How Selective Are Law Firms?
Stretching from sky-high salaries to rigorous training, a slew of highly lucrative incentives can be expected from some of the most elite firms in the world. Still, few recruitment gimmicks offer the same exclusivity as being part of the small pool of ultra-selective law firms, and even fewer incentives match the benefits of being in a top bracket firm. Selectivity in law firms is defined as the firm in question being one of only a very few elite firms in its market of specialty, with hundreds to thousands of applications competing for a specific and small number of seats.
Selectivity is often measured within a publication with an annual release – either the National Law Journal or Chambers Associate – that represents a significant percentage of the applicants that a given firm will review throughout the course of a hiring cycle in a particular year (such as a hiring cycle that occurs every six months). Not all firms will follow the same hiring schedule with those that frequently lose talent to other firms generally having a more frequent hiring schedule to retain talent. When the data for applicants is scaled from the proportion of applications to offers , it becomes easier to see the trajectory of a firm’s selectivity over time. In many of these publications, a high selectivity ranking will cue prestigious distinctions outlining common attributes of similarly selective firms, such as consistently overestimating the number of recruits a branch can support in a given year or not hiring at all for a year or two at a time.
Selective firms are generally well-supported by a strong alumni network, and they tend to occupy the highest positions in the legal industry. These are often the same firms that can be easily associated with a handful of cities, such as New York and D.C. for S&C, or with particular countries, such as Allen & Overy’s connection to the UK. Although selectivity is often a requirement for a top-tier firm, in some cases a non-selective proves even more advantageous for its clients. With litigation − and to an extent, anti-trust − requiring intensive research and personnel attention along with the willingness to commit capital to meet the stages of such a process, certain clients are inclined to seek out the strongest and best tentacled firms that they can afford.
Most Selective Law Firms Around the Globe
Globally, the law firms recognized among the most selective per applicant, per seat are:
Latham & Watkins – 7%, 1.1%
Clifford Chance – 9.8%, 1.2%
Kirkland & Ellis – 10.2%, 1.6%
Quinn Emanuel – 11.3%, 2.4%
Allen & Overy – 13%, 1.5%
Simmons & Simmons – 14.3%, 2.8%
Sidley Austin – 15.1%, 2.4%
Linklaters – 22.3%, 2.4%
Freshfields Bruckhaus Deringer – 22.4%, 2.6%
Hogan Lovells – 23.5%, <1%
Herbert Smith Freehills – 24.3%, 1.5%
Cleary Gottlieb – 32%, 5.3%
Tie (Perfect Ten ranking) Cleary Gottlieb – 33.1%, 4.4%
Akin Gump – 33.3%, 1.8%
Gibson Dunn – 33.3%, 9.2%
Shearman & Sterling – 33.3%, 6.8%
Morrison Foerster – 35.6%, 3.3%
The Interview Process
Whether the applicant is immediately entering the legal profession or is making a later career switch, the procedure for becoming a member of a selective law firm is exacting. Standard practices usually include at least a two or three step interview process, multiple levels of testing, as well as assignments that provide clues to the analytical skills the firm prefers. The interviews are typically set up in stages, often first meeting with a junior associate and then the senior partner who will eventually make the decision. The emphasis in the interview is on character rather than strict intelligence, so it pays to conceal from the firm the fact that you finished at the top of your class at one of the Ivy League institutions.
The tests vary according to the firm, while each attempts to ensure that the applicant has a quick and agile mind. Some firms restrict their tests to personality quizzes, like the Myers-Briggs exam, while others include research assignments or the completion of a legal document. The Myers-Briggs test, in particular, is popular in many of the top firms because it determines, primarily, whether or not the applicant is a team player, meaning that he or she is willing to defer to the greater good of the office, the partners, and the client.
Law school grades, of course, do count, but excessive focus on this factor has been shown to be detrimental. A potential hire who is already very experienced can be expected to score high on aptitude tests, but there are many areas outside of test-taking capability which can determine if the applicant would fit well in the firm. Successful lawyers are able to operate under pressure, meet deadlines, listen to clients, and show sustained interest in the business aspect of practicing law, as opposed to the theoretical and abstract.
A successful candidate for employment has typically sought no more than a 10-20% cut in his or her previous salary, and has at least three or at most, five years of post-law school experience. The toughest law firms tend to hire no more than a handful of people out of each class, eliminating applicants at all educational levels, so long as they have the requisite skills. Collective experience tells us that the brightest and best are always hard workers, even if they eschew the ultracompetitive atmosphere of the top-tier firms.
