FAQ
Our FAQs below address the most common questions students have about opportunities at Hunton & Williams LLP.
Summer Associates
What criteria does Hunton & Williams consider when hiring summer associates?
In making employment decisions, we seek high performing and entrepreneurial law students and lawyers to join our ranks. In addition to strong academic credentials and excellent written and verbal communication skills, applicants should have a solid record of success and leadership. Prior work experience, professional experience, or advanced degrees are also valued.
Does Hunton & Williams conduct campus interviews?
Each Fall, Hunton & Williams attorneys travel to the following law schools to interview law students who are interested in our summer program: Baylor, Boalt, Chicago, Columbia, Cornell, Duke, Emory, Florida, Fordham, George Mason, George Washington, Georgetown, Georgia, Georgia State, Harvard, Howard, Iowa, McGill, Mercer, Miami, Michigan, New York, Notre Dame, North Carolina, Northwestern, Pennsylvania, Richmond, Southern California, Southern Methodist, Stanford, Tennessee, Texas, Tulane, UCLA, Vanderbilt, Virginia, Wake Forest, Washington & Lee, William & Mary, and Yale. To schedule an interview with us, interested students should consult the recruitment calendar and procedures set forth by their law school. Students at other law schools should feel free to apply directly to the Hunton office in which they have an interest.
What is the recruitment process after the campus interview?
After the campus interview, promising candidates are invited to our offices to meet with additional partners and associates. At this call-back interview, candidates obtain a better sense of our firm, our clients, and the work we do for them.
Does Hunton & Williams consider applications from law students who do not interview with the firm on campus or at a job fair?
We consider applications for open positions from interested students who are not able to meet with us on campus or at job fairs. Interested students should send a cover letter, resume and transcript to the recruiter in the office of interest.
Will the firm consider law students who are pursuing joint degrees?
Yes, the firm values advanced degrees, as well as work experience, so joint degree students are encouraged to apply.
What is the length of Hunton & Williams' summer program?
Our summer program length varies from office to office. Typically, a summer associate will spend 6-12 weeks of the summer with the firm.
May a summer associate split the summer between Hunton & Williams and another employer?
We encourage summer associates to work at our firm for the entire summer (usually 10 weeks). The ability to split the summer with another employer varies by office. In some offices, on a case-by-case basis, we will allow a summer associate to split the summer with another employer, provided that a minimum of six weeks of the summer is spent with us.
What is the salary paid to summer associates?
Our summer associate salaries are based on the salaries of our first-year associates. For summer 2008, the weekly salary for summer associates will be $3,080 in Austin, Dallas, Houston, Los Angeles, McLean, New York, San Francisco and Washington DC, and $2,800 in Atlanta, Charlotte, Miami, Norfolk, Raleigh and Richmond.
What additional benefits are available for summer associates?
We offer our summer associates assistance locating summer housing, relocation expenses to and from our office, paid holidays, private banking services and, in some offices, free or reduced rate health club memberships.
How many offers of employment does the firm make at the end of the summer?
Our summer program is our most significant source of new lawyers and we only hire as many 2L summer associates as we can comfortably extend offers of employment to upon completion of a successful summer. Although the number of offers of full-time employment varies from year to year, our numbers compare favorably with other major firms. Of the 64 summer associates who participated in our program in summer of 2006, 56 were extended offers of full-time employment.
What training does Hunton & Williams offer its summer associates outside of work assignments?
In addition to work assignments, summer associates regularly are exposed to various aspects of the firm's practice, including trials, closings, client conferences, depositions, and hearings. Summer associates in the past have also received research and writing instruction, litigation or transactional skills training, business development information, and a variety of office or team specific training sessions. In the summer of 2008, the summer associates firmwide came together in Washington, D.C., for a variety of events and training sessions. The training focused on a variety of topics, including jury voir dire, presentation skills, and participation in a mock business development pitch.
What supervision do summer associates receive?
