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Will this be the beginning of the end?

Wonderful to see this.

Anonymous User wrote: ↑

Mon Dec 20, 2021 3:16 pm

Will this be the beginning of the end?

Of what exactly?

the end of...Firms holding out and making people come back in

interesting that Quinn is the first to do this when the CW is that litigation is harder to do remote. But they've alwaus been pretty lax about facetime

The firm said the remote work policy applies to all of its nearly 700 U.S.-based lawyers, including partners and incoming junior attorneys, subject to tax and bar registration requirements. Quinn said new additions to the firm may be asked to initially work from one of Quinn Emanuel’s 13 offices.

Very interested to see if this actually holds true for the partnership. There are tax implications for the owners of the firm being located in a bunch of different states.

Also be very interested to see if they actually elevate associates to patner who take advantage of this. It's one thing to dangle it as a carrot for a lateral partner whose business they want, it's another for them to actually make new partners located in Chattanooga, Tennessee (or insert other small market). But won't be able to see if they do until they try.

Anonymous User wrote: ↑

Mon Dec 20, 2021 4:55 pm

interesting that Quinn is the first to do this when the CW is that litigation is harder to do remote. But they've alwaus been pretty lax about facetime

Name literally a single way that “litigation is harder to do remote.” Total bullshit. At almost all of these big firms, most attorneys already work with a significant number of people who sit in different cities/states. What is the difference, exactly?

Is Quinn hiring junior litigators?

And is Quinn paying market salary+bonuses? I don't see it here https://abovethelaw.com/2021/11/biglaw- ... cker-2021/

Anonymous User wrote: ↑

Mon Dec 20, 2021 7:36 pm

Anonymous User wrote: ↑

Mon Dec 20, 2021 4:55 pm

interesting that Quinn is the first to do this when the CW is that litigation is harder to do remote. But they've alwaus been pretty lax about facetime

Name literally a single way that “litigation is harder to do remote.” Total bullshit. At almost all of these big firms, most attorneys already work with a significant number of people who sit in different cities/states. What is the difference, exactly?

As a litigator, I also call BS on litigation being somehow harder to do remote. The whole job is remote, at least for federal district court litigations. If you are already flying for depositions, court appearances, client meetings, discovery inspections, ect., how hard is it to just fly out of a different airport? And we don't even fly as much anymore with remote depositions.

Anonymous User wrote: ↑

Mon Dec 20, 2021 8:17 pm

Is Quinn hiring junior litigators?

And is Quinn paying market salary+bonuses? I don't see it here https://abovethelaw.com/2021/11/biglaw- ... cker-2021/

Quinn is hiring, and just announced DPW market rate bonuses (with the usual extra bonus for high billers).

Anonymous User wrote: ↑

Mon Dec 20, 2021 8:57 pm

Anonymous User wrote: ↑

Mon Dec 20, 2021 8:17 pm

Is Quinn hiring junior litigators?

And is Quinn paying market salary+bonuses? I don't see it here https://abovethelaw.com/2021/11/biglaw- ... cker-2021/

Quinn is hiring, and just announced DPW market rate bonuses (with the usual extra bonus for high billers).

Quinn has a 2100 hours requirement for market, right?

2013 wrote: ↑

Mon Dec 20, 2021 9:01 pm

Anonymous User wrote: ↑

Mon Dec 20, 2021 8:57 pm

Anonymous User wrote: ↑

Mon Dec 20, 2021 8:17 pm

Is Quinn hiring junior litigators?

And is Quinn paying market salary+bonuses? I don't see it here https://abovethelaw.com/2021/11/biglaw- ... cker-2021/

Quinn is hiring, and just announced DPW market rate bonuses (with the usual extra bonus for high billers).

Quinn has a 2100 hours requirement for market, right?

Correct.

Just curious why Quinn was the first to announce this.

Anonymous User wrote: ↑

Tue Dec 21, 2021 12:35 am

Just curious why Quinn was the first to announce this.

They go their own way sometimes. For example they experimented with eliminating their summer associate program a few years back (it's back now). They (ok, we...I'm a QE associate) do a few others things differently from the rest of big law: No dress code, no face time requirement, litigation only, first to pay retention bonuses, truly informal culture, etc. I'm not sure why QE often gets such a bad rap on these forums. It's a great place to work.

I realize that QE doesn't have the best reputation on here, but as someone who is starting to look for post-clerkship gigs, this is a HUGE selling point for me.

Anonymous User wrote: ↑

Tue Dec 21, 2021 1:12 pm

Anonymous User wrote: ↑

Tue Dec 21, 2021 12:35 am

Just curious why Quinn was the first to announce this.

They go their own way sometimes. For example they experimented with eliminating their summer associate program a few years back (it's back now). They (ok, we...I'm a QE associate) do a few others things differently from the rest of big law: No dress code, no face time requirement, litigation only, first to pay retention bonuses, truly informal culture, etc. I'm not sure why QE often gets such a bad rap on these forums. It's a great place to work.

