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| INFORMATION | | Click on the icons below to print, view the employer questionnaire and add to your list. Click on FAQ at left for definitions of terms. |
 EMPLOYER INFO |
| Employer Name: |
Akin Gump Strauss Hauer & Feld LLP |
| Address: |
One Bryant Park |
| |
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| City: |
New York |
| State, Zip: |
New York, 10036 |
| Country: |
United States |
| Phone: |
212.872.1000 |
| Fax: |
212.872.1002 |
| Web: |
www.akingump.com |
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| Hiring Attorney: |
David H. Botter |
|
| Recruiting Contact: |
Bryna Beckler-Knoll, Esq. |
| Title: |
Attorney Recruiting & Development Manager |
| Employer Name: |
Akin Gump Strauss Hauer & Feld LLP |
| Address: |
One Bryant Park |
| |
|
| City: |
New York |
| State, Zip: |
New York, 10036 |
| Country: |
United States |
| Phone: |
(212) 872-8063 |
| Fax: |
(212) 872-1002 |
| Email: |
bbeckler-knoll@akingump.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
N |
| Multi Office Form Reporting For: |
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| Specify: |
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| # Offices On Form: |
1 |
| Total # Offices: |
13 |
| Employer Size Range: |
701+ |
| Office Size Range: |
101-250 |
| Total Attorneys In This Office: |
200 |
| DEMOGRAPHIC INFORMATION |
| 53 |
42 |
24 |
4 |
10 |
6 |
| 11 |
34 |
15 |
4 |
3 |
3 |
| 64 |
76 |
39 |
8 |
13 |
9 |
| 1 |
0 |
0 |
0 |
0 |
0 |
| 0 |
1 |
1 |
1 |
0 |
0 |
| 47 |
55 |
9 |
3 |
0 |
5 |
| 10 |
10 |
3 |
3 |
0 |
1 |
| 1 |
1 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
1 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 4 |
9 |
1 |
1 |
0 |
1 |
| 1 |
8 |
0 |
0 |
0 |
1 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
1 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| NC |
NC |
NC |
NC |
NC |
NC |
| NC |
NC |
NC |
NC |
NC |
NC |
| 2 |
6 |
0 |
0 |
0 |
NC |
| 0 |
0 |
0 |
0 |
0 |
NC |
| OTHER OFFICES |
| Abu Dhabi, UAE | | 9 | | Austin | TX | 12 | | Beijing, China | | 5 | | Dallas | TX | 111 | | Houston | TX | 56 | | London, UK | | 31 | | Los Angeles | CA | 87 | | Moscow, Russia | | 22 | | New York | NY | 200 | | Philadelphia | PA | 9 | | San Antonio | TX | 31 | | San Francisco | CA | 12 | | Washington | DC | 251 |
| PRIMARY PRACTICE AREAS |
|
| Corporate | 13 | 31 | | Energy & Global Transactions | 2 | 2 | | Financial Restructuring | 8 | 18 | | General | 0 | 1 | | Inellectual Property | 2 | 1 | | Investment Funds | 9 | 8 | | Labor | 1 | 3 | | Litigation | 15 | 45 | | Real Estate | 4 | 2 | | Tax | 10 | 25 |
| COMPENSATION & EMPLOYMENT DATA |
| 30 |
(2) |
14 |
(0) |
TBD |
| 0 |
(0) |
1 |
(0) |
0 |
| 160,000 |
$/yr |
12 |
(11) |
12 |
(10) |
17 |
| 1 |
(0) |
0 |
(0) |
0 |
| 0 |
(0) |
0 |
(0) |
0 |
| 3,077 |
$/wk |
0 |
(0) |
0 |
(0) |
0 |
| 3,077 |
$/wk |
16 |
(0) |
23 |
(0) |
8 |
| 3,077 |
$/wk |
3 |
|
2 |
|
1 |
| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
|
| # 2009 Summer 2Ls considered for associate offers: |
23 |
| # offers made: |
15 |
| Hire school term clerks? |
CBC |
| Prefer significant prior experience in area? |
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| 1Ls hired? |
TBD |
| For attorney hires, require: Bar admission? |
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| For attorney hires, require: Prior practice experience? |
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| If yes, # of years? |
|
| U.S. citizenship required? |
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| When after 12/1 should 1Ls apply? |
TBD |
| Split summers allowed? |
CBC |
| If yes, minimum weeks: |
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| 1Ls considered for interns? |
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| Comments: |
|
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Accept applications for the 2011 Summer Program from: |
| Joint degree students graduating in 2013 or later? |
N |
| Evening students graduating in 2013? |
N |
| Judicial Clerks? |
Y |
| Students at non-US law schools? |
N |
What % of legal staff has been with the organization: |
| less than 2 years? |
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| 2-5 years? |
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| 6-10 years? |
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| more than 10 years? |
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Application Process: |
| Date applications first accepted for summer interns: |
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| Date applications first accepted for attorneys: |
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| Deadline for applications from summer interns: |
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| Deadline for applications from attorneys: |
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| Date offers are made to summer interns: |