Throughout the summer, partners and more senior associates work closely with summer associates, monitor their workload and provide informal appraisals of their work. In addition to the valuable guidance and feedback they provide, supervising attorneys help the summer associates integrate into the team and firm as a whole.
Do summer associates receive mentoring from firm attorneys?
Although the specific structure of each office's summer program varies, we pair summer associates with attorneys to whom they can look for guidance. Maintaining contact through lunches, outings and other activities, both formal and informal, these attorneys monitor the professional growth of the summer associates and offer support.
How does the firm evaluate a summer associate's performance during the summer?
Each attorney who assigns work to a summer associate completes an evaluation form once the work is completed. During individual review of the evaluation with the summer associate, the attorney provides constructive feedback geared toward development. Midway through a summer associate's stay with the firm, a member of the Recruiting Committee meets with him or her to provide interim feedback on work completed. This also serves as an opportunity for the summer associate to provide feedback to the firm on the summer program, practice area interests and any other issues that may arise. At the end of a summer associate's stay with the firm, a member of the Recruiting Committee again meets with the summer associate to provide feedback on all of the summer associate's evaluations and to discuss the entire summer experience.
How is work assigned to summer associates?
To optimize their exposure to practice areas and tasks, summer associates in some of our offices rotate through various practice groups and teams. In our other offices, work variety and balance is achieved through a central project pool. Prior to commencement of the summer program, each summer associate indicates his or her preferred teams (for rotation) or areas of practice (for project assignments). The summer associate's stated preferences strongly influence the assignments given.
What type of work assignments can summer associates expect?
Our summer associates receive a variety of work assignments that not only interest and challenge them but also are an important part of the firm's effort to help sophisticated clients achieve desired results. Examples of a few work assignments that summer associates have completed in past summers include:
-
assisting in preparation for and attending the deposition of a key witness in a multi-million dollar insurance coverage dispute;
-
traveling to Tanzania to assist with preparation for the gas to power negotiations between the firm's clients and a Canadian-based petroleum exploration and production company, attending and participating in the negotiation sessions and assisting with the drafting of agreements discussed during meetings;
-
participating in a conference call with a client and drafting a covenant not-to-compete agreement based on information provided during the call;
-
reviewing the transcript of an expert witness' deposition along with other case materials and preparing a Motion and Supporting Memorandum;
-
reviewing and analyzing environmental permits, plans and reports as part of a transactional due diligence;
-
pursuing restraining orders on behalf of pro bono clients at a women's shelter;
-
reviewing coverage, terms, and conditions of insurance contracts for a national insurer to determine whether the contract provided coverage for the assessment of punitive damages in several large class action lawsuits;
-
reviewing and analyzing key issues in a child custody case to aid attorney's preparation for custody hearing;
-
assisting in drafting petitioner's brief in a multi-party administrative claim challenging an agency action before the D.C. Circuit Court of Appeals;
-
brainstorming and researching applicability of federal and state constitutional right to jury trial in civil cases which involve facts "collaterally estopped" during the course of administrative proceedings, where no such right to trial by jury exists; and
-
drafting client memoranda regarding applicability of "slayer statutes" to an insurance coverage dispute, among many other assignments and projects.
Compensation and Benefits*
Does the firm pay costs relating to bar admission?
The firm reimburses reasonable expenses incurred when studying for and taking the bar examination, including the cost of the bar review course, study materials, examination, out-of-town travel to the examination, and admission fees. Reimbursement is available to take the bar examination contemporaneous with or after arrival at the firm. If an associate is already employed by the firm, up to two weeks paid leave is available to study for and take the bar exam. Reimbursement of expenses associated with admission to the bar by waiver is also available.
Does the firm pay moving expenses?
The firm pays for the following reasonable moving expenses for all new and laterally hired associates:
-
moving furniture and personal effects more than 50 miles to the office location using one of the firm's recommended moving companies;
-
out-of-pocket gasoline or mileage for one personal automobile and lodging expenses incurred to move the associate and his or her immediate family; and
-
other approved means of transportation.
What healthcare benefits do associates receive?
