NYC to 200k Forum

[jd20132013]

first years are probably “overpaid” but so are partners under any reasonable definition of the term. Suck it up wh.


Hope you kids doing oci Punish them appropriately

[Anonymous User]

I have some weekend work here at WH and broached the subject of raises with a partner during a pretty casual catch-up call he and I were having. He was super defensive and said that DC and Boston have no reason to follow NYC firms on raises or bonuses. I left it at that, but jeez, I hope that’s not indicative of broader partner sentiment.

Holy shit

WH associae also with weekend work. If this sentiment doesn’t change quick I’m going to lateral. How the hell can these fools rake in massive PPP gains and yet be so stingy with their associates?

I mean, in fairness, partners at many elite firms feel the same way, even after matching - case in point, I started at a firm in fall 2016 that matched very quickly both to 180 and 190, and a partner on my first case told me bluntly that the recent raises were totally undeserved and that it was absurd that the firm had just increased pay. The difference is that partners at most firms recognize that they have to market to be competitve even if they hate it or think its unreasonable. Wilmer’s partners seem oblivious to that

Yeah, most partners at most biglaw firms are, deep down or not so deep down, money-grubbing bastards who don’t actually care about associates. WH partners are just a special breed that have chosen to express that sentiment to the extent of cutting off their nose to spite their face.

[Anonymous User]

someone at WH should print out the last 10 pages of this thread and anon-mail it to firm management, give them a taste of what people are saying.

[Anonymous User]

There are a lot of partners everywhere that would be in favor of No Match and just hiring the next wave of students from Boston College or George Washington but I guess at WilmerHale they are a significant enough power bloc to prevent the raise.

[Anonymous User]

There are a lot of partners everywhere that would be in favor of No Match and just hiring the next wave of students from Boston College or George Washington but I guess at WilmerHale they are a significant enough power bloc to prevent the raise.

Nothing wrong with those schools but that's how you lose Fortune 50 clients.

[Anonymous User]

I have some weekend work here at WH and broached the subject of raises with a partner during a pretty casual catch-up call he and I were having. He was super defensive and said that DC and Boston have no reason to follow NYC firms on raises or bonuses. I left it at that, but jeez, I hope that’s not indicative of broader partner sentiment.

Also at WH, and also have weekend work (as usual). How can they be so ignorant of the non-NY markets? Did you tell him that every other major Boston and DC firm has already followed?

Why are most people just glossing over A&P and W&C not matching?

[Anonymous User]

With low leverage, you get more substantive work earlier on, smaller teams, less of a hierarchy, and a more realistic shot at partnership if that's what you want. If you don't want to make partner, having more substantive work under your belt helps you lateral/exit that much quicker.

When picking between peer firms, lower leverage is always a plus. Not determinative, but relevant.

I think you're wrong on the substantive work part. Higher leverage means fewer partners to do actual work. I work at a very high leverage firm and you get substantive work pretty much starting after about 12 months (sometimes earlier...depends on the person). If anything associates are doing certain tasks too soon.

[Anonymous User]

I have some weekend work here at WH and broached the subject of raises with a partner during a pretty casual catch-up call he and I were having. He was super defensive and said that DC and Boston have no reason to follow NYC firms on raises or bonuses. I left it at that, but jeez, I hope that’s not indicative of broader partner sentiment.

Also at WH, and also have weekend work (as usual). How can they be so ignorant of the non-NY markets? Did you tell him that every other major Boston and DC firm has already followed?

Why are most people just glossing over A&P and W&C not matching?

Because W&C has always had a weird comp structure and A&P’s PPP is literally half what WH’s is. When your PPP is the same level as the PPP of Reed Smith, Perkins Coie, and Foley & Lardner, people are going to give you more of a break when you don’t match firms making money hand over fist.

[Anonymous User]

There are a lot of partners everywhere that would be in favor of No Match and just hiring the next wave of students from Boston College or George Washington but I guess at WilmerHale they are a significant enough power bloc to prevent the raise.

Nothing wrong with those schools but that's how you lose Fortune 50 clients.

I respectfully disagree. Geography is a factor, but many in-house counsel in their respective markets are BC, GW or Fordham grads. Where associates went to law school isn't a major focus in terms of procuring business.

[Anonymous User]

I have some weekend work here at WH and broached the subject of raises with a partner during a pretty casual catch-up call he and I were having. He was super defensive and said that DC and Boston have no reason to follow NYC firms on raises or bonuses. I left it at that, but jeez, I hope that’s not indicative of broader partner sentiment.

