Surviving Biglaw: 50% Cut by 4th Year

Graduate School Law School
1

<p>Hi hi!</p>

<p>I know I've discussed this topic before in the past, but in a different thread and context (that may not have been related to the original topic). </p>

<p>So...here is a separate thread on specifically this issue of biglaw attrition. :) It's such a fascinating topic and I'm sure many would love to know more as well!</p>

<p>I think the astounding figure for biglaw attrition is that roughly 50% of all associates never make it past their 4th year in a firm. Quite scary and shocking at once (you kind of figure that with all that a firm has invested in a worker that letting them go after a few years would be a waste in some ways, but also it's scary in terms of the financial well-being of associates). </p>

<p>I'm very curious and would love to learn more about what qualities result in some associates staying longer and others being cut from biglaw? </p>

<p>I'm aware that most will never make partner, but what about the brief phase of 7-8 years leading up to partnership? What qualities enable some to last longer than others?</p>

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<p>attrition really isn’t what it was even a few years ago. people don’t leave biglaw anymore, especially before year 3 or 4 because there’s nothing out there and you’re only beginning to become marketable by year 3. </p>

<p>the reason many still do leave is because by the 4-5th year, you will know if you are on the partner track or not; many who are not will see no reason to continue and will look elsewhere for employment. </p>

<p>also, there will always be those that simply shouldn’t have gotten in biglaw in the first place; these people either can’t handle it or other circumstances cropped up causing them to leave.</p>

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<p>Plenty of people are dropping out of year 1, let alone 4-5. Biglaw is hard. It takes a serious toll on the rest of your life to bill those hours.</p>

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<p>Nothing astounding about the high attrition rate. It’s the norm, built into the system. Even back when I was at a Biglaw firm many years ago, most associates bailed around year 3 or 4. Most of us had no interest in making partner (and knew the odds were heavily against it–I think two out our starting group of 17 made it), but were putting in our time to get the training and credentials to move on to other, saner employment. It’s at about year three or four that you’ve learned most of what the firm can teach you and have had just about enough of the lifestyle. If you head for Biglaw assuming you’ll make partner–well, you don’t have a good grasp of the field.</p>

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<p>You are also assuming that the people leaving have a choice. Many (most?) don’t have a choice</p>

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<p>zoosermom and others - I was not referring to self-terminations, but instead people being let go by their superiors. :)</p>

<p>Very curious as to what types of qualities the “survivors” have about them that we could all glean insights from. :D</p>

<p>E.g. Staying late at the firm when others have left, volunteering for extra work, being great communicators, etc. ?</p>

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A book of business.</p>

<p>Everyone works late all the time.</p>

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<p>What zoosermom said.</p>

<p>It is in a law firm’s self-interest to keep those that bring in a lot of business. At some point, the associates with the skill set to bring in new clients will clearly stand out. You don’t need to be the best in your field or work the hardest, but if you are good at selling the firm and its services, you will do just fine. Nobody shoots the “rainmakers” especially since the good ones often take their book of business with them when they leave.</p>

<p>Conversely, if your salesmanship skills are poor, the road to partnership can be very tricky. You will need to have highly unique legal skills, be in high demand and depend on others to feed you work. That is not a good position to be in. I always advise young attorneys to sharpen their business development skills early on. At least you will have more control over your destiny!</p>

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<p>“You are also assuming that the people leaving have a choice. Many (most?) don’t have a choice”</p>

<p>I prefer to call it “being tossed onto the associate scrapheap.”</p>

<p>One of my friends was just junked after about 12 years.</p>

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<p>And in addition, it looks likes another round of layoffs has begun.</p>

<p>The apparent “target” is about cutting about 10% of the lawyers. </p>

<p>I presume that that is a low number and the actual layoffs will end up being larger.</p>

<p>You really need to compare the numbers before and after the layoff season to get a good grasp of what’s going on in BigLaw. However, those numbers are easy to find because the firms list them.</p>

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<p>Only in rare cases will a biglaw firm be looking at an associate’s ability to bring in new clients, usually where the associate has some kind of family connection that might help. What really matters is the associate’s relationship with the firm’s existing institutional clients.</p>