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| Date offers are made to attorneys: |
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| Average length of hiring process (months) for summer interns: |
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| Average length of hiring process (months) for attorneys: |
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| Do you hire domestic LL.M.s? |
Y |
| In what practice areas: |
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| Corporate and Tax |
| Do you hire foreign LL.M.s? |
Y |
| In what practice areas: |
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| Corporate and Tax |
| When should LL.M.s submit applications? |
|
| January 1 |
| Preferred application materials: |
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| Resume, transcript and writing sample |
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| Hiring Criteria: |
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We select our participants each year from among many highly qualified candidates. High academic achievement, extra-curricular activities (Law Review, Moot Court, other journals), initiative and strong motivation are the criteria we consider. We also look for other indicators of likely success such as demonstrated leadership skills, strong interpersonal skills, good judgment, willingness to assume responsibility, maturity, non-academic experience, and the ability to work well with others.
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| ATTORNEY HOURS |
| Average annual associate hours worked: |
(2008) |
(2009) |
| Average annual associate billable hours: |
(2008) |
(2009) |
| Is there a minimum billable hour expectation? |
N |
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| If "Yes", number: |
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| Hours policy details: |
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|
|
| Is billable hour credit given for pro bono work? |
Y |
|
| Is there a maximum that will be credited? |
N |
|
| If yes, what? |
|
|
| For bonus consideration, is a pro bono hour equivalent to a billable hour? |
Y |
|
CLERKSHIP/CREDIT/SUPPLEMENTAL
COMPENSATION |
| Do you have a Loan Repayment Assistance Program (LRAP)? |
|
| If yes, describe: |
|
| Judicial Clerkship Bonus: |
Y |
| Compensation/progression credit for judicial clerkship? |
Y |
| Compensation/progression credit for other advanced degrees? |
CBC |
| Other Compensation: |
|
|
| BENEFITS |
| Benefits: |
401(k)/IRA/Other Retirement Plan
Bar Association Fees
Business Casual Dress Code
CLE
Dental Insurance
Domestic Partner Benefits
Employee Assistance Program
Family/Dependent Care Leave
Flexible Spending Account/pre-tax Option
Life/AD&D
Long-term Care Insurance
Long-term Disability Insurance
Medical Insurance
Medical Spending Account
Parental Leave
Relocation Expenses
Short-term Disability Insurance
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave
Vision Insurance |
| Benefit Package Comments: |
|
| In addition, the firm offers a referral bonus to associates for bringing another qualified associate into the firm. We also pay for New York bar dues / license fees and bar review course fees. |
| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
|
| Usual scheduled working day: |
|
| Part-time allowed? |
Y |
| Part-time available to entry-level? |
N |
| # of part-time associates: |
0 (m) 5 (w) |
| # of part-time partners/members: |
0 (m) 0 (w) |
| # of part-time other lawyers: |
1 (m) 2 (w) |
| Do you have a written part-time policy for associates? |
Y |
| Do you have a written part-time policy for partners? |
Y |
| What is the impact of working part-time as an associate, if any, on an associate's progression toward partner? |
Part-time associates remain on partnership track; may require longer to meet criteria for promotion. |
| Can an associate be promoted to partner while s/he is working on a part-time schedule? |
Y |
| Can a partner work on a part-time schedule? |
Y |
| Eligibility for alternative work schedules determined by: |
Reduced Workload Committee |
| Paid non-medical parental leave? |
Y |
| Comments: |
|
| Up to 10 weeks paid parental leave for primary caregiver parent, in addition to 8 weeks paid adoption/medical leave; up to 4 weeks of paid parental leave for non-primary caregiver parent. |
| TRAINING AND PROFESSIONAL DEVELOPMENT |
| Coaching/mentoring program? |
Y |
| Evaluations: |
Annual |
| Upward reviews: |
N |
| Professional development staff: |
Y |
| Billable hours credit for training time: |
N |
| Rotation for junior associates between departments/practice groups? |
N |
| Is rotation mandatory? |
|
| Comments: |
|
| Akin Gump has a firmwide Attorney Development department that focuses on training throughout the firm. Dedicated professionals oversee training and attorney development in each office and on a firmwide basis. |
