we seek to do so.” 

Top tips for this stage:  

“We look for candidates who are intelligent, driven, and coachable. While all candidates are capable, the ability to learn, adapt, and grow into a strong attorney is essential, making coachability a key quality we value.” – Firmwide Hiring Partner, Charles Monterio. 

“Candidates should do their homework and be prepared to clearly articulate their life experiences, work experiences, education, and personal story in a way that demonstrates why they are a strong fit for the firm.” – Firmwide Hiring Partner, Charles Monterio. 

Summer program  

Charles Monterio told us how “we are focused on continuing to invest in our Summer Program and developing homegrown talent to support long-term growth.” Noting how a key thing he tries to do through his role is to keep the program “as real and relevant to our summer associates as we can.” Venable focuses on articulating to their summers what the practice of law entails and involves on a day-to-day basis. So that, “when you come back and start with us in the fall, this is what you will do, day in and day out, and for what we hope will be years to come.” 

Summers at Venable should expect a realistic experience, with the firms goals being trying to provide a true junior associate perspective. Monterio told us how summers will work on substantive matters for real clients, and how the firm aims to structure assignments as discrete, manageable projects, which are drawn from the firm’s real work.  

Venables summer program provides exposure to a range of practice areas based on each candidates interests. As Monterio told us, “this experience helps participants determine whether those areas align with their long-term goals. By the end of the program, they will have developed a clearer understanding of their interests through hands-on involvement in meaningful assignments.”

Interview with Charles Monterio, firmwide hiring partner

Chambers Associate: How would you define your firm’s current position and identity in the legal market? What differentiates your firm from your peer firms in the market?

Charles Monterio: Venable is a strategically focused firm. We aim to combine our deep subject matter expertise with a practical, business-oriented approach. We're strong in handling complex, high-stakes matters. Our goal at the end of the day is to serve our clients by being nimble, flexible, and receptive to their ultimate goals and objectives. And doing so in parallel with aggressively handling complex and high-stakes matters is what makes us well positioned. If I were to name areas where we have a reputation for excelling, they would include litigation, regulatory,  business transactions, and IP.CA: Have there been any developments at the firm over the past year that you’d like law students to know about?

Monterio: We've certainly tried to strategically grow in those key areas I mentioned above to deepen our bench, and to enhance our capability. We’re not doing it in a way whereby it's just growing for growth's sake, but clearly targeting hires and talent to address those strategic areas.

CA: Are there any domestic or international events/trends that are affecting any of the firm’s practices at the moment?

Monterio:  Given what’s happening globally, we’re operating in an increasingly uncertain environment shaped by regulatory change, economic volatility, and rapid technological advancements and disruption. All of these factors are influencing our strategic decisions.

CA: What is your firm’s commercial strategy focusing on, and how do you expect the next year to unfold?

Monterio: It’s focused on that environment and those changing factors. We’re continuing to evolve as a firm to meet client demands in that environment.

CA: What qualities or experiences does the firm prioritize when assessing junior associate candidates? What qualities would you say grab your attention?

Monterio:  From a junior associate perspective, we are focused on continuing to invest in our Summer Program and developing homegrown talent to support our long-term growth.

We look for candidates who are intelligent, driven, and coachable. While all candidates are capable, the ability to learn, adapt, and grow into a strong attorney is essential, making coachability a key quality we value.

CA: What are your top tips for students who want to stand out in your application process? Is there anything they consistently overlook that they should be doing?

Monterio: Candidates should do their homework and be prepared to clearly articulate their life experiences, work experience, education, and personal story in a way that demonstrates why they are a strong fit for the firm.

There is no single “right” answer, but we are looking for their ability to tell their story in a way that communicates to the firm “I am that type of candidate, I do want to practice in BigLaw, I do want to be a part of the Venable family, and I can see myself excelling, growing, and learning here.”

CA: Could you walk us through the structure of your recruitment process? Who will applicants typically meet during interviews, and what are you hoping to learn from those conversations?

Monterio: The application process for us looks like many other firms. A large swath of our candidates are coming in through the direct application process now that that's become the trend in 2026. We still participate in law school programming as well. So those are the two bigger buckets of where we find applicants.

For those coming through the direct application process, my advice would be to begin that narrative, to begin that storytelling process and ensure that the package that you sent to help your application sticks out amongst the hundreds of others that are coming in.

From there, there's a virtual screening process, which is an initial interview with at least one attorney and at least one person from our recruitment team. You advance past that to callbacks. Our preference is building relationships with candidates, so ideally, we seek to do it in person. For some, scheduling that doesn't work for many reasons such as geographic location differences. So, we will do it virtually. But we try to put as much effort in as possible to get together face to face, so we can get to know you, and you can get to know us as a firm. You get to see the office; you get to see the people. A callback is probably comprised of four or five attorneys and someone else from the recruiting team. To the extent that we can marry that slate with practice interests that the candidate has already articulated, we seek to do so, but that's generally our format.

CA: How does the firm’s summer program work? What should students expect to experience, and what do you hope to learn about candidates during the summer?

Monterio: Summer associates should expect a realistic experience, as our goal is to provide a true junior associate perspective. They will work on substantive matters for actual clients. While we aim to structure assignments as discrete, manageable projects, they are drawn from the firm’s active work.

We also provide exposure to a range of practice areas based on each candidate’s interests. Over the course of the summer, this experience helps participants determine whether those areas align with their long-term goals. By the end of the program, they will have developed a clearer understanding of their interests through hands-on involvement in meaningful assignments.

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

Monterio: Something I try to do through my role is to keep the Summer Program as real and relevant to our summer associates as we can. And that requires evolution over time. 

Summer associates today aren’t necessarily the same as they were 10, 15 years ago. So, we’re able to meet them where they are, but equally articulate to them and make them understand “this is what the practice of law entails and involves on a day-to-day basis. When you come back and start with us in the fall of whenever, you'll be a first year. This is what you will do, day in and day out, for what we hope will be years to come.”

CA: How do you predict the legal profession will change in the next five years? Are there any particular challenges the industry is facing?

Monterio: The profession will continue to evolve, as it always has. Artificial intelligence is a key part of that evolution, shaping both how we work internally and what our clients are able to do. We are approaching it in a thoughtful and deliberate way, actively evaluating and implementing tools that enhance efficiency.

We are also focused on integrating these developments into the training of our lawyers, including associates and summer associates. AI is already influencing areas such as document review, research, and knowledge management, and we are working to define what that means in practice for junior lawyers through our training and development programs, including the summer associate experience.

The Fun Bit

CA: Are you a morning person or an evening person?

Monterio: Morning.

CA: Phone call or email?

Monterio: Phone call.

CA: Cats or dogs?

Monterio: Dogs.

CA: Business suit or business casual?

Monterio: Casual.