In the course of the interview, the applicant is asked questions that determine if he or she is able to synthesize multiple sources of information, to deal with contradictory statements, and to prioritize. One interviewer will be a partner, while another might be a recent associate. This way, the firm can select someone who shows promise and is willing to continue learning.
This is why most elite law firms are "lock-step" organizations: they operate under the assumption that all associates will move through the ranks, and are more willing to invest money in training someone with potential than for someone who might already be qualified on paper. Competitiveness is only for partners; for subsequent positions, teamwork prevails.
Why Selectivity Is Important
The legal services industry is notoriously driven by the bottom line. However, those firms that aspire to the highest levels of success in the industry have at least as much to gain from selectivity as they do from profitability. Just as selectivity serves to differentiate top-tier firms from their most prolific competitors, it serves to enhance the distinction of the individuals who comprise these elite groups; first when applying to the firm and again when completing matters on behalf of the firm. Such laws of group dynamics are supported by science, and can be understood through a brief consideration of the following concepts:
- Construal: a fancy term for a mental shortcut we often use when forming impressions of people, places and things. Generally, the more time and information we need in order to form a construal, the more exclusionary we become, especially with regard to distance , age and authority.
- Restricted availability: a reduction in quantity (of anything) which increases demand by offering a sense of exclusivity to offers based on scarcity.
- In-group bias: research confirms that the more selective a group of people, the higher quality each member will be, based on their shared attributes and motivations and the superiority of the ones chosen for the group over others.
Succinctly, top firms select only the very best among applicants, both for their prestige and profit; while desirable, top applicants are also keenly selective, both of the firms they choose to apply to and, once hired, of the matters they’re willing to participate in.
The result is a virtuous cycle that not only promotes the superior exclusivity of the firm, but also engenders confidence in its practice. This primacy of confidence inspires and attracts both premium clients and top talent alike, creating a feedback loop that perpetuates itself. The common denominator, of course, is selectivity: the control exercised by the firm that ensures just the right employees, the most satisfying work, and the most desirable clientele.
Issues and Criticisms
Selective law firms face a range of challenges and criticisms, chief among them the need for increased diversity and inclusion. Elite firms have long been criticized for selecting new hires from within a rather small social bubble when there are a multitude of qualified candidates that come from different social circles who would be great assets as well.
Much of the criticism surrounding selective law firms relates to how their hiring practices are viewed by outsiders, but what about the impact on those who have been hired? The allegations of ill-treatment by select law firms of their associates and junior level staff have been numerous over the years.
While most selective law firm firms would certainly deny the allegations of bullying, sexual discrimination, or the existence of an elitist mentality that treats employees like a commodity, such allegations have certainly gotten attention over the years. When most selective law firms began hiring numerous associates each year, it was less likely that a few complaints would garner so much attention. However, as the years go on and fewer and fewer quality applicants have applied for new associate positions, the stakes increase. Selective firms are not only vying for quality applicants; they are also increasingly worried about their public image.
Because selective firms understand that their reputation is constantly at risk of becoming yet another popular meme:
Training for a Career at a Selective Firm
To prepare for a career at one of the world’s most selective law firms, it is important to recognize the qualities that these firms are particularly attentive to in prospective associates, so that you can gain them through education and experience.
Models of Rigorous Academic Achievement
Most of the most selective law firms are usually found in some of the largest international business centers in the world, including Hong Kong, London, New York, and Tokyo. Many of these firms will give preference for admission to top schools, such as Harvard, Cambridge, and Paris University 1 Panthéon-Sorbonne. Many also offer recruitment opportunities to individuals that have graduated from China’s top universities, such as Tsinghua University. Thus, if you are pursuing a career with one of these firms, you will likely need prestigious qualifications .
Rigorous Related Experience
Some firms will have a limited number of openings and traditionally recruit only people that they consider to be the most talented and driven. However, individuals seeking admission to these firms don’t have to necessarily come directly from a top firm or the top schools, in most cases. Relevant experience can often be just as important. Some firms even look for lawyers that have degrees in other disciplines, such as economics, to provide an edge.
Extensive Networking
It is also important to have a network of connections, which can be cultivated through internships or other opportunities. This can be a helpful tip, particularly in the UK. Some of the most elite firms research candidate’s social media profiles. They may reach out to their connections in the network to gather relevant information, so it is important to be aware of your online presence and to be sure to maintain a positive public image online.