Employees receive the following basic benefits that are either fully or partially paid for by the firm:
Employees may also elect to purchase (with firm contributions or through pre-tax or after-tax payroll deductions) the following optional benefits:
-
Dental Insurance
-
Vision Insurance
-
Dependent Life Insurance
-
Supplemental Life Insurance
-
Accidental Death & Dismemberment Insurance
-
Dependent/Health Care Spending Accounts
-
Long-Term Care Insurance
Does Hunton & Williams offer benefits to the domestic partners of its associates?
Yes, domestic partners are eligible for medical, dental, and vision coverage, as well as dependent life and accidental death and dismemberment insurance.
Does Hunton & Williams offer wellness benefits to its employees?
All offices provide flu shots and host on-site wellness screenings each year at no cost to employees and some of our offices offer subsidized health club memberships.
What retirement benefits does Hunton & Williams offer its associates?
The firm maintains a Retirement Savings Plan that offers the opportunity to make 100% vested tax-deferred 401(k) contributions. Contributions can begin after receipt of the first paycheck.
What vacation benefits do associates receive?
Associates receive four weeks of paid vacation per fiscal year, earned pro rata from the first day of employment.
Does Hunton & Williams offer maternity or other childcare leave to its attorneys?
Six weeks' paid childcare leave is offered to the primary care giver in conjunction with the birth or adoption of a child. For female lawyers, childcare leave is in addition to short-term disability leave (which is typically six weeks) granted with the birth of a child.
Does Hunton & Williams offer any type of childcare options for working parents?
Back-up emergency childcare is offered in all of our U.S. offices at no cost to employees.
What is the salary structure for associates?
Hunton & Williams offers total compensation to our associates that is competitive in all of our offices. The firm employs a single "standard" salary, determined by class and office location, for each associate who meets the firm's performance expectations in terms of quality of work, productivity (including high realization against the firm's standard billing rates), and overall contribution to the firm. Currently, entry level salaries are as follows:
| Atlanta |
$145,000 |
| Austin |
$160,000 |
| Charlotte |
$145,000 |
| Dallas |
$160,000 |
| Houston |
$160,000 |
| Los Angeles |
$160,000 |
| McLean |
$160,000 |
| Miami |
$145,000 |
| New York |
$160,000 |
| Norfolk |
$145,000 |
| Raleigh |
$145,000 |
| Richmond |
$145,000 |
| San Francisco |
$160,000 |
| Washington |
$160,000 |
Does Hunton & Williams offer bonuses to its associates?
Discretionary performance bonuses are awarded in all Hunton & Williams offices, based on overall individual performance and market considerations. To be eligible for a bonus, an associate must demonstrate extraordinary effort, commitment and quality of performance.
*Benefits apply only to those benefits-eligible lawyers who work at least 1,000 hours per year.
Associate Life
What are the criteria for hiring new associates and lateral associates?
Hunton & Williams looks for exceptional individuals with the ability to produce excellent work, to inspire confidence in clients and colleagues, and to be leaders in the community and at the bar. We value intelligence, independence, imagination, enthusiasm, a strong sense of individual purpose, and the ability to get along well with clients and colleagues. In making employment decisions, we consider academic performance, recommendations, interviews, extracurricular activities, and prior experience, as well as the candidate's personal goals and interests.
Must I be admitted to the bar of the state in which Hunton & Williams' office is located?
Yes, once hired by the firm, an attorney who is not admitted to the bar of the jurisdiction in which he or she will work must promptly take all necessary steps to become admitted in that jurisdiction within one year by bar exam or waiver.
What is the orientation process for new associates?
Each new associate participates in the New Associate Orientation Program, a comprehensive three-day orientation program. This three-day program delves into specific information about the firm and life at the firm, including the firm's professional development programs and initiatives, tips for success in the first year of practice, business development information, and risk management practices.
What is the orientation process for a lateral associate?
Each lateral associate participates in a full day of orientation in the office in which he or she will be working. This is followed by the annual Lateral Associate Orientation Program for all recently hired lateral associates. This three-day program delves into more specific information about the firm that is important to an experienced attorney, including the firm's professional development programs, business development support, and risk management practices.
