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VAULT GUIDE TO THE TOP

TEXAS &SOUTHWESTLAW FIRMS

© 2007 Vault Inc.

VERA DJORDJEVICH

AND THE STAFF OF VAULT

VAULT GUIDE TO THE TOP

TEXAS &SOUTHWESTLAW FIRMS

© 2007 Vault Inc.

Copyright © 2007 by Vault Inc. All rights reserved.

All information in this book is subject to change without notice. Vault makes no claims as to

the accuracy and reliability of the information contained within and disclaims all warranties.

No part of this book may be reproduced or transmitted in any form or by any means,

electronic or mechanical, for any purpose, without the express written permission of Vault

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150 W. 22nd St., 5th Floor, New York, NY 10011, (212) 366-4212.

Library of Congress CIP Data is available.

ISBN 13: 978-1-58131-461-8

ISBN 10: 1-58131-461-2

Printed in the United States of America

ACKNOWLEDGEMENTS

Thank you to all the Vault sales, graphics, editorial and IT staff for their

tireless work writing, selling, designing and programming the guide. Special

thanks to Claire Blechman and to writers Mindy Grill, Mark Fass, Chris Prior

and Rajesh Parameswaran.

Many thanks also to the law firm recruiting professionals and hiring partners

who put up with our tight deadlines, frantic phone calls and repeated requests

for information.

This book is dedicated to all the law firm associates who took time out of their

busy schedules to complete our survey.

Visit the Vault Law Channel at www.vault.com/law � featuring firm profiles,

message boards, the Vault Law Job Board, and more. ix

INTRODUCTION 1

A Guide to this Guide . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3

The Year in Law . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5

LAW FIRM PROFILES 9

Akin Gump Strauss Hauer & Feld LLP . . . . . . . . . . . . . . . . . . . . . . . . . . .10

Andrews Kurth LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

Baker Botts L.L.P. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23

Baker Hostetler LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28

Baron & Budd, P.C. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .33

Beckley Singleton, Chtd. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .36

Beirne Maynard & Parsons, LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .42

Bickel & Brewer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .46

Bracewell & Giuliani LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .50

Brown McCarroll, L.L.P. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .54

Cantey Hanger LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .58

Carrington Coleman Sloman & Blumenthal, L.L.P. . . . . . . . . . . . . . . . . . .62

Chamberlain, Hrdlicka, White, Williams & Martin . . . . . . . . . . . . . . . . . .66

Clark, Thomas & Winters, A Professional Corporation . . . . . . . . . . . . . . .69

Cowles & Thompson, PC . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .72

Cox Smith Matthews Incorporated . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .78

Crowe & Dunlevy, A Professional Corporation . . . . . . . . . . . . . . . . . . . . .83

Fellers, Snider, Blankenship, Bailey & Tippens, P.C. . . . . . . . . . . . . . . . . .86

Fennemore Craig, P.C. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .90

Fish & Richardson P.C. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .96

Fulbright & Jaworski L.L.P. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .100

Gallagher & Kennedy, P.A. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .105

Gardere Wynne Sewell LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .108

Gibson Dunn & Crutcher LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .114

Table of Contents

Vault Guide to the Top Texas & Southwest Law Firms

Table of Contents

© 2007 Vault Inc.x

Godwin Pappas Langley Ronquillo, LLP . . . . . . . . . . . . . . . . . . . . . . . . .119

Graves, Dougherty, Hearon & Moody, P.C. . . . . . . . . . . . . . . . . . . . . . . .122

Haynes and Boone, LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .126

Howrey LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .132

Hughes & Luce, LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .138

Jackson Walker L.L.P. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .144

Jenkens & Gilchrist, A Professional Corporation . . . . . . . . . . . . . . . . . . .148

Jennings, Strouss & Salmon, P.L.C. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .153

Jones Day . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .156

Lewis and Roca LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .162

Lionel Sawyer & Collins . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .168

Locke Liddell & Sapp LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .174

Mayer, Brown, Rowe & Maw LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .180

McAfee & Taft, A Professional Corporation . . . . . . . . . . . . . . . . . . . . . . .185

McGinnis, Lochridge & Kilgore, L.L.P. . . . . . . . . . . . . . . . . . . . . . . . . . .188

Modrall, Sperling, Roehl, Harris & Sisk, P.A. . . . . . . . . . . . . . . . . . . . . .192

Munsch Hardt Kopf & Harr, P.C. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .195

Perkins Coie Brown & Bain P.A. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .198

Porter & Hedges LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .202

Quarles & Brady LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .206

Rodey, Dickason, Sloan, Akin & Robb, P.A. . . . . . . . . . . . . . . . . . . . . . .212

Snell & Wilmer L.L.P. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .218

Squire, Sanders & Dempsey L.L.P. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .224

Strasburger & Price LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .228

Susman Godfrey L.L.P. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .233

Thompson & Knight LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .236

Vinson & Elkins L.L.P. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .242

Weil, Gotshal & Manges LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .248

Winstead Sechrest & Minick P.C. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .254

About the Author . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .259

Welcome to the third edition of the Vault Guide to the Top Texas and

Southwest Law Firms. For the last several years, we have published

comprehensive guides to the most prestigious law firms throughout the

United States. Realizing, however, that those national guides only scratched

the surface of the vibrant law community in the Southwest, in 2003 we

published our first-ever Vault Guide to the Top Texas Law Firms. Since then,

we have expanded the guide to include top firms throughout the Southwest.

We invited associates at the top law firms in Texas, Arizona, Nevada, New

Mexico and Oklahoma to tell us about their jobs, offer suggestions to

prospective associates and rate their employers on subjects such as hours,

compensation, associate/partner relations, training and office space. The

candid assessments of these associates regarding life at their firms are

included throughout our profiles, which also contain information on major

practice areas, recruiting contacts and the most notable perks each firm offers

its attorneys.

We asked associates what they like about living and working in the

Southwest. One significant attraction the entire area has in common is the

excellent climate. Who can say no to “warm and sunny?” The “mild winters”

draw many northern transplants; an associate in Phoenix says, “I’m not from

here originally but I love having the sunshine every day.” Associates near the

Rockies love the beautiful scenery and outdoor activities the mountains offer.

The Southwest is also ripe with opportunity for lawyers who want a

“sophisticated” practice within a “small legal community,” without the

cutthroat competition abundant on either coast. “Dallas is on the move,”

they say, and Texas generally is “a strong region for businesses and law

firms.” Associates in cities like Las Vegas and Albuquerque, which aren’t

traditional legal markets (and therefore aren’t saturated with lawyers) love the

“more close-knit legal community” and “opportunities to do the fun stuff,”

such as “meet with clients” and attend depositions and hearings. “Working in

a smaller market means greater responsibility sooner,” and “young attorneys

seem to have a lot of it.” While their “friends in the nation’s largest cities are

still doing menial work,” in the Southwest those same “third-year associates

[might] have their own clients.”

