Doritos wrote:So, what should I take away from the firms that are coming to OGI and list as their hiring criteria some business about "well rounded" "leadership" and other things that aren't GPA cutoffs? Probably varies by firm right?
edit: answered my own question. Some super elite firms don't have cut-offs listed and I know those have to be high
Ignore EVERYTHING firms list on symplicity or in spreadsheets. It's a vicious lie. Firm HR departments are on cruise control, and the most selective firms will sometimes post things like "top 50% grades are alright if you have them" while barely picky firms will say "top 3.4% required to not be spat upon."
You've got to learn what firms care about and what firms don't care about. Talk to people, ask on TLS, read the employment forum, demand (NB: I did not write ask) as much data as you can from career services, beg/borrow/steal data from other schools, etc.
A rough and highly specific example of the kind of information that would be useful to people that CSO won't have for you: Sullivan & Cromwell is notoriously grade snobby. They really want to see As, HPs, whatever, basically regardless of your school. They recruit from a narrow band of students even at the best schools, but also recruit from a wide array of schools. S&C routinely gives summer associate offers to 90%+ of the students they give callbacks to, making a callback there close to an instant offer. Their OGI process is relatively 'stress' interview like, and they have a very rapid turn around.
Davis Polk is a nearly identical business. They have the same specialties as S&C, represent the same clients, attract many of the same students, have offices of the same size, in the same places, etc. It would be hard to pick two big firms that were as similar in business practices as S&C and DPW. But they have completely different hiring models: DPW hires from a very narrow band of top schools, but routinely dips deep in the class even from schools it doesn't take many associates from. Its interviews tend to be laid back and casual. They are notorious for having one of the lowest rates of offers post-callback: sometimes as few as ~30% of the students they give callbacks to receive summer offers.
Basically none of that is info you could get from CSO. If you have the willpower, you want to know as much information like the above about as many firms as you can to figure out where your bids will be smart. Somebody with a ~3.4 from UVA wouldn't be throwing away a bid on DPW, they'd not get a sniff from S&C.
uvahooo wrote:Why don't you just ask CSO? Your bid strategy should be different for your given GPA/geographic preferences.
Hopefully my above rant will help describe why CSO is necessary but not sufficient to an OGI strategy. But even more than that, your interest and CSOs do not align.
CSO wants us all to get jobs, you want YOU to get a job. CSO simply cannot tell everyone "bid on NYC it's easier." That's a true statement, but if they did it, they'd (a) piss off non-NYC firms and (b) dramatically increase competition for NYC firms thus rendering their advice false. They'll help, especially with non-zero sum things like proof reading cover letters[FN1], but they can't give you the advice you need the most, which is how to survive OGI whether or not your peers are surviving OGI. That doesn't mean 'throwing elbows' but it does mean educating yourself about market trends that aren't in CSO's interests to allude too. For example, just don't fucking bid on DC. There are like, 3 total summer associate positions for all 600 UVA 1Ls and 500,000 other T14 1Ls bidding on them. Yeah, you like politics. Cool. Go work in (not DC) and use your summer salary to buy a subscription to politico or something. Problem solved.
[FN1] I have friends who had typos slip through even a CSO review. Do your own due diligence.
Edit: I now have it on information and belief that CSO is now telling people to bid on NYC because it's easier. Good for them