Also at WH, and also have weekend work (as usual). How can they be so ignorant of the non-NY markets? Did you tell him that every other major Boston and DC firm has already followed?

Why are most people just glossing over A&P and W&C not matching?

W&C has a somewhat non-traditional comp model and it's also just really small. A&P has been on tough financial times and their PPP really lags behind peers, plus all the merger stuff. Strongly agree both should be talking to their associates about how they plan to respond (or not respond) to the market, but neither is egregious as Wilmer, which is a traditional comp model and has seen huge PPP growth (45% in 5 years).

[Anonymous User]

There are a lot of partners everywhere that would be in favor of No Match and just hiring the next wave of students from Boston College or George Washington but I guess at WilmerHale they are a significant enough power bloc to prevent the raise.

Nothing wrong with those schools but that's how you lose Fortune 50 clients.

I respectfully disagree. Geography is a factor, but many in-house counsel in their respective markets are BC, GW or Fordham grads. Where associates went to law school isn't a major focus in terms of procuring business.

I might be speaking for that anon, but thinking long-term, when those Associates eventually become Partners they become the face of the firm.

[Anonymous User]

Wait. Did Covingttton match? If not don't leave them off the shade list

I considered Wilmer. Glad I made the right choice

[Anonymous User]

There are a lot of partners everywhere that would be in favor of No Match and just hiring the next wave of students from Boston College or George Washington but I guess at WilmerHale they are a significant enough power bloc to prevent the raise.

Nothing wrong with those schools but that's how you lose Fortune 50 clients.

It may or may not.

[Anonymous User]

Wait. Did Covingttton match? If not don't leave them off the shade list

I considered Wilmer. Glad I made the right choice

Yep, CovingTTTon matched a week ago. WilmerFAIL is the Covington of this cycle.

[Anonymous User]

Lol at firms being okay just hiring regional law school kids.

Wilmer will match because it won’t be able to attract Harvard kids in Boston without a match. Plus, the random UVA kids from the area won’t consider Wilmer if it’s below market.

BC/BU students do fine getting associate positions, but most partners at these firms are Harvard grads.

They won’t be “fine” not having Harvard grads.

[Anonymous User]

Wait. Did Covingttton match? If not don't leave them off the shade list

I considered Wilmer. Glad I made the right choice

They deserve a spot on the shade list for trying to keep DC at $160k in 2016.

[Anonymous User]

Does anyone ever stop to think about how dumb this job is? Like I just spent my whole weekend drafting documents and then woke up at 5:00 to keep going. What a life. My firm hasn't even matched yet.

[Anonymous User]

Lol at firms being okay just hiring regional law school kids.

Wilmer will match because it won’t be able to attract Harvard kids in Boston without a match. Plus, the random UVA kids from the area won’t consider Wilmer if it’s below market.

BC/BU students do fine getting associate positions, but most partners at these firms are Harvard grads.

They won’t be “fine” not having Harvard grads.

You’re delusional if you don’t think some partners would be fine to make that trade to keep extra money in their pockets.

[Anonymous User]

https://abovethelaw.com/2018/07/boston- ... ect-staff/

(heads up "boston biglaw firm" is not WH)

[Anonymous User]

https://abovethelaw.com/2018/07/boston- ... ect-staff/

(heads up "boston biglaw firm" is not WH)

The indignity continues for the WilmerFailures.

[Anonymous User]

WH full match with summer bonus (tied to annualizing at 2000 as of 6/30) -- opportunity to make it up if you hit 2000 by end of year. Effective 7/1, bonuses paid 7/25.

[Anonymous User]

WH full match with summer bonus (tied to annualizing at 2000 as of 6/30) -- opportunity to make it up if you hit 2000 by end of year. Effective 7/1, bonuses paid 7/25.

Confirmed. “All US” (i.e., Denver too).

[Anonymous User]

WH full match with summer bonus (tied to annualizing at 2000 as of 6/30) -- opportunity to make it up if you hit 2000 by end of year. Effective 7/1, bonuses paid 7/25.

Confirmed. “All US” (i.e., Denver too).

Including the Dayton, Ohio office too?

[5ky]

as predicted, a full match by wilmer which now means nobody will care that they waited a whole 4 extra days

[Anonymous User]

WH full match with summer bonus (tied to annualizing at 2000 as of 6/30) -- opportunity to make it up if you hit 2000 by end of year. Effective 7/1, bonuses paid 7/25.

Confirmed. “All US” (i.e., Denver too).

Including the Dayton, Ohio office too?

memo is addressed to summer associates, associates, senior associates, and counsel. there are none of those in dayton, only discovery attorneys.