While the legal community is still relatively small, Southwestern cities are

“growing market[s],” which for many lawyers represent unique, “ground-

floor opportunities.” Those craving a high-stakes practice will find it in

1

Introduction

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Introduction

Nevada. “Las Vegas is booming, and I wanted to be somewhere exciting,”

says one associate who got in on the game. Gaming and regulatory work is

a Vegas niche that draws many attorneys, and the “robust economy” makes

the real estate market lucrative as well. Phoenix is also “great for real estate

transactions,” as it is “one of the fastest-growing areas in the country.” But

perhaps the most significant feature of cities like Phoenix is that it is a “major

metropolitan area without an entrenched ‘ruling class,'” which means that

“people from other places can come in and succeed right away.”

Beyond the work, Southwestern attorneys also love their lifestyle. Associates

praise the high standard of living in comparison to almost anywhere else.

“The cost of living is fairly low and the average salaries are very high,”

explains one associate. “If it’s not the highest effective pay scale for

attorneys in the country, then it is very close.” Those looking to settle down

“can easily get into a house on a starting salary.” Overall, the atmosphere at

Southwest firms is “more relaxed.” Associates can reap the benefits of a “big

city and a big law firm, but [with] hours requirements not nearly as bad as in

New York City, Chicago and Boston.” More relaxed hours allow lawyers to

spend time with their families, and for a great many associates, that’s the most

important reason to stay in the Southwest. One Dallas lawyer with “strong

ties to the locality” is proud to represent the “fifth generation to live here.”

Whether you and you family have enjoyed the Southwestern sunshine for

years, or are hoping to relocate to the region, we’re confident that, with the

Vault Guide to the Top Texas and Southwest Law Firms, you’ll have access to

the best information to prepare yourself for interviews at the region’s top

firms.

A GUIDE TO THIS GUIDE

If you’re wondering how our entries are organized, read on. Here’s a handy

guide to the information you’ll find packed into each entry of this book.

The Profiles

Our profiles are divided into three sections: The Scoop, Getting Hired and

Our Survey Says. Only profiles of firms for which we have associate survey

data contain an Our Survey Says section. We received survey data either

when a law firm chose to participate in our 2006 national or regional associate

survey or when Vault contacted firm associates independently, without the

© 2007 Vault, Inc.2


Introduction

participation of the firm.

The Scoop: The firm’s history, major clients, recent deals, major firm

developments and other points of interest.

Getting Hired: Qualifications the firm looks for in new associates, tips on

getting hired, information about the firm’s summer associate program and

other notable aspects of the hiring process.

Our Survey Says: Actual quotes from surveys and interviews with current

associates in the firm’s Southwest office(s) on topics such as the firm’s

assignment system, work feedback, partnership prospects, levels of

responsibility, summer associate program, culture, hours, compensation,

training and much more.

Firm Facts

Locations: A listing of the firm’s offices, with the headquarters in bold. You

may see firms with no bolded location. This means that these are self-

proclaimed decentralized firms without official headquarters.

Major Departments & Practices: Practice areas that employ a significant

portion of the firm’s attorneys as reported by the firms.

Base Salary: The base salary in the firm’s largest Southwest office(s). Pay

is for 2006�2007 except where noted. Some firms have chosen not to list any

salary information at all.

Notable Perks: A listing of impressive, interesting or unusual perks and

benefits outside the norm. (For example, we do not list health insurance, as

every firm we surveyed offers a health care plan.)

Uppers and Downers: Good points and bad points about working at the firm,

as gleaned from associate surveys. Uppers and Downers are the impressionistic

perceptions of insiders and are not based on statistics. (Note that only profiles

of firms for which we have survey data contain Uppers and Downers.)

Employment Contact: The person the firm identifies as the primary contact

to receive resumes or to answer questions about the recruitment process.

The Stats

No. of attorneys firmwide: The total number of attorneys in all offices as of

fall 2006.

3Visit the Vault Law Channel at www.vault.com/law � featuring firm profiles,



Introduction

No. of attorneys in Southwest office(s): The total number of attorneys at the

firm’s largest Southwest offices as of fall 2006.

No. of offices: The firm’s total number of offices worldwide.

Summer associate offers firmwide: The firmwide number of second-year

law students offered full-time associate positions by the firm in 2006, as well

as the number of second-year law students who participated in the firm’s

summer program that year.

Summer associate offers in Southwest office(s): The number of second-

year law students offered full-time associate positions in the firm’s largest

Southwest offices in 2006, as well as the number of second-year law students

who participated in the firm’s summer program in those offices that year.

Chairman, Managing Partner, etc.: The name and title of the leader of the

firm. Sometimes more than one name is provided.

Hiring Partner, Hiring Attorney, etc.: The name and title of the attorney in

charge of the firm’s hiring efforts. Sometimes the regional hiring partner’s

name is given.

THE YEAR IN LAW

Change was the operative word this year in law, and many aspects of the

industry were anything but consistent. Salaries are up but retention is down.

New offices opened in new markets, while old alliances dissolved at home.

Despite trials both natural (the continuing aftereffects of Hurricanes Rita and

Katrina) and man-made (economic recession and foreign wars) the Southwest

remains a strong legal market looking toward the future.

�Dad, can you raise my allowance? Everyone�s

doing it ��

The recent salary wars began when L.A. firm Irell & Manella announced in

late 2005 that it was bumping its first-year associate base up to $135,000 per

year, sending ripples throughout the Southern California legal community. A

year later, the stakes have escalated, and many big-market (New York,

California, D.C.) firms are starting associates at $145,000. Texas did not

escape the inevitable; Texas Lawyer reports that larger firms have increased

first-year associate salaries by 21.7 percent, from $115,000 to $140,000.



Introduction

Vinson & Elkins was the first area firm to announce a higher salary scale

(with first-years making $140,000, including a $5,000 guaranteed bonus), and

Porter & Hedges and Jenkens & Gilchrist were quick to follow its lead.

Is it greener on the other side? Hop the fence

and find out.

While firms nationwide are facing a retention problem�according to a NALP

Foundation study, over 37 percent of associates leave their firms by the end of

their third year�Southwest firms are becoming increasingly appealing to young

lawyers, because they offer a balanced lifestyle and definitive partnership

prospects (sometimes after only five years). Lateral moves within the region are

on the rise as well, and not just among younger associates. Lawyers with

established practices are seeking wider influence and successful partners are

often poached by rival firms. Perhaps the most conspicuous lateral to alter the

face of a Texas-based firm is former New York Mayor Rudolph Giuliani, who

nabbed a name-partnership at the newly-christened Bracewell & Giuliani (née

Bracewell & Patterson). Akin Gump Strauss Hauer & Feld hired 95 laterals in

2005, the highest number among surveyed firms in Texas. But it also had the

highest attrition rate, losing 147 lawyers (17.48 percent) that same year.