Does the firm offer continuing professional development to its associates?
Absolutely. The firm is vested in the success of our lawyers and has committed significant resources to providing programs and opportunities to enhance lawyer professional development. In addition to opportunities provided by the firm’s full-time Business Development and Communications staff, the firm has a department, the Office of Lawyer Resources and Development ("OLRD"), headed by a firm partner and dedicated to attorney professional development. OLRD oversees and coordinates our firmwide lawyer policy and program initiatives and works closely with the firm’s Associates Committee, Recruiting Committee and Diversity Committee. As part of the firm’s continuing professional development program, we offer in-house training seminars, the opportunity to attend relevant external training, formal and informal coaching and mentoring. All this is in addition to the in-depth on-the-job training each associate receives.
How is work assigned to associates?
Work assignments are generally given through, and supervised by, partners. The assignments are coordinated within each team and practice group.
Do associates have contact with clients?
At Hunton & Williams, associates are given a great deal of responsibility early in their careers. Our atmosphere of teamwork allows even the newest members of teams to work directly with clients and participate in all aspects of deals and cases.
Do associates have the opportunity to work with lawyers in other offices?
We are organized functionally on a team and practice group basis. It is common for lawyers in different offices to work together. As needs arise, associates may be given the opportunity to work on temporary assignments in a variety of offices. Additionally, our lawyers frequently travel to other offices, and our associates may have the opportunity to work on cross-office projects with lawyers all over the firm.
Does the firm allow part-time employment?
Flexibility is part of the culture at Hunton & Williams. The firm recognizes that lawyers may need flexibility to manage their personal and professional lives, and may offer lawyers in good standing the opportunity to work on a reduced-hours basis. The firm will also consider hiring lawyers laterally on a reduced-hour basis. All such arrangements, however, must meet meet the needs of the firm's clients, the firm and the lawyer.
Does the firm offer alternative career paths to partnership track?
The firm recognizes that one size does not fit all. The firm offers lawyers alternative career paths that are fulfilling and rewarding, including counsel positions, staff attorney positions, and project lawyer positions.
What is the partnership track at Hunton & Williams?
Typically, promotion to the partnership ranks takes place no sooner than eight years following graduation from law school. For promotion to partnership, leadership success underlies each of the firm's core values that form the criteria for partnership admission: quality, integrity, hard work and service. These values, and the skills and characteristics embedded in them (research skills, written and oral advocacy skills, collegiality with other lawyers and staff, ability to attract business), must be consistently demonstrated by each eligible candidate.
What are partnership prospects at Hunton & Williams?
Prospects for advancement to partnership at Hunton & Williams compare favorably with other major firms. Although the exact number of associates who are admitted to the partnership varies from year to year, associates who make a strong contribution and commitment to the firm have an excellent chance of making partner.
Does the firm have a formal evaluation process for associates?
Associates receive regular feedback from the partners and senior associates with whom they work. In addition, associates take part in a formal evaluation process each Spring after the firm's fiscal year is complete. An important part of each associate's professional development, this evaluation process provides constructive feedback on past performance and guidance for continued professional growth. Each associate receives a written evaluation containing specific comments from partners who have supervised his or her work. The appropriate Team leaders, supervising partners and an Associates Committee member review the written comments with each associate and discuss steps for professional development. Salary and bonus are part of the discussion.
Do Hunton & Williams attorneys have lives outside of Hunton & Williams?
Life inside the office routinely rates high scores, but the firm also recognizes and encourages personal and professional growth outside of its four walls. Many of our attorneys are leaders in the community and at the bar, and our associates take advantage of the excellent reputation our attorneys hold to begin "giving back" to the community early in their careers. Non-legal passions and pursuits are also valued by the lawyers in the firm, as evidenced by the wide variety of interests attorneys pursue in their lives outside of the firm. A few examples of such interests include cooking, sports and sporting events, marathon running, mountain climbing, as well as hosting radio shows and authoring books.
