Humpty Dumpty wrote:Could you walk us through the process? Particularly mass mailing.
I send a resume off to recruiting. Who looks at it and so makes the decision to bring me in for an interview? Then in a screener, does that interviewer have final authority on who gets callbacks or does he give me some kind of score which is then compared to other candidates?
Who's making the decision after the callback for an offer? The people who actually interviewed me? The recruiting committee which may have people I didn't meet? And are they still looking at my resume at that point or mostly the evaluations?
There is no standard process. Most, but not all, BigLaw hiring occurs through OCI. Depending on the school, either you would select the firm for interviews or the firm will review your resume and select you for an interview. At other schools, you would send your resume to recruiting and someone (it could be the recruiting staff or it could be the committee) would decide to bring you in for a screening interview.
Typically, firms come into a screening interview with some idea of your status based on your resume. At some firms, the screening interview can only lose you a callback, while others go in more open minded. But even in the latter situation, your interviewer will go in knowing your academic standing and that will play into your overall evaluation.
The next step also differs by firm. Some, particularly firms with larger summer classes, empower the interviewer either to decide on callbacks or quickly receive the interviewer's recommendations and rubber stamp them. This is particularly true of large New York firms, which often will extend callback invitations within 24 hours. Other firms decide by committee who to call back and the process can take up to a week.
At the call back, you will interview with 3-6 attorneys. These attorneys may or may not include members of the recruiting committee. The interviewers will submit feedback to the recruiting committee, which generally determines which offers to extend. Typically, the recruiting committee will have your full portfolio -- resume, interview feedback, perhaps writing samples -- to use in making their decision. If you did interview with recruiting committee members their view could carry more weight, but generally no one interview will make a candidate (although it could break a candidate).