Meanwhile, Jenkens & Gilchrist dropped from 434 attorneys to a slim and trim

281, but still managed to increase per-partner profits.

Despite revolving-door employment, many area firms have actually

expanded. On average, each of Texas’ 25 most profitable law firms grew by

about 2.3 percent in 2005. Impressively, Akin Gump made nearly $8 million

more than the previous year, even though its total number of attorneys

dropped from 822 to 794. Further west, with the addition of 47 associates and

five partners, Phoenix’s Snell & Wilmer joined a number of Texas stalwarts

(Fulbright & Jaworski, Baker Botts, Haynes and Boone, and Andrews Kurth)

on The National Law Journal’s 2005 list of the nation’s 250 largest law firms

(coming in at No. 90), marking the first time in recent history that a

Southwestern state outside Texas was home to one of the nation’s largest law

firms. In 2006, Austin’s Brown McCarroll was one of 10 firms that fell off

the NLJ 250 rankings, having dropped from 183 attorneys to 155.

East meets Southwest

For American firms, law is no longer a domestic concern. Two of the

Southwest’s major niches�finance and energy�have gone global, and firms

are now chasing down opportunities across two oceans. Akin Gump invested




Introduction

some of its $618 million gross annual revenue (the highest of any Texas-

based firm) in establishing its office in Dubai, the new oil and financial

capital of the Middle East. In addition, the firm has announced plans to open

a Beijing office on the Chinese mainland. As China industrializes, the

country is poised to become not only a financial cash cow, but also (by far)

the largest consumer of petroleum products in the world. This past year,

Vinson & Elkins expanded to Hong Kong, joining Fulbright & Jaworski and

Baker Botts, who have also established bases in the Pearl of the Orient.

Also in 2006, many lawyers had their eyes on foreign affairs�and not just as

potential new markets. Former Secretary of State and Baker Botts partner

James A. Baker III served as co-chair of the Iraq Study Group, a bipartisan

committee convened to assess the situation in Iraq and provide policy

recommendations based on their findings. The committee’s final report, titled

“The Way Forward�A New Approach,” was released in December 2006.

A man and his jet

This last year also saw the end of a lawyer-client relationship that goes back

more than two decades. In 2006, H. Ross Perot Jr. filed suit against Hughes

& Luce, the Dallas-based firm which had long counseled the Perots, both père

and fils, as well as various family businesses. What came between this

powerful family of billionaires and the law firm that represented them? An

Air Force trainer jet. The junior Perot is suing Hughes & Luce for

malpractice, claiming that that the firm’s handling of the failed purchase of a

$20,000 Northrop T-38 Talon (to be donated to an aviation museum) cost him

millions in legal fees and exposed him to criminal charges. The plan was to

restore the mothballed plane, persuade the federal government to let him fly

it and designate it as an operable centerpiece at the Alliance Heritage

museum. Unfortunately, the Code of Federal Regulations doesn’t permit

private individuals to fly or hold title to supersonic jets formerly flown by the

Air Force. Meanwhile, Hughes & Luce is counterclaiming for some

$375,000 in unpaid legal fees, and has retained Austin’s Graves, Dougherty,

Hearon & Moody as counsel.

People�s court

Big wins for the little guy scored Dallas-based Baron & Budd an enviable

spot on The National Law Journal’s “Plaintiffs’ Hot List” for the third year

running. The firm helped hundreds of Tucson-area residents resolve two

decades of litigation over groundwater contamination in Arizona, won a



Introduction

$13.5 million verdict for the family of a Texas man who died as a result of

asbestos exposure and helped secure a $3.9 billion settlement with the United

States Gypsum Co. in one of the largest bankruptcy settlements on record.

In the wake of the Hurricane Katrina tragedy in August 2005, many

Southwest law firms came to the aid of their Gulf Coast neighbors. Weil,

Gotshal & Manges associates and partners are among many attorneys

working pro bono on behalf of Katrina victims, representing them in their

appeals of the denial of federal aid by the Federal Emergency Management

Association (FEMA). Others are hard at work on scores of other legal battles

resulting from the devastating effects of the hurricane as well as the

mishandling of the situation by officials at all levels of government.



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LAW FIRMPROFILES


1700 Pacific Avenue, Suite 4100

Dallas, TX 75201-4675

Phone: (214) 969-2800

www.akingump.com

LOCATIONS

Austin, TX • Dallas, TX • Houston,

TX • Los Angeles, CA • New York,

NY • Philadelphia, PA • San

Antonio, TX • San Francisco, CA •

Silicon Valley, CA • Washington,

DC • Brussels • Dubai • London •

Moscow • Taipei

MAJOR DEPARTMENTS

& PRACTICES

Antitrust

Communications & Information

Technology

Corporate & Securities

Energy, Land Use & Environmental

Financial Restructuring

Global Projects

Health Industry

Intellectual Property

International

Investment Funds/Private Equity

Labor & Employment

Litigation

Public Law & Policy

Real Estate & Finance

Tax

THE STATS

No. of attorneys:

Firmwide: 900

Austin: 43

Dallas: 132

Houston: 92

San Antonio: 45

No. of offices: 15

Summer associate offers (2005):

Firmwide: 77 out of 92

Austin: 5 out of 5

Dallas: 19 out of 24

Houston: 15 out of 19

San Antonio: 3 out of 6

Chairman: R. Bruce McLean

Hiring Partners:

Austin: Timothy LaFrey

Dallas: Elliot D. Raffkind

Houston: Carlos A. Sole III

San Antonio: D. McNeel Lane

Akin Gump Strauss Hauer &Feld LLP

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Akin Gump Strauss Hauer & Feld LLP

UPPERS

• Early responsibility

• Great group of people

DOWNERS

• No formal assignment system

• Long hours

NOTABLE PERKS

• Free parking in most Texas

offices

• Longevity bonus ($60K) for loyal

associates

• Weekly attorney lunches

• Nice offices

BASE SALARY (2006)

Texas offices

1st year: $135,000

2nd year: $145,000

3rd year: $155,000

4th year: $170,000

5th year: $185,000

6th year: $200,000

7th year: $205,000

8th year: $215,000

Summer associate: $2,600/week

EMPLOYMENT CONTACTS

Austin

Ms. Connie Willis

Director of Administration

Phone: (512) 499-6230

Fax: (512) 499-6290

E-mail: [email protected]