Not at QE, but my impression is that it's one of the few places where fit actually matters. I was at the reception for students and the vibe was very different from other firms. Super intense, almost antisocial. Of course you can't really know a firm from a networking reception, but just sharing the feeling I got. I left the event saying nope--that's probably not what the firm wants, or maybe it is?

Also, the whole marketing stuff about being the firm other firms are afraid of...c/mon, you can't pull that and then be surprised that you get a bad rap.

tbc, am not trying to bash QE, just trying to explain the reputation from one person's perspective

Anonymous User wrote: ↑

Tue Dec 21, 2021 1:12 pm

Anonymous User wrote: ↑

Tue Dec 21, 2021 12:35 am

Just curious why Quinn was the first to announce this.

They go their own way sometimes. For example they experimented with eliminating their summer associate program a few years back (it's back now). They (ok, we...I'm a QE associate) do a few others things differently from the rest of big law: No dress code, no face time requirement, litigation only, first to pay retention bonuses, truly informal culture, etc. I'm not sure why QE often gets such a bad rap on these forums. It's a great place to work.

You guys hiring in your DC office anytime soon?

Anonymous User wrote: ↑

Tue Dec 21, 2021 1:43 pm

Anonymous User wrote: ↑

Tue Dec 21, 2021 1:12 pm

Anonymous User wrote: ↑

Tue Dec 21, 2021 12:35 am

Just curious why Quinn was the first to announce this.

They go their own way sometimes. For example they experimented with eliminating their summer associate program a few years back (it's back now). They (ok, we...I'm a QE associate) do a few others things differently from the rest of big law: No dress code, no face time requirement, litigation only, first to pay retention bonuses, truly informal culture, etc. I'm not sure why QE often gets such a bad rap on these forums. It's a great place to work.

Not at QE, but my impression is that it's one of the few places where fit actually matters. I was at the reception for students and the vibe was very different from other firms. Super intense, almost antisocial. Of course you can't really know a firm from a networking reception, but just sharing the feeling I got. I left the event saying nope--that's probably not what the firm wants, or maybe it is?

Also, the whole marketing stuff about being the firm other firms are afraid of...c/mon, you can't pull that and then be surprised that you get a bad rap.

tbc, am not trying to bash QE, just trying to explain the reputation from one person's perspective

I'm the QE associate from above. I'd say your impression is fair. I would describe the experience of working at the firm as similar to being an independent contractor; I love it but could see others preferring more structure. To the extent the firm has a "culture," it is relatively ego-driven, eccentric, and I suppose "intense" in those ways -- though it can also be pretty laidback depending on who you work with given the lack of face-time and other formalities. There is very little pressure to conform and individualism is encouraged. It's a bit like a start-up environment. It's also almost like a sports team - competitive and driven to win but also pretty fun most of the time. The firm really does encourage people to become real "trial lawyers" so that may help explain some of the intensity.

Anonymous User wrote: ↑

Tue Dec 21, 2021 1:12 pm

Anonymous User wrote: ↑

Tue Dec 21, 2021 12:35 am

Just curious why Quinn was the first to announce this.

They go their own way sometimes. For example they experimented with eliminating their summer associate program a few years back (it's back now). They (ok, we...I'm a QE associate) do a few others things differently from the rest of big law: No dress code, no face time requirement, litigation only, first to pay retention bonuses, truly informal culture, etc. I'm not sure why QE often gets such a bad rap on these forums. It's a great place to work.

Anecdotal, but everyone I know who went to work there (a strong sample size) left within two years because it was so excruciating, so “great place to work” feels laden with an extra strength dose of kool-aid. The stuff listed is all atmospheric.

It is weird that a forum of lawyers and law students can't accept an "it depends." Obviously QE is great for some people and horrible for others. Why is that context-dependent answer so difficult for people raised on "totality of the circumstances" tests?

Hate to be the lawyer here, but indefinite and permanent are two different words with distinct meanings.

Sackboy wrote: ↑

Tue Dec 21, 2021 6:13 pm

Hate to be the lawyer here, but indefinite and permanent are two different words with distinct meanings.

I think your lawyering can be one-up'ed if you stop to consider that, ultimately, no terms of employment are permanent so long as the employer can terminate you at will. So although you are right, it may be a distinction without a difference.

And the actual article seems to suggest the firm envisions long-haul remote work that employees can rearrange their lives around. So, at least semi-permanent.

I work in a group that allows permanent, no strings attached remote flexibility. Work from anywhere you want. We have associates that are on partner track working in cities that we do not have offices in.

If you're interested, DM me. We're a tier 1 VC/EC practice.

VentureMBA wrote: ↑

Tue Dec 21, 2021 9:36 pm

I work in a group that allows permanent, no strings attached remote flexibility. Work from anywhere you want. We have associates that are on partner track working in cities that we do not have offices in.

If you're interested, DM me. We're a tier 1 VC/EC practice.

This intrepid poster wants some of that sweet sweet referral bonus. Respect