12

<p>Zaprowsdower you are completely wrong. Most annual associate review procedures involve discussion of the business development process and beyond the third or fourth year an associate is expected to document his business development interactions. By partnership time, there should definitely be a book of business. Some will still be elevated without that, but very few. Conversely, someone with a significant book of business will be granted preference. It is all about the money.</p>

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<p>zaprowsdower & zoosermom - Do they not tell you prior to your annual review what you will be “graded” on (e.g. new business generation), so as to give the associate a sense of what to be striving for? </p>

<p>If so, is it maybe different for each firm or department (which might account for your differences in perspective)?</p>

<p>Second question: Have you guys noticed any relaxing or tightening of standards, given the current anemic economic milieu of biglaw and the economy as a whole? In other words, are people getting past annual reviews more easily than in the past, due to an understanding that business is simply harder to procure in the current economic environment? Or might it be the opposite, where you have to be that much more productive in order to survive?</p>

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<p>Brownug, there are forms to be filled out in advance of annual reviews. No secrets. Also, law firms collude. There are professional organizations at which these things are discussed and most firms do mostly the same things. Also, they are all vying for spots on the same lists which use rhe same criteria. There simply isn’t that much difference in terms of policy and procedures.</p>

<p>Standards are much tighter. Much. Partners are being laid off and de-equitized, many staff layoffs and more associate layoffs than one might think. The only thing that offers some protection is a book of business.</p>

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<p>In my experience, the criteria by which an associate will be judged over the course of the year at his or her annual review is not necessarily clear. That said, rarely is the partnership track process clear either, so it shouldn’t be too surprising. Many Biglaw firms are just not very adept at coddling, hand holding and otherwise guiding their young associates. Yes, Biglaw firms have mentor programs and many have extensive training programs during the first year or two of practice, but unless you reach out and find someone who you trust (and who has some time for you) to mentor you, you may end up wavering around a bit, and that hesitation could be your downfall.</p>

<p>When I advise young associates, I tell them these things:

  1. Always carry a pad and pen into meetings. Take notes, but not so extensively that you don’t notice body language and other nonverbal cues. Be prepared. Ask follow up questions. Be eager but not annoying.
    2 Work hard, work efficiently and don’t ever hand in something sloppy as a “draft”. A “draft” is only a draft in that whomever you are working for may revise it extensively. It should be pretty darn perfect work product when it leaves your hands/computer. Sloppy work is not forgiven nor forgotten.
  2. Always, always, always proofread and proofread again. Don’t spell people’s names wrong. Be very careful when sending out e-mails, especially when you are sending them out to multiple people. Check the “mailing list” once, twice and three times before pressing send. Mistakes are forever and people will not forget.
  3. Be kind to your administrative assistant, messengers, word processing staff, cafeteria workers, copy machine operators and the cleaning staff. Do it not only because it is the right thing to do, but also because we are watching how you treat people as part of your management potential.
  4. Don’t whine. Don’t tell me that you have dinner plans. Don’t expect to be treated like a precious snowflake, even if everyone around you has convinced you of how fabulous and special you are your whole life. We have a job that needs to get done and clients to serve. Yes, I have a heart and if there is something truly special going on (your wedding, your grandparents’ 50th wedding anniversary, etc.) and you’ve told me in advance, I will do my best to accommodate you. In fact, the really professional thing to do is to ask one of your peers to cover for you and come and present that proposal to me after you’ve briefed your colleague. (You can cover for him/her another time.) However, your date, your standing poker game with the guys, non-religious holidays and even the World Series game you want to attend may have to take a back seat. Your whining is noted, and while it may not be raised specifically at your review, it may certainly color your reviewers’ perception of your work.</p>