Dallas

Ms. Tonia W. Dunlap

Attorney Recruiting & Development

Coordinator

Phone: (214) 969-4737

Fax: (214) 969-4343


Houston

Ms. Kristie Kafka


Coordinator

Phone: (713) 250-2160

Fax: (713) 236-0822


San Antonio

Ms. Christy Meador


Manager

Phone: (210) 281-7181

Fax: (210) 224-2035


THE SCOOP

Akin Gump is a big fish in a big sea. With nearly 900 attorneys, it’s

consistently ranked among the top 20 in The National Law Journal’s annual

list of the nation’s largest law firms. Although its largest offices are in

Washington, D.C., and New York, the firm got its start in Dallas in 1945,

when agents Richard Gump and Robert Strauss left the FBI to form a law

firm. The firm just oozes Washington power, but it’s still got a powerful base

in the Southwest. One reason for that is its energy practice�a direct

outcropping of the firm’s Texas roots. In a recent headline-making deal, Akin

Gump advised Oklahoma-based oil and gas company Kerr-McGee on the

$1.34 billion sale of its oil and natural gas properties on the Gulf of Mexico

to W&T Offshore. Also in 2006, attorneys from the Houston office

represented Plains Exploration & Production Company in its $1.46 billion

stock-for-stock acquisition of Stone Energy Corporation.

Along with its ranking among the nation’s leading law firms, Akin Gump has

earned a reputation for community involvement and pro bono work.

Associates are officially encouraged to volunteer at least 50 hours towards

pro bono work each year, and no limit is placed on their total. The firm’s

Dallas office was recently presented with the Law Firm of the Year for

Extraordinary Pro Bono Services Award by the Dallas Volunteer Attorney

Program, a joint venture of the Dallas Bar Association and Legal Aid of

Northwest Texas.

The firm as a whole, and particularly its Texas offices, have undergone some

changes in recent months. In early 2006, for example, nine real estate

lawyers left the San Antonio office to launch a local boutique. Meanwhile the

firm’s Dallas office stole away seven intellectual property litigators from

local rival Winstead Sechrest & Minick.

GETTING HIRED

Getting a foot in the door at Akin Gump is tough. For its Texas offices, “the

firm focuses on Texas schools, but also actively recruits from top schools

around the country,” according to a Dallas associate. “The GPA cutoff is tied

to the law school attended,” reports a colleague. It doesn’t hurt to graduate

from “Harvard or Yale or be in the top 10 percent [of your class],” suggests

another insider. An Austin associate says the successful candidate is




“someone who fits in with the culture of the office (laid-back but

hardworking, personable).” “You must be a good writer, so get on law

review,” counsels a Dallas lawyer. A first-year stresses the importance of

being “friendly and interesting” as well as smart: “Personality is a big thing

here; they really look to see if you fit in. A person won’t get an offer just

because they have fantastic grades.”

OUR SURVEY SAYS

The vibe at Akin Gump is pretty positive considering its “mega-law-firm”

status. “Collegial, laid-back, encouraging, diverse,” recites an Austin

attorney. “The culture of Akin Gump is made up of friendly, helpful

colleagues who are knowledgeable and conduct themselves in a professional

manner,” chimes in an associate from San Antonio. One smug associate

asserts that “the Dallas office is an extremely collegial environment�which

tends to set it apart from a number of other firm offices.” But don’t expect a

lot of partying. “The attorneys tend to socialize during work hours (lunch,

firm events), but [there are] not a lot of non-firm-related social events,” says

a San Antonio source. “Most people just work a lot and they don’t tend to

socialize together,” echoes a Houston associate.

“Partners treat associates with respect and value associates’ opinions,” says

an Austin lawyer. A first-year adds, “Partners actually talk to associates here.

It is a very approachable firm.” One drawback, according to some associates,

is the lack of information about firm decisions. “The partners are generally

nice enough, but a little more candor would be a good thing,” suggests a

litigation associate. Another downside for some is that the work can be “very

boring.” While many associates enjoy their assignments and the level of

responsibility they receive (“almost immediate client contact and great

support from the partners,” boasts a San Antonio lawyer), others are less than

thrilled with time “spent reviewing documents.” A few lawyers also

comment on the recent attrition. As one insider observes, “Akin Gump is

experiencing a tremendous amount of internal change and the Texas offices

seem to have been hit very hard.”

“The firm’s formal training has improved greatly over the years,” enthuses a

San Antonio associate. “Formal training is consistent and useful, and all

attorneys are encouraged to attend,” reports a colleague in Austin. One of the

few complaints, however, is that training sessions “are usually done via

videoconference, which makes it difficult to learn.” Associates are split on





the amount of informal guidance they receive. One lawyer says, “I receive

very little mentoring from the partners.” But a Dallas associate contends that

“a majority of the firm’s training is derived from relationships developed

between associates and counsel on an informal basis.” And according to an

associate in the Austin office, “Mentoring is definitely available�you just

have to ask.”

Despite the fact that there’s no stated billable hour requirement, Akin Gump’s

hours are about what you’d expect for a firm of its size. “This job requires

billing about 10 to 12 hours a day six to seven days a week,” says a litigator.

“The firm may say the words about flexibility, but don’t count on staying

around long if you try to take them up on it,” advises a senior associate. On

the bright side, there are “no face time requirements.” Compensation is

“competitive with other large law firms.” “Bonuses are tied to hours, but are

very generous,” says a third-year. And first-years are grateful that their bonus

is guaranteed.




�Partners actually talk to

associates here. It is a

very approachable firm.�

� Akin Gump associate






600 Travis, Suite 4200

Houston, TX 77002

Phone: (713) 220-4200

www.andrewskurth.com

LOCATIONS

Houston, TX (HQ)

Austin, TX • Dallas, TX • Los

Angeles, CA • New York, NY • The

Woodlands, TX • Washington, DC

Beijing • London

MAJOR DEPARTMENTS

& PRACTICES

Antitrust • Appellate •

Arbitration/Mediation • Banking &

Finance • Bankruptcy &

Restructuring • Biotechnology •

Corporate & Securities • Corporate

Compliance, Investigations &

Defense • Energy • Environmental •

ERISA/Employee Benefits/Executive

Compensation • Health Care •

Intellectual Property • International

Labor & Employment • Litigation •

Mergers & Acquisitions • Personal

Tax Planning • Project Finance •

Public Law • Real Estate •

Securitization • South Asia •

Taxation & Estate Planning

THE STATS

No. of attorneys:

Firmwide: 400+

Houston: 227

Austin: 31

Dallas: 80

The Woodlands: 9

No. of offices: 9




Austin: 3 out of 4

Dallas: 4 out of 7

The Woodlands: 1 out of 1

Managing Partner: Howard T. Ayers

Hiring Partners:

