V15 Partner/OCI Interviewer Answering Questions... Forum

[itbdvorm]

Most of the lit partners i have interviewed with have come form the DOJ/AUSA. I am curious, if the safest way to partner at a big law firm for litigation is a stint in one of those two places, what firm/firms are the best for getting a young litigation associate into the AUSA/DOJ? Is a litigation powerhouse like PW better than a more prestigious firm like Simpson?

Any place with a great litigation practice is going to be good. Key will depend on you and whether the lit partners you work with who are ex-DOJ/AUSA can/will help.

[itbdvorm]

Apparently the chair of Wachtell suggested people read this story. He's right. You should.

http://www.foundationsmag.com/garcia.html

[Anonymous User]

When new associates join your firm this coming September/October, what do you expect from them the first couple months? Moreover, what do you want from them those first couple months?

Any practice/mindset you'd recommend to get up to speed or best contribute?

[itbdvorm]

When new associates join your firm this coming September/October, what do you expect from them the first couple months? Moreover, what do you want from them those first couple months?

Any practice/mindset you'd recommend to get up to speed or best contribute?

Eagerness
Responsiveness
Attitude

Those are the things that I expect from every single associate

I want them to hit that ridiculously low-hanging bogey, and to show some interest and intelligence regarding what we do

[Anonymous User]

What're your thoughts on Simpson/Kirkland, specifically with respect to the differences in system, ie lock step/central staffing v. eat-what-you-kill/open market? Do you have any general insights on these firms?

[Anonymous User]

More first year advice: can you talk about the learning process in general? Since we don't really know what we don't know, do you just sort of expect an associate to be as diligent and thoughtful as possible on the things even we can get right, then try to give feedback on the stuff that's beyond our knowledge?

Any tips on overcoming the learning curve I guess would be awesome.

[itbdvorm]

What're your thoughts on Simpson/Kirkland, specifically with respect to the differences in system, ie lock step/central staffing v. eat-what-you-kill/open market? Do you have any general insights on these firms?

Simpson is better.

[itbdvorm]

More first year advice: can you talk about the learning process in general? Since we don't really know what we don't know, do you just sort of expect an associate to be as diligent and thoughtful as possible on the things even we can get right, then try to give feedback on the stuff that's beyond our knowledge?

Any tips on overcoming the learning curve I guess would be awesome.

Think about it like a toddler trying to walk.

The toddler will - inevitably - fall over a few times. But by trying hard to walk, it will one day walk.

If instead the toddler just say there, waiting for someone to show it how to walk, it would never learn. But if it tries, the parent would/should assist the toddler (move obstacles, pick it up when it falls, etc.)

This is being an associate in a nutshell. I want to help you walk. But you need to try.

[Anonymous User]

If an applicant was no-offered for a particular position after a call-back, would it be crazy if that applicant applied to another advertised position 1.5 months later? It seems a little awkward no?

[itbdvorm]

If an applicant was no-offered for a particular position after a call-back, would it be crazy if that applicant applied to another advertised position 1.5 months later? It seems a little awkward no?

Never hurts to apply...

[Anonymous User]

More first year advice: can you talk about the learning process in general? Since we don't really know what we don't know, do you just sort of expect an associate to be as diligent and thoughtful as possible on the things even we can get right, then try to give feedback on the stuff that's beyond our knowledge?

Any tips on overcoming the learning curve I guess would be awesome.

Think about it like a toddler trying to walk.

The toddler will - inevitably - fall over a few times. But by trying hard to walk, it will one day walk.

If instead the toddler just say there, waiting for someone to show it how to walk, it would never learn. But if it tries, the parent would/should assist the toddler (move obstacles, pick it up when it falls, etc.)

This is being an associate in a nutshell. I want to help you walk. But you need to try.

Well when you put it like this, it sounds like anyone could theoretically do it. Although I'm sure it's much harder in practice.

[Anonymous User]

Thank you so much for doing this!

A question about some interview behavior from partners. I've done two pre-oci interviews that went really well, with partners suggesting strongly/practically telling me during the screener that I would receive a cb/second interview. at some point in the mix, something happened and I ended up either getting dinged or not hearing back.

