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http://texaslawyer.typepad.com/texas_la ... 85000.html

Everything is bigger is Texas.

Jesus. How is a firm with such a corny, ambulance-chaser-esque website so baller?

nevdash wrote:Jesus. How is a firm with such a corny, ambulance-chaser-esque website so baller?

The firm's website looks pretty standard, if a bit outdated. Maybe you're confusing Tex Parte Blog's website with the firm's website.

lovelaw27 wrote:http://texaslawyer.typepad.com/texas_la ... 85000.html

Everything is bigger is Texas.

I'm an NYC first-year associate and this is annoying. Associates in Texas were already making more money by paying lower taxes and having cheaper COL. Now they get higher salaries too?

To be fair, working at Bickel is like working two jobs.

Ok call me crazy, how does a 43 lawyer firm have 32 first year associates? Are they expanding like mad? Is the turnover ridiculous? Is this BS?

Bronte wrote:

nevdash wrote:Jesus. How is a firm with such a corny, ambulance-chaser-esque website so baller?

The firm's website looks pretty standard, if a bit outdated. Maybe you're confusing Tex Parte Blog's website with the firm's website.

I wasn't, but they did change it recently. I remember going to their website a couple of months ago when I saw their resume collect during our OCI, and it had this awful video that would play on the front page. Looks like they've taken it down, though. Still, it doesn't look like most biglaw websites.

LeninLunchbox wrote:Ok call me crazy, how does a 43 lawyer firm have 32 first year associates? Are they expanding like mad? Is the turnover ridiculous? Is this BS?

Reading comp. 32 associates in total. The rest are partners. 8 new associates.

nevdash wrote:Jesus. How is a firm with such a corny, ambulance-chaser-esque website so baller?

Please don't take this the wrong way, but you're an idiot.

Anonymous User wrote:

LeninLunchbox wrote:Ok call me crazy, how does a 43 lawyer firm have 32 first year associates? Are they expanding like mad? Is the turnover ridiculous? Is this BS?

Reading comp. 32 associates in total. The rest are partners. 8 new associates.

There is absolutely no reason for this to have been posted anonymously.

Also, 8 new hires for a firm with only 32 associates still feels like a bit much. I'm guessing this place is a bit of a sweatshop?

If by "a bit of a sweatshop," you mean you're told your workday is Monday-Saturday and half-day on Sunday, and they have vehicles to take you home when you're too tired to drive, then yes.

kalvano wrote:If by "a bit of a sweatshop," you mean you're told your workday is Monday-Saturday and half-day on Sunday, and they have vehicles to take you home when you're too tired to drive, then yes.

This sounds like a lot of biglaw firms, honestly. I'd be willing to bet ~95% of associates work weekends on a regular basis.

Maybe so, but they are notorious for being pretty demanding.

kalvano wrote:Maybe so, but they are notorious for being pretty demanding.

I don't doubt it. The high amount of first-year associate hiring relative to the number of associates in the firm and the fact that they start you out at 185 both speak to the fact that it's not a fun place to work. That said, with Dallas COL and 185k, you could get those loans paid off in a hurry and I bet the exit options are amazing.

SBL wrote:

kalvano wrote:Maybe so, but they are notorious for being pretty demanding.

I don't doubt it. The high amount of first-year associate hiring relative to the number of associates in the firm and the fact that they start you out at 185 both speak to the fact that it's not a fun place to work. That said, with Dallas COL and 185k, you could get those loans paid off in a hurry and I bet the exit options are amazing.

Actually, they aren't as good as you'd think. The firm has a very, very aggressive style that puts off a lot of other firms. Not to say you can't go elsewhere to a nice place, but it does close a few doors.

If B&B can pay 185k and demand more hours, how come no firms are willing to pay a little bit less and demand less hours? I'd take 120k/year (in a market-paying city) if it meant working 25% less hours. And that would be more sustainable in the longer run (less laterals, attrition, etc)

crit_racer wrote:If B&B can pay 185k and demand more hours, how come no firms are willing to pay a little bit less and demand less hours? I'd take 120k/year (in a market-paying city) if it meant working 25% less hours. And that would be more sustainable in the longer run (less laterals, attrition, etc)

Wiley Rein in DC kind of does this. You can choose the 1800 billable tier and make $135k or the 1950 billable tier for $160k. I think a few others do it as well.