Houston: Martha “Marty” Smith,

Alex Gomez

Austin: Lino Mendiola III

Dallas: Kay Lynn Brumbaugh

The Woodlands: Craig L. Stahl

Andrews Kurth LLP




Andrews Kurth LLP

UPPERS

• Sophisticated work with lots of

responsibility

• “Very competitive salary”

DOWNERS

• Little-to-no formal training

• Inadequate support staff

NOTABLE PERKS

• Free dinners, charity events and

paid retreats

• Weekly happy hours

• Free parking

• 401(k) matching

BASE SALARY (2006)

All Texas offices

1st year: $135,000


EMPLOYMENT CONTACT

Ms. Melissa Waldrop

Manager of Recruiting

Phone: (713) 220-4026

Fax: (713) 220-4285

E-mail:

[email protected]

THE SCOOP

Like many Texans, this 100-year old firm prides itself on “straight talk.”

Formed in Houston in 1902 by Frank Andrews and U.S. Congressman

Thomas Ball, the firm earned its stripes counseling railroad clients and was

integral in forming the Gulf Coast Lines and assisting many other burgeoning

railroad entrepreneurs. As longtime counsel to the Hughes Tool Company,

Andrews Kurth had front-row seats in the 20-year dispute over the estate of

the eccentric Howard Hughes Jr., son of the company’s founder.

In 2002, as its centennial neared, AK cemented its place as a Texas

powerhouse by merging with Mayor, Day, Caldwell & Keeton, L.L.P.,

another large Texas firm. Today, associates can expect to work on high-level

litigation and corporate matters, such as 2005’s $458 million judgment for

client Paragon Trade Brands, which accused another company of fraud in an

earlier asset sale, and the representation of Landry’s Restaurants in its

purchase of the Golden Nugget Casino in Las Vegas. Like some other

prominent firms, Andrews Kurth has become entangled in the Enron web; in

2004, the University of California, as lead plaintiff in the shareholders

lawsuit, added Andrews Kurth to the list of defendants accused of securities

fraud in connection with the energy giant’s collapse.

In 2005, the firm’s Houston, Dallas and Austin offices were voted among the

Best Places to Work by local business journals�making Andrews Kurth the

only law firm to win the 2005 award in three regions. The kudos will no

doubt continue in the wake of the firm’s recent hiring of Amy Sladczyk

Hancock in the newly created position of director of professional

development. Hancock will help attorneys bone up on their legal skills,

enhance client development know-how and promote work/life balance,

among other things.

GETTING HIRED

It’s not easy to land a spot at Andrews Kurth. A Dallas associate tells us that

the firm looks for the “top 25 percent” at the University of Texas and also

interviews “at Vanderbilt, Duke, Harvard and SMU.” A Houston lawyer

believes that AK’s requirements are even more stringent, reporting that “the

firm requires at least top 15 percent, if not top 10 percent.” According to the

firm, other recruiting targets include national law schools like Columbia,


Andrews Kurth LLP


University of Chicago and UVA, as well as regional favorites such as Baylor,

South Texas, Tulane and University of Houston. In addition to top grades,

“personality match plays a large role in recruiting,” says a first-year.

OUR SURVEY SAYS

A litigation associate raves that AK is a “great place to work.” A real estate

attorney brags about “lots of responsibility early on.” Associates appreciate

“challenging assignments” as well as the firm’s “respect for the balance

between work and home life.” One fifth-year laments, however, that “the

firm has moved toward running itself like a business,” claiming that “the

emphasis is less on [quality of life] and more on treating associates like

numbers.” But most describe the firm culture as “congenial and supportive,”

“pleasant” and “fairly relaxed.” Associates seem to really enjoy each other’s

company, with a lot of socializing after hours. “The lawyers know how to

have fun and how to get the job done when the time comes,” says one

litigation associate. If there were a contest among Texas offices, associates

would vote Dallas “more relaxed than Houston.”

“Most partners treat the associates with respect and care about our

advancement,” says one lawyer. Others agree that partners “recognize the

benefits associated with training associates and grooming associates to

become future partners.” “Partners are definitely concerned with doing what

is necessary to reduce attrition and retain the best and brightest associates,”

adds a litigator. While most sources say that the partners “keep associates

well informed,” one midlevel complains that “associates are generally kept in

the dark about a lot of things.” As at most large firms, associates “do not

participate in firmwide decisions.” But one contact in Houston tells us that

there is “an effort to infuse those [partner-dominated] committees’ activities

with input gathered from day-to-day interaction with associates.”

When it comes to hours, one associate is realistic: “I work at a big firm. I’m

at the office a lot. Not a big surprise.” Other lawyers feel the firm has a “very

healthy approach to hourly requirements,” and is “very flexible with flex-

time and part-time work arrangements.” But one litigator gripes that “even

when work is scarce, associates are expected, by some partners at least, to

spend ‘face time’ in the office.” The verdict on training, at least formal

training, is that there is none. There’s more of a “learn while you work”

approach, associates agree. However, a change may be on the horizon.

“There is no real formal training program, but the firm has just hired a new


Andrews Kurth LLP



director of attorney development, so that should change rather soon,”

observes a Houston lawyer. Others feel that the excellent, albeit informal,

mentoring that partners and senior associates provide may fill the void.

“Doors are always open and you can always ask questions,” says a fourth-

year. “Once a mentoring relationship is established through informal

channels, partners are generally dedicated to seeing it through and guiding

successful associates through to partnership,” adds another source.

Associates are satisfied with the money they make, as compensation hovers

at market rate. A first-year appreciates that the “firm really ‘went to bat’ when

the Texas firms raised the salary scale.” As of the time the survey was taken,

the firm had “announced an intent to raise associate salaries in order to match

recent increases around the nation,” although “associates have yet to learn the

details of the raise.”


Andrews Kurth LLP


�The lawyers know how

to have fun and how to get

the job done when the

time comes.�

� Andrews Kurth associate




Andrews Kurth LLP


One Shell Plaza

910 Louisiana

Houston, TX 77002-4995

Phone: (713) 229-1234

www.bakerbotts.com

LOCATIONS

Austin, TX

Dallas, TX

Houston, TX

New York, NY

Washington, DC

Dubai

Hong Kong

London

Moscow

Riyadh

MAJOR DEPARTMENTS

& PRACTICES

Corporate

Environmental

Global Projects


Litigation

Tax

THE STATS

No. of attorneys:

Firmwide: 759

Austin: 64

Dallas: 173

Houston: 281

No. of offices: 10



Austin: 12 out of 13



Managing Partner: Walter J. Smith

Hiring Partners:

Austin: Joseph Knight

Dallas: Craig Adams

Houston: John Anaipakos

Baker Botts L.L.P.