| PARTNERSHIP DATA |
| Does the firm have two or more tiers of partner? |
Y |
| If no, how many years is the partnership track? |
|
| If yes, how many years is the non-equity track? |
8-9 |
| How many years is the equity track? |
CBC |
| Additional partnership progression information: |
|
Partnership decisions are made on a firmwide basis. The firm has a counsel position recognizing our associates who are on partnership track at their 6th year of practice. Income partners are evaluated on a case by case basis, generally over a 2-3 year period before becoming equity partners.
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DIVERSITY RECRUITMENT & RETENTION
EFFORTS |
| Activities to increase the presence and retention of under-represented groups: |
| Minority job fairs: |
 |
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Bar sponsored Programs: |
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| Outreach to law student groups: |
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Firm Diversity Committee: |
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| Directed Mentoring Effors: |
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Rec. at schools w/ large min. pop.: |
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| Comments: |
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Diversity is an important and integral part of everyday life at Akin Gump. The firm continually works to assure the recruitment, retention and promotion of women and minorities by embracing a culture of inclusiveness and equal opportunity. Akin Gump has maintained a long standing commitment to diversity at all levels. We have a firmwide Diversity Committee and each office has a local diversity committee. In addition, the firm sponsors a scholar program for first year law students which provides ongoing mentoring and a guaranteed position in our summer program after the completion of the student's first year of law school. The New York office also participates in the Sponsors for Educational Opportunity ("SEO") program. Akin Gump is proud to be a four-time recipient of the Minority Corporate Counsel Association's Thomas L. Sager Award.
Our diversity efforts remain true to our core value of excellence, particularly when it comes to the talented individuals who make Akin Gump such an exciting place to practice law. We are proud of our attorneys' diverse backgrounds and appreciate the many unique qualities that they bring to the firm. |
| CAMPUS INTERVIEWS |
| Selected Campuses: |
Columbia University Law School
Cornell Law School
Georgetown University Law Center
Harvard Law School
Howard University School of Law
New York University School of Law
University of Michigan Law School
University of Pennsylvania Law School
University of Virginia School of Law |
| Job Fair/Corsortia Attended: |
Loyola Patent Law Interview Program |
|
| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
9 |
| # of Job Fairs / Consortia Attended in 2009: |
1 |
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| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
Steven H. Schulman |
| Title: |
Partner |
| Phone: |
202-887-4071 |
| Fax: |
202-887-4288 |
| Email: |
sschulman@akingump.com |
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| The information indicated here is: |
| Firm-wide: |
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Office Specific: |
 |
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| %Firm Billable Hours last year: |
4.29 |
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| Average Hours per Attorney Last Year: |
114.64 Associates
32.09 Partners/Members
70.17 Other Lawyers
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| |
| Participation last year: |
80% Associates
54% Partners/Members
50% Other Lawyers
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| What percentage of attorneys performed more than 20 hours? |
47 |
| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
56787 |
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| Does the organization maintain a formal pro bono policy that sets forth the organization's commitment to pro bono? |
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How does the organization define what constitutes pro bono legal work? Akin Gump is a charter signatory to the Pro Bono Institute's Law Firm Pro Bono Challenge, and follows the PBI's definition of pro bono. The focus of the firm's pro bono practice is on the provision of legal services to low income persons, and entities that assist low income persons or the public at large (e.g. civil rights, conservation, human rights organizations). While pro bono work may involve any practice area (including transactional advice to entities), the pro bono client must not be able to afford legal services for the matter presented.