I've also heard about this happening to my friends, though for them, it was during OCI screeners. I can understand why getting such feedback wouldn't mean as much during the OCI process, since firms have so many candidates to go through and are thinking about their numbers from different schools / markets / etc. But when it's a partner / hiring partner doing a pre-recruiting season interview on-site, what are the factors that go from screener --> no cb if it seemed the interviewer really liked a candidate? does it mean that the interviewer wasn't being genuine to begin with, or that others in the recruiting team said no? Not really looking for advice on what to do, since I'm not trying to follow up at this point. I'm just curious about how it all works, especially regarding the thought process behind what interviewers convey to interviewees as well as the internal structure of the hiring process.

[itbdvorm]

Thank you so much for doing this!

A question about some interview behavior from partners. I've done two pre-oci interviews that went really well, with partners suggesting strongly/practically telling me during the screener that I would receive a cb/second interview. at some point in the mix, something happened and I ended up either getting dinged or not hearing back.

I've also heard about this happening to my friends, though for them, it was during OCI screeners. I can understand why getting such feedback wouldn't mean as much during the OCI process, since firms have so many candidates to go through and are thinking about their numbers from different schools / markets / etc. But when it's a partner / hiring partner doing a pre-recruiting season interview on-site, what are the factors that go from screener --> no cb if it seemed the interviewer really liked a candidate? does it mean that the interviewer wasn't being genuine to begin with, or that others in the recruiting team said no? Not really looking for advice on what to do, since I'm not trying to follow up at this point. I'm just curious about how it all works, especially regarding the thought process behind what interviewers convey to interviewees as well as the internal structure of the hiring process.

Just because I say something like "look forward to speaking with you soon" doesn't mean you'll be getting a callback. Would rather you leave thinking positively about me...

[Anonymous User]

Could you elaborate more on your Simpson answer above? If a corporate associate bills 2300 isn't she better off at Kirkland where they pay more?

[itbdvorm]

Could you elaborate more on your Simpson answer above? If a corporate associate bills 2300 isn't she better off at Kirkland where they pay more?

Money isn't everything.

[Anonymous User]

So Simpson is better--- great insight

[Danger Zone]

So Simpson is better--- great insight

You'll learn that partners speak this way. Enjoy law.

[Anonymous User]

@OP: What is the best way for a quiet person to do well in an interview, other than trying to fake being outgoing? Is there a way to do well in callback interviews with a quiet demeanor?

[itbdvorm]

@OP: What is the best way for a quiet person to do well in an interview, other than trying to fake being outgoing? Is there a way to do well in callback interviews with a quiet demeanor?

"Outgoing" / "quiet" does not necessarily equate to success. Are you socially awkward? Able to hold a conversation?

I have had "outgoing" candidates who I immediately reject, and quiet ones who I immediately say are amazing. If you can carry a conversation about a subject you're interested in, you should be fine. If you have difficulty engaging in conversation with people, this may be difficult.

[itbdvorm]

So Simpson is better--- great insight

You'll learn that partners speak this way. Enjoy law.

Well, we especially do when the questions are vague and the answers are obvious.

There are a million threads and insights about the differences between these two firms. I would bet I've even answered this specific question before. Don't ask me to do work that you could (and should) do yourself and then get pissy with me for giving you short answers. You're not a paying client, I don't owe you anything. You want a specific answer to a specific question regarding different facets of the firms? I'll tell you what I think, maybe.

[Anonymous User]

Advice for a CB when your grades are lower than those of the students this firm has historically hired from your school? Does that matter less now that I've made it past the screener?

[Anonymous User]

I'm okay with a one word vague answer. I mean if someone would like to elaborate that would be great, though. Latham or Weil in 2016?

[5ky]

not a law student, but appreciate your insights: what's your favorite/least favorite firm to work with on a deal? I assume the answers are different based on corporate subpractice.

[Anonymous User]

I'm okay with a one word vague answer. I mean if someone would like to elaborate that would be great, though. Latham or Weil in 2016?

When you ask vague questions, you will get vague answers. What practice/location at a minimum?

Based on the question as asked, Latham.

[Anonymous User]

I had 2 call backs a week apart. In each CB the partners said they will get back to me in a week or two. It has been 3 and 4 weeks for each CB. About 3 days ago I sent an email out reiterating my interest, what i liked about the firm, and some new developments in a big case i was working on in my previous firm. Still no word.

Is it because I have rejection snail mails on its way?