Baker Botts L.L.P.

UPPERS

• Great salaries

• “Excellent” partners

DOWNERS

• With great pay come great

expectations

• Don’t come here for the formal

training

NOTABLE PERKS

• Treos (the new BlackBerries!)

• Annual retreats to nice resorts

• “Soup and hot chocolate”

• Liberal client-development

budgets

BASE SALARY (2006)

Texas offices

1st year: $140,000

2nd year: $145,000

3rd year: $150,000

4th year: $160,000

5th year: $170,000

6th year: $180,000

7th year: $185,000

8th year: $190,000


EMPLOYMENT CONTACTS

Austin

Ms. Jennifer Carman

Manager of Attorney Employment

Phone: (512) 322-2516

Fax: (512) 322-2501

E-mail:

[email protected]

Dallas

Ms. Lauren E. Sager

Manager of Attorney Employment and

Development

Phone: (214) 953-6708

Fax: (214) 661-4708


Houston

Ms. Melissa O. Moss

Manager of Attorney Employment

Phone: (713) 229-2056

Fax: (713) 229-7856


THE SCOOP

Founded in 1840, the firm now known as Baker Botts is just three years

younger than its hometown of Houston. In the 19th century, the firm

represented mainly agricultural interests. Then, in 1901, oil was discovered

just outside of Houston. Baker Botts soon represented the likes of Humble

Oil (the predecessor to Exxon), Gulf Oil (now a part of Chevron), Texas Co.

(which became Texaco) and Howard Hughes’ oil-related interests (now Baker

Hughes).

The firm’s Lone Star presence now extends well beyond Houston, just as its

practice goes well beyond energy law. The office in the state capital of Austin

is home to two former Supreme Court of Texas chief justices, adding to the

firm’s stature as one of the preeminent Texas appellate practices. The Dallas

office, which opened in 1985, is the firm’s fastest-growing outpost, with

nearly 160 lawyers. Over the last 15 years, Baker Botts has also expanded to

a number of the world’s economic and oil capitals, including New York,

Moscow, London and Dubai. In 2005, the firm opened up its first Asian

office, in Hong Kong, and a Beijing outpost hovers on the horizon.

The firm is well known for its technology work, complex litigation, white-

collar criminal defense and appellate advocacy. Along with energy-related

companies like Shell, Amoco and Halliburton, the firm’s clients include

KPMG, Cisco Systems, Electronic Data Systems and Hines Interests. Baker

Botts has represented Merck in Vioxx-related litigation, defended the former

directors of Pennzoil-Quaker State Company against a shareholders’ class-

action lawsuit and is currently representing Connecticut General Life

Insurance Company against a suit filed by the Houston Astros.

GETTING HIRED

Associates repeat two themes in describing Baker Botts’ hiring strategy:

hiring partners favor Harvard and the University of Texas, and the hiring

process for the Austin office is particularly competitive. “We do have grade

cutoffs by school, usually at least the top 50 percent,” reports a senior Austin

associate. “Other offices will give more leeway, particularly for candidates

with highly-desired skill sets. We did not do that so much in Austin, but I

believe that is now changing, which is a very good thing.” Another Austin

associate adds, “It’s never been easy to get a job here, but the current


Baker Botts L.L.P.


employment committee has some very high (and fairly inflexible) grade

requirements. With the recent raises, I assume it will only get more

competitive.”

OUR SURVEY SAYS

Associates call Baker Botts “one of the best ‘large boutique’ litigation shops

around,” expressing thanks for the “excellent pay and excellent work.” As

one first-year puts it, “The workload is a grind sometimes, but the firm treats

me well. They don’t tend to make me jump through hoops or set artificial

deadlines.” An experienced IP lawyer says, “I think Baker Botts provides a

unique opportunity to interact with very good clients and learn a variety of

skills early in one’s legal career. This is challenging, but well worth it.”

Baker Botts’ “very homogeneous” culture is “intellectual,” “tight-knit,”

“collegial” and “family-oriented,” associates say. As one young attorney puts

it, “The atmosphere is very cooperative and friendly. The younger associates

tend to socialize together.” According to a litigator, however, “The Dallas

office is quite conservative. Most associates are married and many have

children. We don’t socialize much outside the office, other than at firm events

like recruiting or community service functions.”

Along a similar vein, associates praise the partners as “generally excellent,”

though they do fear encounters “with a couple of extreme outliers.” One

contact raves, “The number-one asset of the Dallas trial section is the obvious

camaraderie among the partnership and even between partners and associates.

Flat-out nice people are substantially overrepresented here relative to their

representation in the general population of litigators.” Associates would,

however, like to see institutional communication improve. As one attorney

suggests, “More transparency would be appreciated. While not autocratic,

some decisions do feel like they are made from distant committees.”

The formal training, alas, is essentially nonexistent. “Training, more or less,

is on the job,” says one second-year. An Austin associate concurs: “There

was some formal training when I first started, but mostly I learn by doing.”

On the other hand, associates give the firm’s compensation extremely high

marks, particularly following a recent round of raises. A Houston associate

boasts, “Hey New York, can you say ‘no state or city income tax’ and

‘affordable real estate’?” A Dallas associate calls the pay “simply incredible

given the hours, the cost of living and no income tax.” But this is not to say


Baker Botts L.L.P.



that associates are without complaint about their pay. “The bonus plan

appears nonexistent,” gripes a Houston associate. “Really, it seems we have

no incentive to work more hours.” And as one associates notes, with great

pay come great expectations. “We are very well compensated, and in return

we are expected to work very hard,” he says. “The expectation is 2,000

billable hours, with increasing bonuses at 2,150 and 2,300 hours.”


Baker Botts L.L.P.


�Flat-out nice people are

substantially overrepresented

here relative to their

representation in the general

population of litigators.�

� Baker Botts associate




Baker Botts L.L.P.