<p>Got that?</p>

<p>Here are a few more things that I might share if I really like an associate:
6. Ask for feedback. Please, not every day (millenial thing). When you’ve completed a research assignment, at the end of a deal, or at other opportune times, ask. I’ll be happy that you did and I’ll give you constructive feedback that may help you in your career.
7. Tell me when you’re struggling or when you hit a wall. I might be able to help you through to the other side. That said, don’t hit walls all the time. You need to show me that you can figure things out and source your own answers, too.
8. Dress for success. Wear clothing that is tailored to fit you. Men, keep an extra shirt in your office for late nights. Ladies, please don’t wear suits that are too tight or skirts that are too short. Keep a toothbrush and toothpaste in your office (you’ll be amazed at how good that can make you feel at 2 a.m. when you still have hours yet to go). Don’t wear too much perfume/cologne. Keep your nails trimmed/manicured in unobtrusive style. Keep your shoes shined. Look like you are ready for anything, even when you are so tired that you might just about fall over should the wind blow. </p>

<p>It is a rough world out there in Biglaw. Even if you manage to become a Biglaw associate, remaining there is a constant challenge. Yes, many people leave, but many people are also pushed out, either formally (laid off) or informally (we think you should take a few months to find alternate employment; it would be great if that process would end by X date). </p>

<p>Remember that even if you make it through the 8-10 grueling years that it takes to make partner at most Biglaw firms (and even then, not even an equity partner in many cases), whether you make partner will depend not only on you and your talents but on how the firm did financially during the previous year, how the firm predicts it will do during the coming year, your practice area, your geography, etc. Plenty of otherwise deserving attorneys never make partner due to factors completely outside of their control. If you can, you would be well served if you make yourself invaluable (whether because of client relationships, business development, a specific skill set etc.).</p>

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<p>“5. Don’t whine. Don’t tell me that you have dinner plans. Don’t expect to be treated like a precious snowflake, even if everyone around you has convinced you of how fabulous and special you are your whole life. We have a job that needs to get done and clients to serve. Yes, I have a heart and if there is something truly special going on (your wedding, your grandparents’ 50th wedding anniversary, etc.) and you’ve told me in advance, I will do my best to accommodate you. In fact, the really professional thing to do is to ask one of your peers to cover for you and come and present that proposal to me after you’ve briefed your colleague. (You can cover for him/her another time.) However, your date, your standing poker game with the guys, non-religious holidays and even the World Series game you want to attend may have to take a back seat. Your whining is noted, and while it may not be raised specifically at your review, it may certainly color your reviewers’ perception of your work.”</p>

<p>I’m collecting this blurb as further evidence of lawyers being completely emotionally ■■■■■■■■.</p>

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<p>Do you think the legal business is the only one that values its clients’ needs before personal needs? it is the rare bird in the business world who does not work, at some point, in a comparable environment.</p>

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<p>cartera45 is right. It is the rare individual who will ever get to make a living in a manner that does not involve satisfying some other person’s needs. Inevitably, you jump through hoops in order to keep your audience/clients/customers happy. Their needs determine when, what and how you do your job.</p>

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<p>sallyawp’s post should be required reading for any lawyer, not just those in BigLaw or even traditional law firms.</p>

<p>I’m going to rant for a second. Yes, she’s describing something draconian, but what the bloody h-ll did you think 25-year-olds are getting paid $160,000 a year for? To be happy working forty, maaaybe fifty, hours a week? Anyone who puts “twenty-five year old with no work experience and no marketable job skills” together with “one hundred sixty thousand dollars a year in salary” and does NOT come up with “work life will be living hell” is a few sandwiches short of a picnic. </p>

<p>You aren’t being paid an exorbitant salary because you’re smart, enlightened, or special; you’re being paid that money because you’re working your butt off. Remember, lawyers bill by the hour; they aren’t salesmen who can increase their salary by selling more in the same amount of time. A cursory examination of the facts ought to put anyone on notice that BigLaw means long, hard hours. </p>

<p>/rant</p>

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<p>Draconian? Emotionally ■■■■■■■■? Hmmmm . . . </p>

<p>Let’s summarize. My advice is to:

  1. Be prepared.
  2. Work hard and do a thorough job.
  3. Proofread.
  4. Be professional. Realize that you must make sacrifices for your job if you want to make the big bucks.
  5. Ask for feedback.
  6. Ask for help when needed. Be resourceful.
  7. Dress for success.
  8. Make yourself invaluable.</p>

<p>If those things seem overwhelming, it may be a sign that a career in law (at least in Biglaw) may not a good choice.</p>