Anonymous User wrote:Final Results:
MVP + top 40-30%
Not a URM
Target Market: NYC
Screening Interviews: 29
Callbacks Extended: 10
Callbacks Taken: 9
Offers Extended: 3
Callback Rejections: 5
Will be at a V10 this summer. Woo.
Any ideas on what may have given you this success?
In preparing for interview week, I made it my business to understand the in-and-outs of law firms (the economics, why–even litigation teams–were witnessing a downturn in work, how that influences hiring, how that influences staffing decisions, the kind of work firms do). From all of this, I empathized with my interviewer, articulated good reasons for why I wanted to work at their specific firm, and gave good, mature reasons for why I wanted to work in big law in general.
I guess my personality made up for the academic deficiency. At first I considered my success a mere charity from firms, but I later realized that being personable and sociable is at least as important as getting good grades. While good grades might indicate how good your work quality is going to be, if you can't build a solid book of clients, you're not going to make partner. You can't build that solid book unless you're out and about, networking, schmoozing, etc.
I think firms are hiring with the perspective that they want their (summer) associates eventually to become partner. Because of the economy, firms can no longer rely on voluntary attrition, and it always looks bad to force attrition, so firms are going to hire people with longevity in mind (the up-and-out in two years model is almost obsolete). Yes, firms will hire fewer associates, and the danger is that firms will be understaffed for the uptick in work. But the theory is that, if firms are understaffed, they can resort to hiring from a large group of overly qualified and unemployed people in the legal market. And it always looks good when you're hiring.