Does the firm provide mentors to associates?
Yes, in addition to the informal mentoring that occurs throughout the firm, all first- and second-year attorneys are matched with a senior associate "coach," who is available to provide guidance and advice, answer questions, and generally help the new lawyer adjust to the practice of law and the firm.
What initiatives does the firm have in place to ensure and promote diversity?
Hunton & Williams believes a diverse group of attorneys and staff allows the firm to better serve its clients, and maintains a vigorous Diversity Program to help attract a workforce representative of the firm's global practice. Our Diversity Program is aimed at attracting candidates of all races, creeds, and backgrounds. In both recruitment and hiring, we also follow an Equal Employment Opportunity Policy and an affirmative action plan. Our firm recruits through a number of minority job fairs including the Harvard BLSA Job Fair, Mid-Atlantic BLSA Job Fair, National BLSA Job Fair, Sunbelt Minority Recruitment Program, Virginia Bar Association Diversity Job Fair, Vault/MCCA Job Fair, CLEO Career Fair, Southeastern Minority Job Fair, IMPACT Career Fair and Lavender Law Career Fair. For more information about our diversity efforts, please click here.
What is the dress policy at the firm?
Hunton & Williams observes a year-round policy that allows all employees the option of wearing business casual attire.
How can associates be involved in firm governance and management?
We support the desire of each of our attorneys to become involved in the governance and future of the firm. Associates often serve on many firmwide committees, such as recruiting, diversity, and community service. Associates also are encouraged to participate in regular meetings with the firm's managing partner to facilitate communication between associates and firm management. Each office also has an Associates Advisory Committee (AAC) that addresses a variety of needs and issues pertaining to life at the firm.
What support and technology resources are associates provided?
Our support staff, which includes paralegals, professional assistants, technology and reference professionals, is an important part of the collaborative effort Hunton & Williams makes for its clients. Attorneys are provided state-of-the-art technology resources including laptops, Blackberry PDAs, wireless headsets, and remote connectivity, among other devices, to enable them to work effectively and efficiently.
What is the annual billable requirement for associates?
Full-time associates have a billable hour expectation of 2,000 per year. Billable hour credit is provided for up to 50 hours of pro bono legal work per year and for up to 25 hours of pre-approved disaster relief work..
Does the firm value non-billable work or pursuits?
Consistent with the firm's core values, all of our lawyers are expected to demonstrate a high level of commitment to the practice of law, the community, and our law firm. In 1993, we accepted the Pro Bono Institute Law Firm Pro Bono Challenge to contribute at least three percent of the firm's total billable hours to pro bono work. This translates into an expectation of 40 hours per fiscal year for each of our attorneys. A Signatory Founding Member of the Law Firm Pro Bono Challenge, we have met our commitment every year since the challenge was established. As further evidence of the firm's emphasis on and commitment to pro bono, associates receive billable hour credit for up to 50 hours of pro bono time and up to 25 hours of pre-approved disaster relief volunteer work. And, pro bono hours are indeed a factor in the calculation of associates' bonuses. In addition, the firm also considers non-billable activities that contribute to an individual lawyer's professional development or that benefit the firm when evaluating associates.
Does the firm hire attorneys who will work solely on pro bono matters?
In response to federal budget cuts and other reductions in funds for Legal Aid Services, Hunton & Williams maintains two pro bono Fellowships for attorneys whose time is entirely committed to pro bono work. The Fellowships are two-year salaried positions and include an additional $10,000 each year for law school debt repayment. As members of the firm's Litigation team, these attorneys spend a great amount of time in the courtroom and serve as useful resources for other attorneys seeking assistance on pro bono matters. The Fellowship programs are based in two of the firm's three pro bono offices, the Church Hill office in Richmond, Virginia, and the Southside Legal Center in Atlanta, Georgia. In addition to these two Fellowships, Hunton & Williams also employs a full-time lawyer who oversees, develops, and manages the firm's third pro bono office in Charlottesville, Virginia, established in partnership with the University of Virginia.
|
|