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Firm Telling Associates They Won’t Be Getting Bonuses After Claiming To Match Market

Above The Law

This feels like the rug getting pulled out. The post Firm Telling Associates They Won’t Be Getting Bonuses After Claiming To Match Market appeared first on Above the Law.

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After Matching Milbank Months Ago, Biglaw Firm Finally Gets Around To Offering Cravath Cash To Associates

Above The Law

The post After Matching Milbank Months Ago, Biglaw Firm Finally Gets Around To Offering Cravath Cash To Associates appeared first on Above the Law. Some things are worth the wait -- like money!

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HoLove Damage Control Is Salt In The Wound — See Also

Above The Law

Match A Little Now, Match A Little Later: Firm matches market. You'll get it eventually. Top 50 Firm Manages To Pay Out More Than HoLove: And Morrison & Foerster didn't even have to do a PR run to fix the outrage ! Biglaw Firm's Compensation Goes Above Market: Good on Irell & Manella !

Legal 107
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Tips for Job Seekers and Employers:

The Estrin Report

For those of you seeking a fantastic new position: Put your profile and current resume on LinkedIn and make sure it is up-to-date and matches your resume line for line. The first thing potential employers do is get the resume and then run to LinkedIn to see if it matches. Are they looking around to get a feel for the firm?

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No. 2 Biglaw Firm In America Announces Market-Beating Bonuses

Above The Law

It’s almost February, but Biglaw firms are continuing to spread the wealth to associates across the country after a successful financial year by announcing matches of Milbanks generous year-end and special bonuses. Latham & Watkins — a firm that brought in $5,688,226,000 gross revenue in 2023, putting it at No.

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Why, I’ll Got Y’All Bonuses (Another Firm Match… Do You Get It?)

Above The Law

The post Why, I’ll Got Y’All Bonuses (Another Firm Match… Do You Get It?) Say it fast. appeared first on Above the Law.

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Recruiting and Retention: Seven Strategies to Help Win the War for Talent

Attorney at Work

Now is the perfect time to consider and recruit experienced candidates who have the ability to get up to speed in a hurry. Don’t get boxed in by outdated and often superficial salary surveys. That may work to get your firm candidates in a hurry, but that also results in your limiting the pool to candidates who are “in the market.”

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