1000 Louisiana Street, Suite 2000


Phone: (713) 751-1600

www.bakerlaw.com

LOCATIONS

Cleveland, OH (HQ)

Cincinnati, OH

Columbus, OH

Costa Mesa, CA

Denver, CO

Houston, TX

Los Angeles, CA

New York, NY

Orlando, FL

Washington, DC

International affiliates:

Juarez

São Paulo

MAJOR DEPARTMENTS

& PRACTICES

Business

Employee Benefits

Employment

Global Practices


International Trade

Legislative & Regulatory

Litigation

Private Wealth

Real Estate

Tax

THE STATS

No. of attorneys:

Firmwide: 600+

Houston: 65

No. of offices: 10



Houston: 4 out of 4

Executive Partners: R. Steven Kestner,

Alec Wightman

Hiring Partner: W. Robert Shearer

Baker Hostetler LLP




Baker Hostetler LLP

UPPERS

• Early responsibility and client

contact

• Ability to have life outside work

DOWNERS

• Unpredictable workflow

• Compensation considered below

market

NOTABLE PERKS

• Free parking

• Free coffee

• Moving expenses and bar exam

stipend

• Bar dues for national and minority

bar associations

BASE SALARY (2006)

Houston, TX

1st year: $135,000


EMPLOYMENT CONTACT

Ms. Liz Turney

Recruiting Coordinator

Phone: (713) 276-1647

Fax: (713) 751-1717


THE SCOOP

When partner Newton D. Baker founded Baker Hostetler in 1916 in

Cleveland, Ohio, he likely didn’t imagine that by 2006 his firm would grow

to more than 600 lawyers and rank among the 100 top-grossing law firms in

the world. The firm has respected practices in such areas as tax, litigation,

business and employment law, and represents clients like GE, Major League

Baseball and the Progressive Corporation, the third-largest insurance

company in the United States. The firm has 10 offices across the country,

including a thriving Houston office, and has recently begun using the tag line,

“Counsel to Market Leaders,” to highlight its prestigious client base. The

firm also recently dropped the ampersand in “Baker & Hostetler” as part of

its marketing makeover.

The Houston office is home to more than 60 attorneys and serves both

regional and international clients. Naturally, the office has a thriving energy

practice, but it also caters to clients on matters involving real estate, global

trade, health care, and motor vehicles and heavy equipment. In April 2006

the office added new talent to its health care group when seven attorneys and

a policy analyst defected from Vinson & Elkins LLP. As a whole, the firm

has grown by some 27 percent in the last several years. Among other recent

matters handled by Houston attorneys, the firm helped Finnish company

Wärtsilä Corporation structure an engineering, procurement and construction

contract for a new power facility in Northern California for Pacific Gas and

Electric Company, known as the Humboldt Bay Power Project.

Baker Hostetler’s title, “Counsel to Market Leaders,” may have been chosen

by the firm’s head honchos (in consultation with branding experts, naturally),

but its rank as one of the best places to work was secured by the rank-and-

file. In AmLaw’s 2006 survey of midlevel associate satisfaction, Baker

Hostetler ranked No. 1 in Houston; nationwide, the firm ranked among the 50

Best Places to Work.

GETTING HIRED

Associates at Baker Hostetler say that while the firm seeks candidates with

good grades, it’s just as interested in finding great people. Houston associates

think that “3.0 is probably the cutoff” for grades and agree that recruiting is

“mostly concentrated at University of Texas-Austin and University of


Baker Hostetler LLP


Houston.” The firm puts a lot of effort into recruiting a diverse group of

lawyers. In addition to actively seeking women and minority candidates, the

firm offers an annual scholarship, called the Paul D. White Scholarship after

the firm’s first minority partner. Started in 1997, the program awards a

scholarship annually to law students of African-American, Hispanic, Asian-

American or American Indian descent and includes a paid summer internship

with the firm and a $6,000 award.

OUR SURVEY SAYS

Houston insiders describe Baker Hostetler as “a collegial, sociable place to

work.” The atmosphere is “casual but professional. Many lawyers socialize

together,” says a bankruptcy associate. A midlevel associate describes the

office as “relaxed, collegial and positive. Attorneys tend to socialize together

in small groups of friends. Nothing strained or artificial.” However, one

detractor believes that the firm’s growth has resulted in a less congenial

environment: “The firm has not made the transition to a midsized office well.

The collegial atmosphere that used to prevail is no longer present.” An upper-

level associate touts the “professional environment” but adds that “there is

minimal socializing.”

Most associates respond positively when asked about associate/partner

relations. “I have always been treated with the utmost respect by all partners

with whom I have had contact,” gushes a second-year. “The firm

management as a whole treats associates well,” says another insider.

“Although individual partners obviously have different management styles,

our partners generally treat associates well.” Though sources think Baker still

“has a way to go” when it comes to increasing diversity, especially at the

partner level, an experienced attorney notes that “there are many mentoring

opportunities because there are more women here than at many other places.”

New associates at Baker Hostetler go through a program called The Associate

Academy, which includes training on topics such as negotiation skills,

drafting and client development. Many find the program useful; others say

it’s not enough. “Formal training is minimal and I have found the firm

reluctant to approve paying for formal training that is offered outside the

firm,” complains a midlevel associate. Fortunately, informal training is

available from partners and senior associates willing to step up to the plate.

“I am fortunate to work for excellent partners who have trained me very, very


Baker Hostetler LLP



well,” says a fifth-year associate. But another midlevel claims that partners

simply have “very little time for mentoring.”

Hours at Baker Hostetler are often long and sporadic, although one associate

finds it a “perk” to be able to see his family every day. “In my experience,

there really is no ‘face time’ in our office,” says a litigator. “We work hard

when there is work to be done.” A second-year notes that “the firm is very

flexible with hours.” Associates are less satisfied with their compensation,

and many Texans gripe that the firm pays under market. “The firm has

consistently been below market for all midlevels for some time,” grouses one

attorney. “The firm has failed to match the raises announced by other

similarly-situated firms. The firm purports to be a ‘quality of life’ choice, yet

the billable expectation (1,950) and bonus structure (1,950/2,100) is similar

to other firms.” At least the bonus policy is clear. According to insiders,

associates receive 5 percent of their base salary at 1,950 billable hours plus

an additional 2.5 percent of base salary at 2,100 billable hours, and an

“additional ‘merit-based’ bonus is available if you bill at least 1,950 hours.”


Baker Hostetler LLP


3102 Oak Lawn Avenue, Suite 1100

Dallas, TX 75219

Phone: (214) 521-3605

www.baronandbudd.com

LOCATIONS

Dallas, TX (HQ)

Baton Rouge, LA

Beverly Hills, CA

Canton, NY

Cleveland, OH

MAJOR DEPARTMENTS

& PRACTICES

Class Actions

Commercial Litigation

Securities Fraud

Toxic Tort Litigation

Water Contamination Litigation

Baron & Budd, P.C.



