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Revenue Per Lawyer:. Get More From ALM Intelligence with Legal Compass Along with rich firm profiles, our platform also offers a dynamic user interface to explore the latest data on firm financials, diversity, lateral moves, office trends, practice areas, and more. Thank You! Day to day, people are kind and collegial. I have never experienced a partner or management being unprofessional with associates.
Day to day, partners treat associates more as colleagues than subordinates. While the associates understandably do not get to see how every piece of sausage is made, there is generally a high level of transparency around firm policies, performance reviews, bonuses, and promotion to partnership.
Partners listen to me when I speak, seem to value my input, and try to accommodate my schedule and competing matters as much as possible. The firm tries to be transparent regarding performance reviews, which it conducts formally twice a year if anything, the performance reviews require too much time and effort.
In terms of my practice specifically, I consider most, if not all, of the partners that I work with to also be my friends. The firm is very transparent about reviews—associates receive their reviews to read beforehand.
Internal promotion discussions can differ depending on the office you are in. There is a sense of respect for each other. Accordingly, the work that needs to be done demands a good amount of attention and hours. That said, the variety of work the firm encourages associates to take on is very rewarding, and makes for a more meaningful associate experience, in my opinion.
I have wonderful partners who are very supportive and understanding. I think it is fair and even generous. The healthcare options are excellent. If an associate [meets] the billable target a component of which can be made up of pro bono, knowledge management, and other non-billable work , he or she will get the market rate bonuses or higher. If he or she exceeds the billable requirement or otherwise has a high performance year that the firm is happy with, bonus compensation exceeds the market.
The firm will also always match whatever is happening as far as special bonuses on the market. I typically am taking point on running issues to ground with feedback and guidance from partners and counsel as I go along. The work is very satisfying. I also spend a lot of my time working directly with the client on various tasks and overseeing more junior associate work.
At my level, most of the initial research and drafting is done by other associates, although I do take the pen on certain work, especially insofar as it involves preparation for client calls for either me or the partner. I do believe this is appropriate for my level, and I have the opportunity and leeway to dig into the facts, documents, or case law as needed. This is one of the best things about Sidley. You're going to be doing work well above your pay grade from the very beginning, and so you're going to advance and grow your skills faster here than at many of our peer firms.
The work is very difficult and sophisticated, no two deals are ever the same. We are encouraged to make relationships with existing and repeat clients so that there is a contact at every level between the firm and the client. Nearly everything has been improved, from our remote work access to the hardware provided by the firm webcams; phones; headsets. My impression is that the IT team is always investigating new technologies for us, including for videoconferencing and now a new phone system.
My transition to remote work has been very smooth. However, I do wish they provided monitors. This is a stressful profession. That said, the firm has done a good job of maintaining pre-pandemic culture.
I watched a partner spend a week working nights so that the mid-level associate on our deal could take a vacation without being bothered. The firm has offered increased programming in response to the pandemic, including meditation sessions and workshops for working parents.
There is significant and frequent training, including practice-group wide trainings on developments in each practice area. Juniors are paired with an associate mentor and a partner mentor, but it does not stop there. I have found everyone I interact with is invested in my success as an attorney, and the success of the firm as a whole.
There are also a number of happy hours planned throughout the year and aimed at bringing together various affinity groups to mingle and build relationships. In addition, anyone seeking to leave the firm is encouraged to openly seek out guidance and support from partners to maximize where they might land. Or, if such an associate feels uncomfortable, there is also a designated partner who offers this type of career guidance and is sworn to total secrecy and discretion.
This partner will occasionally even circulate exit opportunities that might be of interest—for example, to go in-house at a client. For those who do not want to stay, the firm maintains a frequently-updated list of in-house positions to which associates can apply.
The business outlook is healthy. The partnership process is completely opaque to junior associates. The firm has dedicated career counseling staff who can confidentially help associates to exit the firm gracefully by identifying outside opportunities, including secondments, and reviewing application materials and the interview process for those roles.
Sidley also has a robust program where Sidley assists entrepreneurs in less developed countries with various legal issues. I have always worked on pro bono projects, without any gap, and have found them very meaningful.
Feedback on pro bono work is considered in reviews, and … pro bono hours are considered for bonus eligibility once an associate has 1, billable [hours].
My pro bono work is primarily criminal defense work. It's a great opportunity to practice litigation skills, and associates are given a lot of responsibility in pro bono matters with great supervision.
I have been representing a client seeking asylum in the United States for the past few years, and before that I worked on the Housing Right to Council project representing individuals in eviction cases.
I do believe the firm makes concerted efforts to recruit and hire associates that are diverse in all aspects disability; gender; race. I think the firm like the rest of the industry struggles more at retention and mentoring. As a gender-diverse associate, I feel very supported, welcome, and feel as though I am given numerous opportunities to lead and interact with clients.
The firm has a dedicated Chief Diversity Officer, who is actively working to improve diversity in promotion, retention, and hiring, and a 1L diversity summer associate program which should probably be expanded , a 1L diversity mentorship program mentoring students working elsewhere , and affinity-related committees. The firm has non-billable matter numbers for committee participation.
There has been a lot of feedback and suggestions made by diverse associates regarding programming and other initiatives that affect diverse attorneys and staff. So far, the partners seem amenable to hearing and making changes to the existing structures, which I appreciate. It might be too soon to tell what comes of it, though. I have never felt that being a female or a mom has held me back. Leadership makes a point to celebrate new babies including by widely circulating any baby photos and announcements and to discourage any parent from taking less than the full amount of leave available.
This is exactly the type of culture that is essential to avoid the stigma that could otherwise surround women needing to take maternity leave or any other persons requiring leave.
And, it is terrific for morale across the board. It makes the associates feel valued in a long-term way, i. Why Work Here. Talent Development Early Outreach Our pipeline programs begin as early as elementary school and continue through college with our award-winning Sidley Prelaw Scholars Program. Read the Diversity Report. Getting Hired Here.
Sidley often relies on traditional academic achievements in its hiring process, but also heavily weighs prior work experience and personality. Otherwise competitive candidates who are not a good cultural fit may find themselves passed over.
We also consider prior work experience in the relevant technology field, diversity, and maturity very heavily. The firm looks for people that fit well with the Midwestern feel of the institution.
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