Waiting post CB for a v100 firm with a small SA class.
First, I understand that this is a pretty detailed question and probably not too many people have first hand knowledge of this but felt compelled to put it it there...
Does anyone know more about the hiring process/timeline for firms with smaller summer class sizes? I'm aware that such firms can't be as liberal about giving out CBs and offers as firms with larger summer classes, but that aside, does anyone know if there is any other material difference? For example, do such firms have internal quotas where they can only put out three offers at a time and if 2/3 don't accept they move down their list? Or is this more a firm by firm specific thing..?
Hiring process at v100 firms with small SA classes (<5) Forum
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Anonymous User
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Anonymous User
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Re: Hiring process at v100 firms with small SA classes (<5)
Hoping this is why I'm hearing silence from these firms.
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Anonymous User
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Re: Hiring process at v100 firms with small SA classes (<5)
I'm an associate at such a firm who has both gone through the callback process and conducted callback interviews.
At least at my firm, it is a process that is focused very much on fit. The hiring committee is very focused on getting a group of summers who are actually interested in what our practice groups actually do. It's very different, in my experience, than larger offices where you can get through callbacks with vague platitudes and a brief reading of attorney bios. If you don't want to do the specific things we do (or if you don't even know what those things are) then you're not likely to get an offer.
My firm also seems to be very deliberate and paced in extending offers. When I got my offer, it was in late September, weeks after I had gotten offers from other call backs at V30 and V50 firms, and only after I had followed up and re-expressed a specific interest and told them I would choose them over the other offers I had on the table. I now understand that the recruiting committee meets just once a week and will usually only extend one or two offers per week.
At least at my firm, it is a process that is focused very much on fit. The hiring committee is very focused on getting a group of summers who are actually interested in what our practice groups actually do. It's very different, in my experience, than larger offices where you can get through callbacks with vague platitudes and a brief reading of attorney bios. If you don't want to do the specific things we do (or if you don't even know what those things are) then you're not likely to get an offer.
My firm also seems to be very deliberate and paced in extending offers. When I got my offer, it was in late September, weeks after I had gotten offers from other call backs at V30 and V50 firms, and only after I had followed up and re-expressed a specific interest and told them I would choose them over the other offers I had on the table. I now understand that the recruiting committee meets just once a week and will usually only extend one or two offers per week.
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Anonymous User
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Re: Hiring process at v100 firms with small SA classes (<5)
OP here, thank you very much for the insights.
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Anonymous User
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Re: Hiring process at v100 firms with small SA classes (<5)
This was extremely helpful, thank you. It explains the virtual silence from the firms I've had callbacks with.
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Anonymous User
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Re: Hiring process at v100 firms with small SA classes (<5)
Have had 2 CB in DC ... silence on the airwaves. One firm has been 3 weeks, another a week ... anyone with similar experience?
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Anonymous User
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Re: Hiring process at v100 firms with small SA classes (<5)
I've had two CBs in the LA/OC area and it's been about 1.5-2 weeks since the CBs. I still haven't heard anything. These offices are only looking for 1-2 Summer Associates though so its a super small class.. you'd think that'd make it a quicker process though 
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barkschool
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Re: Hiring process at v100 firms with small SA classes (<5)
Questions, pm?Anonymous User wrote:I'm an associate at such a firm who has both gone through the callback process and conducted callback interviews.
At least at my firm, it is a process that is focused very much on fit. The hiring committee is very focused on getting a group of summers who are actually interested in what our practice groups actually do. It's very different, in my experience, than larger offices where you can get through callbacks with vague platitudes and a brief reading of attorney bios. If you don't want to do the specific things we do (or if you don't even know what those things are) then you're not likely to get an offer.
My firm also seems to be very deliberate and paced in extending offers. When I got my offer, it was in late September, weeks after I had gotten offers from other call backs at V30 and V50 firms, and only after I had followed up and re-expressed a specific interest and told them I would choose them over the other offers I had on the table. I now understand that the recruiting committee meets just once a week and will usually only extend one or two offers per week.
