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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: |
HOOVER HULL LLP |
| Address: |
111 MONUMENT CIRCLE, SUITE 4400 |
| |
P.O. BOX 44989 |
| City: |
INDIANAPOLIS |
| State, Zip: |
Indiana, 46244-0989 |
| Country: |
United States |
| Phone: |
317-822-4400 |
| Fax: |
317-822-0234 |
| Web: |
www.HOOVERHULL.COM |
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| Hiring Attorney: |
Mr. Michael Dorelli |
|
| Recruiting Contact: |
Mr. Michael Dorelli |
| Title: |
Partner |
| Employer Name: |
HOOVER HULL LLP |
| Address: |
111 MONUMENT CIRCLE, SUITE 4400 |
| |
P.O. BOX 44989 |
| City: |
INDIANAPOLIS |
| State, Zip: |
Indiana, 46244-0989 |
| Country: |
United States |
| Phone: |
317-822-4400 |
| Fax: |
317-822-0234 |
| Email: |
mdorelli@hooverhull.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: |
1 |
| Employer Size Range: |
11-25 |
| Office Size Range: |
11-25 |
| Total Attorneys In This Office: |
14 |
| DEMOGRAPHIC INFORMATION |
| 6 |
6 |
0 |
0 |
0 |
0 |
| 1 |
1 |
0 |
0 |
0 |
1 |
| 7 |
7 |
0 |
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1 |
| 0 |
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0 |
0 |
0 |
0 |
| 0 |
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0 |
0 |
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0 |
| 6 |
6 |
0 |
0 |
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0 |
| 1 |
1 |
0 |
0 |
0 |
1 |
| 0 |
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0 |
| 0 |
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| 0 |
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| 0 |
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| 0 |
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| 0 |
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| 0 |
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| 0 |
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| 0 |
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| 0 |
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| 0 |
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0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| PRIMARY PRACTICE AREAS |
|
| Litigation | 7 | 7 | | Dispute Resolution | 7 | 7 |
| COMPENSATION & EMPLOYMENT DATA |
| 3 |
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1 |
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| 100000 |
$/yr |
1 |
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1 |
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$/wk |
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| 1900 |
$/wk |
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1 |
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1 |
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$/wk |
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1 |
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1 |
| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
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| # 2009 Summer 2Ls considered for associate offers: |
1 |
| # offers made: |
1 |
| Hire school term clerks? |
Y |
| Prefer significant prior experience in area? |
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| 1Ls hired? |
Y |
| 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? |
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| U.S. citizenship required? |
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| When after 12/1 should 1Ls apply? |
upon 1st sem grades |
| Split summers allowed? |
Y |
| If yes, minimum weeks: |
6 |
| 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? |
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| Evening students graduating in 2013? |
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| Judicial Clerks? |
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| Students at non-US law schools? |
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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? |
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| In what practice areas: |
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| Do you hire foreign LL.M.s? |
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| In what practice areas: |
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| When should LL.M.s submit applications? |
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| Preferred application materials: |
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| Hiring Criteria: |
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Hoover Hull LLP's Summer Associates Program is designed to provide talented, motivated first- and second-year law students with the opportunity to demonstrate an ability to perform responsibilities similar to those given to the firm's associate attorneys. Summer associates work closely with the firm's partners and associate attorneys on active matters for clients of various business disciplines from around the nation. Working under the supervision of an assigned mentor, summer associates will have the opportunity to demonstrate the capability to successfully complete meaningful, challenging and diverse assignments in furtherance of favorably resolving a broad range of business litigation issues. As part of a legal team, summer associates should anticipate gaining exposure to all aspects of the litigation process, both within the walls of the firm and as an observer in the courtroom.
Hoover Hull LLP also occasionally hires experienced attorneys who are relocating to Indianapolis, completing clerkships or simply looking for a new opportunity.