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| Does the organization set annual goals regarding the minimum number of pro bono hours to be contributed by the organization? |
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| If yes, what is that annual goal? |
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| Does the organization set individual attorney goals regarding the minimum number of pro bono hours to be contributed? |
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| If yes, what is that annual goal? 60 |
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| Is an attorney's commitment to pro bono activity considered a favorable factor in advancement and compensation decisions? |
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If yes, to what extent? Pro bono hours are counted equally to any other client hours, with no cap on credit. All levels of firm management champion the firm's plicy of strongly encouraging lawyers to participate in our pro bono practice as part of their ongoing case loads.
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| Are full-time support services (word processing, online research Lexis/Westlaw, out of pocket costs) available for pro bono representation? |
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If so, are there any limitations? Per the firm's pro bono policies, pro bono matters are given the same level of staffing and supervision as other legal matters that the firm understakes.
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| Are associates provided written evaluations of their work on pro bono matters? |
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| Does the organization employ one or more of the following structures to manage its pro bono program and to provide training and guidance to participating attorneys? |
| Full-time attorney in a dedicated pro bono coordination/oversight role |
| An attorney who coordinates pro bono projects as an ancillary duty to other work |
| Pro Bono Committee |
| Non-attorney administrator |
| Other: |
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How is pro bono work assigned/distributed? Pro bono work is assigned and distributed by the firmwide pro bono partner, in collaboration with the firm's Pro Bono Committee. Attorneys often volunteer for pro bono matters, and some initiate projects on their own.
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| If an attorney is permitted to bring a pro bono case
for possible consideration by the firm, who makes decisions about
whether the firm will handle the matter?
|
| Pro Bono Coordinator |
| Pro Bono Committee |
| Department Chair |
| Other: Pro Bono Partner |
| N/A |
| Does the organization provide any of the following to enable its attorneys to participate in pro bono activities or work in a public interest setting? (Check all that apply) |
| Externships |
| Sabbaticals |
| Fellowships |
| Part-time pro bono programs |
| Other |
| If so, please describe: |
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| Are pro bono opportunities available for summer associates? |
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| Additional comments (Please use this space to provide any additional information about your organization's pro bono program including any special recognition or awards the organization has received for its pro bono work.): |
| Akin Gump's lawyers across the firm are working to defend human rights by representing asylum seekers, victims of trafficking and non-governmental human rights organizations and are also involved in significant public interest litigation. The firm has received substantial recognition for its work over the years, including the Pro Bono Leader Award from Appleseed given to Steven Schulman; an Angel of Freedom Award from the Human Rights Initiative of North Texas; the Human Rights Campaign's "Ally of Justice" award and KIPP Charter Schools' "Beyond Z" award. Over the past few summers, the firm's summer associates have been an integral part of a firmwide project to help battered immigrant women obtain permanent US residency under the Violence Against Women Act. This project allows summer associates to take the lead with client interviews, drafting comprehensive letters and affidavits. |
| What are some of the areas in which your firm has performed pro bono work in the past year? |
| Human rights & refugees, including asylum and trafficking issues; legal assistance to military personnel; legislative counseling; civil rights, death penalty and Supreme Court litigation; employment and other business law advice to non-profits, including charter schools. |
| PUBLIC INTEREST FELLOWSHIPS |
| Do you sponsor split public interest summer and/or post-graduate fellowships? |
Y |
| Public Interest Fellowship Comments: |
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| The firm selects and sponsors one post graduate Equal Justice Works fellow each year for a two-year fellowship. |
