Holland & Hart was founded in 1947. We are the largest AmLaw200 firm in the Mountain West with 13 offices in 8 states and Washington, D.C. We are known for our pioneering innovative spirit and team-based, collaborative environment. Our attorneys experience a sophisticated practice common to larger firms, while enjoying the benefits of living in one of Holland & Hart’s desirable geographical locations.
We intentionally create opportunities for attorneys to seek balance in work and life through long-standing programs including reduced-hour work arrangements, remote hybrid work arrangements, and sabbaticals, so they can be in the moment at their job, with their families, or while pursuing personal interests.
Holland & Hart builds client teams with attorneys and professional staff who bring qualities that align with the firm’s core values: integrity, excellence, innovation, teamwork, our commitment to one another, our diverse work force, our communities, and living full lives.
COMPENSATION, BONUSES & EXPECTATIONS
Holland & Hart’s compensation is merit-based. Associates are evaluated on your individual performance and achievements. The firm’s generous bonus program rewards financial contributions and hard work. Associates are also eligible for fee splits. Holland & Hart expects associates to invest 1800 hours on billable matters, 75 hours of pro bono/public service work (or 50 hours of pro bono legal work), including at least 25 hours dedicated to diversity, equity, and inclusion. Contributions to the life of the firm is vital to the collective success of the fi rm, and we encourage our lawyers to engage in ways each person finds meaningful through various committees and firm activities.
WELL-BEING & FLEXIBILITY
Well-being and flexibility are important to us. Choose where you work (remote, hybrid, in-office) and hours that allow you to take care of yourself, your family, and your clients.
Holland & Hart’s career progression model is based on a three-tiered levels approach. Associates progress through three levels, and each level is comprised of core competencies and practice group-specific benchmarks. To progress to the next level, associates are expected to master the core competencies and achieve the benchmarks in their current level. This three-tiered career progression approach is designed to prepare associates to become business owners/partners if that is their goal. The levels approach allows one to progress through levels at their own individual pace rather than through a “lock-step system." Also, we do not have an “up or out” policy. If an associate is not interested in partnership, there are other career pathways for attorneys to become strong, technical lawyers. To encourage our associates to think like future partners and business owners, emphasis shifts from billable hours to revenue targets as attorneys acquire more experience and progress through levels.
Attorneys benefit from receiving real-time feedback when assignments are completed and during the fi rm's annual review process. These opportunities for comprehensive feedback are available through the firm’s performance management system and designed to facilitate discussions with each attorney about their career progression.
MENTORING & TRAINING
Our attorney mentoring program is available to all interested attorneys. We use an online website to facilitate mentor/mentee matching, and to provide resources to ensure the success of each mentoring relationship. Attorneys are also encouraged to seek out mentorship opportunities throughout their careers, both at Holland & Hart and in the broader legal community.
Holland & Hart offers robust training opportunities through in-house programs that include monthly practice-specific training, the H&H Academy (a culture-building program), and BD.You powered by GrowthPlay (an innovative program designed to
help you take your career to the next level). We also invite expert guests to speak on a range of career-related
topics to support continued learning and development. Topics are focused on both legal skills, such as Legal Writing, and professional growth, such as Well-Being. The fi rm also offers a subscription to the Practicing Law Institute (PLI) to assist attorneys in fulfilling their continuing legal education requirements.
DEI MATTERS AT HOLLAND & HART
Among the many DEI initiatives the fi rm engages in, we are proud to be among the inaugural firms participating in Diversity Lab’s Mansfield Program starting in 2017 and to have achieved Mansfield Certification and Mansfield Certification Plus every year. Our Diversity & Inclusion Committee (DIVCOM), formed more than 30 years ago, serves two primary roles: an advisory committee to fi rm leadership, providing guidance on proposed policies, practices, initiatives, and recommendations for change and improvement; and as an affinity group, open to all attorneys. At monthly meetings, DIVCOM members across the fi rm discuss any issues of concern, share success stories, upcoming events and trainings, and engage in lively discussions on policy and process. Attorneys have the opportunity to join one of DIVCOM’s sub-committee working groups and/or a diverse network group (H&H Pride Network, African-American Network Group, Asian/Pacific Islander Network Group, Latinx Network Group).
Holland & Hart’s Women’s Forum, created formally in 2011, has a three-pronged mission:
- To create an open and diverse forum to raise and assist in the resolution of women’s issues within our firm.
- To empower women lawyers to succeed within our firm structure in developing business, and otherwise in furthering their careers and lives.
- To create a network of women lawyers who continuously assist other women lawyers to progress.
The Women’s Forum also serves an important policymaking and advisory role to the firm’s management committee and other fi rm leaders. Women’s Forum members have been pivotal in advocating for the drafting and negotiating of new or updated policies that support work-life balance and address many issues unique to women, such as the Parental Leave Policy, remote/hybrid work arrangements, Fertility coverage, childcare, and the Off Ramp/On Ramp policy.
GIVING BACK TO OUR COMMUNITIES
Holland & Hart has a long-standing commitment to the communities served by our offices. Members of the firm actively seek and undertake opportunities to give their skills, time, and talents to provide legal and civic pro bono services to non-profit organizations that help others, and to those who are indigent, down-trodden, and would otherwise go without legal help. Through the Holland & Hart Foundation, a 501(c)(3) non-profit organization formed over 22 years ago, members of the fi rm volunteer on projects and service opportunities that support and positively impact the communities where they live. Foundation projects include supporting older adults and shelters, individuals who are homeless or food insecure, schools, students, and classrooms, and individuals and families in need during the holiday season.