Hoover Hull LLP offers an opportunity for associates both to work closely with partners and assume as much responsibility as they desire. Hoover Hull also provides an opportunity for associates to be an integral part of the litigation team and to work with partners and clients to formulate and execute litigation strategies in their assigned cases. We encourage and promote career development through hands-on training, associate responsibility, and mentoring relationships with all levels of attorneys. Our diverse client base allows attorneys to develop and follow a career parth suitable to their interests and talents. |
| ATTORNEY HOURS |
| Average annual associate hours worked: |
(2008) |
(2009) |
| Average annual associate billable hours: |
(2008) |
(2009) |
| Is there a minimum billable hour expectation? |
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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? |
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| Is there a maximum that will be credited? |
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| If yes, what? |
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| For bonus consideration, is a pro bono hour equivalent to a billable hour? |
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CLERKSHIP/CREDIT/SUPPLEMENTAL
COMPENSATION |
| Do you have a Loan Repayment Assistance Program (LRAP)? |
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| If yes, describe: |
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| Judicial Clerkship Bonus: |
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| Compensation/progression credit for judicial clerkship? |
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| Compensation/progression credit for other advanced degrees? |
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| Other Compensation: |
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| BENEFITS |
| Benefits: |
401(k)/IRA/Other Ret. Plan w/Employer Contribution
Bar Association Fees
CLE
Dental Insurance
Flexible Spending Account/pre-tax Option
Life/AD&D
Long-term Disability Insurance
Medical Insurance
Parking/Transportation
Profit Sharing
Vacation Leave
Vision Insurance |
| Benefit Package Comments: |
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| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
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| Usual scheduled working day: |
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| Part-time allowed? |
Y |
| Part-time available to entry-level? |
Y |
| # of part-time associates: |
(m) 1 (w) |
| # of part-time partners/members: |
(m) 1 (w) |
| # of part-time other lawyers: |
(m) (w) |
| Do you have a written part-time policy for associates? |
N |
| Do you have a written part-time policy for partners? |
N |
| What is the impact of working part-time as an associate, if any, on an associate's progression toward partner? |
|
| 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: |
partnership |
| Paid non-medical parental leave? |
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| Comments: |
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| TRAINING AND PROFESSIONAL DEVELOPMENT |
| Coaching/mentoring program? |
Y |
| Evaluations: |
Other |
| Upward reviews: |
Y |
| Professional development staff: |
Y |
| Billable hours credit for training time: |
N |
| Rotation for junior associates between departments/practice groups? |
NA |
| Is rotation mandatory? |
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| Comments: |
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| 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? |
8.5 |
| How many years is the equity track? |
varies |
| Additional partnership progression information: |
|
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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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| CAMPUS INTERVIEWS |
| Selected Campuses: |
Indiana University School of Law-Bloomington
Indiana University School of Law-Indianapolis |
| Job Fair/Corsortia Attended: |
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| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
2 |
| # of Job Fairs / Consortia Attended in 2009: |
0 |
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| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
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| Title: |
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| Phone: |
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| Fax: |
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| Email: |
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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: |
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| Average Hours per Attorney Last Year: |
Associates
Partners/Members
Other Lawyers
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| Participation last year: |
% Associates
% Partners/Members
% Other Lawyers
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| What percentage of attorneys performed more than 20 hours? |
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| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
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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?
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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? |
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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?
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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?
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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?
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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?
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| Pro Bono Coordinator |
| Pro Bono Committee |
| Department Chair |
| Other: |
| 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.): |
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| What are some of the areas in which your firm has performed pro bono work in the past year? |
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| PUBLIC INTEREST FELLOWSHIPS |
| Do you sponsor split public interest summer and/or post-graduate fellowships? |
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| Public Interest Fellowship Comments: |
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| NON - DISCRIMINATION POLICY |
| Non-Discrimination: |
| It is Hoover Hull LLP's philosophy and policy to treat our employees and applicants for employment fairly and without regard to gender, age, race, color, religion, national origin, disability, marital, parental or veteran status, or sexual-orientation. |
| NARRATIVE |
Hoover Hull LLP is a law firm dedicated exclusively to representing clients in civil litigation. Our firm handles complex cases and has significant experience in business, professional liability, employment and tort litigation. Our lawyers represent clients in federal and state trial and appellate courts, as well as in arbitration proceedings.
Hoover Hull LLP clients include Fortune 100 companies, small and mid-sized businesses and their owners, insureres, entrepreneurs, professionals and individuals. Our experience ranges from representing publicly-traded companies in complex and/or class action suits to pursuing damages in wrongful death matters. We seek to represent clients in difficult matters that require talent, commitment and integrity.
By choosing to practice in a litigation boutique, the lawyers at Hoover Hull LLP believe they enhance both their quality of representation and their own professional experience. |
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