AllTheLawz wrote:

crit_racer wrote:If B&B can pay 185k and demand more hours, how come no firms are willing to pay a little bit less and demand less hours? I'd take 120k/year (in a market-paying city) if it meant working 25% less hours. And that would be more sustainable in the longer run (less laterals, attrition, etc)

Wiley Rein in DC kind of does this. You can choose the 1800 billable tier and make $135k or the 1950 billable tier for $160k. I think a few others do it as well.

thats awesome. I wonder how many people actually choose the 135k option and how long they end up staying at the firm. Is that an automatic path to being pushed out the door? I assume they wouldn't make those people partner, btu it would be nice if you could eventually just be "of counsel" or something.

crit_racer wrote:

AllTheLawz wrote:

crit_racer wrote:If B&B can pay 185k and demand more hours, how come no firms are willing to pay a little bit less and demand less hours? I'd take 120k/year (in a market-paying city) if it meant working 25% less hours. And that would be more sustainable in the longer run (less laterals, attrition, etc)

Wiley Rein in DC kind of does this. You can choose the 1800 billable tier and make $135k or the 1950 billable tier for $160k. I think a few others do it as well.

thats awesome. I wonder how many people actually choose the 135k option and how long they end up staying at the firm. Is that an automatic path to being pushed out the door? I assume they wouldn't make those people partner, btu it would be nice if you could eventually just be "of counsel" or something.

Somewhat cynically, I wonder how many of the 135K people end up billing 2000+ hours. I have a hard time picturing a scenario where a partner gives out an assignment and an associate responds with "Sorry sir, but I've billed my 1800th hour."

anon168 wrote:

nevdash wrote:Jesus. How is a firm with such a corny, ambulance-chaser-esque website so baller?

Please don't take this the wrong way, but you're an idiot.

Sorry, why?

AllTheLawz wrote:
Wiley Rein in DC kind of does this. You can choose the 1800 billable tier and make $135k or the 1950 billable tier for $160k. I think a few others do it as well.

A 16% pay cut for billing 8% fewer hours doesn't seem like a great deal. Also, ditto SBL's cynicism on being able to effectively pace yourself for 1800 hours when most of your colleagues are gunning for more.

SBL wrote:

crit_racer wrote:

AllTheLawz wrote:

crit_racer wrote:If B&B can pay 185k and demand more hours, how come no firms are willing to pay a little bit less and demand less hours? I'd take 120k/year (in a market-paying city) if it meant working 25% less hours. And that would be more sustainable in the longer run (less laterals, attrition, etc)

Wiley Rein in DC kind of does this. You can choose the 1800 billable tier and make $135k or the 1950 billable tier for $160k. I think a few others do it as well.

thats awesome. I wonder how many people actually choose the 135k option and how long they end up staying at the firm. Is that an automatic path to being pushed out the door? I assume they wouldn't make those people partner, btu it would be nice if you could eventually just be "of counsel" or something.

Somewhat cynically, I wonder how many of the 135K people end up billing 2000+ hours. I have a hard time picturing a scenario where a partner gives out an assignment and an associate responds with "Sorry sir, but I've billed my 1800th hour."

at one of the firms I worked at this summer, they had this option too. not everyone gets to do this, and it's usually people with family responsibilities that get this option. in a smaller office setting (say, around 100 or less), all assigning partners would know the set up and how many hours you're on target to get. i do agree that going on this alternative arrangement would probably hinder chances at making partner, and it isn't exactly the best deal, but if you're faced with either all-out quitting/being fired or this option, it's not that bad.

IrwinM.Fletcher wrote:

AllTheLawz wrote:
Wiley Rein in DC kind of does this. You can choose the 1800 billable tier and make $135k or the 1950 billable tier for $160k. I think a few others do it as well.

A 16% pay cut for billing 8% fewer hours doesn't seem like a great deal. Also, ditto SBL's cynicism on being able to effectively pace yourself for 1800 hours when most of your colleagues are gunning for more.

I imagine an assignment coordinator can figure that out...

Fresh Prince wrote: I imagine an assignment coordinator can figure that out...

I suppose. Seems like a pain for the firm to have a coordinator monitor your workload for perpetuity.

IrwinM.Fletcher wrote:

AllTheLawz wrote:
Wiley Rein in DC kind of does this. You can choose the 1800 billable tier and make $135k or the 1950 billable tier for $160k. I think a few others do it as well.

A 16% pay cut for billing 8% fewer hours doesn't seem like a great deal. Also, ditto SBL's cynicism on being able to effectively pace yourself for 1800 hours when most of your colleagues are gunning for more.

And, I'm gonna go ahead and guess that the bonus structure is different, so the pay cut is actually more than 16%.