| NON - DISCRIMINATION POLICY |
| Non-Discrimination: |
| The firm is committed to a policy of non-discrimination on the basis of age, race, color, national origin, ancestry, religious creed, gender, gender identity or expression, sexual orientation, mental or physical disability unrelated to the job to be performed or any other basis of discrimination prohibited by law. |
| NARRATIVE |
Akin Gump Strauss Hauer & Feld LLP was founded in Dallas in 1945 by Richard A. Gump and Robert S. Strauss. Akin Gump today has 13 offices world wide and more than 800 attorneys. Our legal work is varied and interesting and offers exciting and challenging opportunities to practice law in one of the world's largest law firms. Our firm is defined by five core values: Collegiality, Commitment, Excellence, Integrity and Intensity. These values characterize the qualities we seek in attorneys and the philosophy of Akin Gump as a whole. Akin Gump has also maintained a longstanding commitment to diversity and inclusiveness at all levels.
Since its establishment in 1993, the New York office has grown to 200 lawyers. Our associates continue to be attracted by the highly sophisticated work, the high caliber of our clients, and the quality of life, a combination not often found in New York law firms. Despite our growth, we believe we have successfully maintained the congenial, informal atmosphere that characterizes the firm and the New York office. Our practice includes general corporate and banking, corporate finance, securities, investment funds and private equity, mergers and acquisitions, commercial litigation, ERISA, real estate, financial restructuring, labor and employment, and tax.
Our summer program is designed to present a realistic and meaningful picture of firm life. Summer associates are assigned and expected to handle substantive legal work under the close supervision of experienced attorneys. We encourage our summer associates to accompany lawyers to appellate arguments and other court hearings, depositions, client meetings, and negotiating and drafting sessions. We also offer an extensive training program for our summer associates. The main features of the training are three interactive programs for financial restructuring, corporate, and litigation. In addition, as an integral part of our summer program, Akin Gump has a Summer Pro Bono Program that is specifically tailored to summer associates. Taking advantage of our relationships with numerous legal services organizations, Akin Gump identifies and accepts pro bono projects that are well-suited to the interests and talents of our summer associates. The assignments are geared to maximize front-line responsibility on the part of the summer associates while ensuring that they receive appropriate supervision from experienced attorneys. We also sponsor social events to help our summer associates foster close working and social relationships with our lawyers. Our hope is to give them a true sense of our office culture and close-knit community among all of our attorneys and staff. We extend offers of employment to summer associates who demonstrate the ability to practice law at the level required by our practice.
The firm is dedicated to the professional growth and development of its associates. In each office of the firm, associates elect representatives to an Associates' Committee. The committee provides a forum for associates to share ideas relating to life at the firm and, as needed, relay to firm management any suggestions or concerns raised by associates.
Our Attorney Development program includes a core curriculum of courses for associates and counsel across practice departments including substantive in-house seminars and workshops on litigation skills, transactions, ethics, legal writing, oral advocacy and pro bono matters. In addition, individual practice groups have implemented training programs taught by a faculty of our own lawyers and nationally known consultants. These programs, as well as our other attorney development initiatives, are designed to lay a strong foundation for all our associates to succeed at Akin Gump.
The firm has instituted a firmwide compensation and bonus structure that is an integral part of Akin Gump's strategy to recruit, develop, support and reward our associates. This structure includes our Counsel position, which recognizes our associates who are on partnership track at their 6th year of practice. Counsel are given a higher level of responsibility with matters and clients and participate in an annual orientation and other specific training programs.
Akin Gump is proud of its history and growth, but above all we are proud of the professionals and support staff who have made the firm such an incredible place to practice law. To learn more, please visit our website at www.akingump.com. |
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