THE STATS

No. of attorneys:

Firmwide: 83

Dallas: 79

No. of offices: 5



Dallas: 3 out of 5

Managing Shareholder: Russell W. Budd

Hiring Attorney: Steve Baughman Jensen

NOTABLE PERKS

• Subsidized sports club membership

• Paid parking

• 401(k) Safe Harbor Plan

• Firm pays 100 percent of

health/dental insurance premiums

BASE SALARY (2006)

Dallas, TX


EMPLOYMENT CONTACT

Ms. Mary Beth Short

Director of Human Resources

Phone: (214) 521-3605

Fax: (214) 523-9112


THE SCOOP

If you are interested in pursuing a career in plaintiffs’ litigation, Dallas-based

Baron & Budd is the place to be. Founded in 1977, the firm has been the victor

in some of the largest tort lawsuits and settlements on record. The firm

specializes in litigation against former asbestos manufacturers and companies

that used asbestos products. Its clients, most with a rare form of cancer called

mesothelioma, seek compensation for injuries that were allegedly caused by

asbestos exposure. But asbestos litigation is just one of the firm’s many practice

areas; other mass tort specialties include Benzene exposure, Fen-Phen diet drug

litigation and water contamination. And while toxic tort litigation remains the

cornerstone of Baron & Budd’s practice, the firm has diversified in recent years

to include practices in securities fraud, commercial litigation and class actions.

B&B attorneys consider themselves crusaders for environmental justice and

claim to be “championing the rights of people and communities harmed by

corporate misconduct.” Of course, the fact that the firm has earned hundreds

of millions of dollars in contingency fees along the way is an added perk. The

firm and its attorneys have been frequently honored for their successes. In

October 2006, for example, The National Law Journal named Baron & Budd

to its Plaintiffs’ Hot List, citing among other noteworthy cases the efforts of

firm founder Russell Budd that helped secure a $3.9 billion settlement with the

United States Gypsum Co. on behalf of the asbestos creditors’ committee in one

of the largest bankruptcy settlements on record. The NLJ also singled out the

firm’s work on behalf of 7-Eleven shareholders who sought a larger tender offer

when the publicly traded company wanted to go private; B&B ultimately

helped the shareholders obtain an additional $145 million.

Also in 2006, Baron & Budd attorneys were honored with the Trial Lawyer

of the Year Award by Trial Lawyers for Public Justice, in recognition of the

firm’s work in precedent-setting litigation involving groundwater

contamination in Arizona. The firm represented more than 1,600 Tucson-area

residents in claims against an aircraft manufacturer, the city of Tucson and the

Tucson Airport Authority over groundwater contamination caused in part by

industrial solvents containing trichloroethylene (TCE), a suspected

carcinogen. In June 2006 the insurers agreed to fund settlements for residents

who had filed their original claim back in 1985.

Other recent notable victories include a $13.5 million verdict on behalf of the

family of an East Texas man who died of mesothelioma as a result of asbestos

exposure in his childhood, and a $15.5 million jury verdict in a Mississippi

lawsuit involving dioxin emissions. Among current cases, the firm is serving


Baron & Budd, P.C.


as one of the plaintiffs’ lead counsel in multidistrict MTBE (methyl tertiary-

butyl ether) groundwater contamination litigation brought by nearly 200

municipalities, water providers and private well owners in 19 states. Baron

& Budd also represents a host of municipalities in California and Texas,

including the cities of Los Angeles, San Diego and San Antonio, in lawsuits

involving claims for unpaid hotel occupancy taxes.

Firm founders and namesakes Fred Baron and Russell Budd are considered

among the top lawyers in Texas by sources such as D Magazine and Law &

Politics Media, which recently listed Budd as one of the top 10 Texas Super

Lawyers. In 2002 Fred Baron and his wife, fellow shareholder Lisa Blue, sold

their interest in the firm to Russell Budd. Despite a lawsuit filed in 2006 by the

couple against the firm, claiming they have been denied payments due under the

contract of sale, the two attorneys remain as of counsel to the firm, and both

sides hold out hope that the dispute will be settled amicably and without

protracted litigation.

B&B may bring in the big bucks, but it’s also generous in giving back to the

community. Whether it involves collecting holiday presents for underprivileged

children, donating to a local food drive, running in various charitable race events

or building a Habitat for Humanity home, B&B attorneys are always willing to

pitch in. By participating in pro bono programs run by the Dallas Bar

Association, the State Bar of Texas, Trial Lawyers Care and Trial Lawyers for

Public Justice, Baron & Budd attorneys have represented victims of September

11, represented claimants in First Amendment lawsuits and donated their

services to draft simple wills and contracts, and argue landlord/tenant disputes

and family law matters�all without fee. The firm donates more than just its

services and time, however. In 2005, Baron & Budd pledged up to $3 million to

the International Pleural Mesothelioma Program at Brigham & Women’s

Hospital in Boston, in honor of victims of asbestos exposure.

GETTING HIRED

Not surprisingly, Baron & Budd is looking for lawyers with a “strong interest in

plaintiffs’ and toxic tort litigation.” Hiring criteria include “top academics,

coupled with mock trial, moot court, law review or other law-related activities.”

Those who land a summer spot will be assigned to a shareholder who serves as

a mentor and ensures that the summer associate has “challenging and diverse”

assignments. Summers can expect to get their feet wet in a number of litigation

projects, including trials, depositions, research and writing assignments.


Baron & Budd, P.C.




530 Las Vegas Boulevard South

Las Vegas, NV 89101

Phone: (702) 385-3373

www.beckleylaw.com

LOCATIONS

Las Vegas, NV (HQ)

Reno, NV

MAJOR DEPARTMENTS

& PRACTICES

Appellate Practice

Business & Commercial Litigation

Business, Corporate & Real Estate

Transactions

Complex Litigation

Corporate Restructuring &

Insolvency

Energy Law

Gaming & Administrative Law

Labor & Employment

Personal Injury Litigation

Pharmaceutical, Medical Device &

Health Care Industry Litigation

Sports & Entertainment

Tax Law & Asset Protection

THE STATSNo. of attorneys:

No. of attorneys:

Firmwide: 38

Las Vegas: 28

Reno: 10

No. of offices: 2



Las Vegas: 3 out of 3

President: Ike Lawrence Epstein

Hiring Partner: J. Christopher Jorgensen

Beckley Singleton, Chtd.





UPPERS

• Sophisticated work and great

working environment

• Good pay for the area

DOWNERS

• Emphasis on billing

• Mixed reviews for formal training

NOTABLE PERKS

• Great benefits

• Marketing budget

• 401(k) matching plan

BASE SALARY (2006)

Las Vegas, NV

1st year: $98,000


EMPLOYMENT CONTACT

J. Christopher Jorgensen, Esq.

Hiring Partner

Phone: (702) 385-3373

Fax: (702) 385-9447


THE SCOOP

Beckley Singleton, founded in 1962 by Bill Singleton, was Nevada’s first

professional law corporation. Naturally, the firm developed an expertise in

Nevada’s primary industry�gaming�and began representing some of

Nevada’s largest hotels and casinos, such as MGM-Mirage, Flamingo Las

Vegas, and New York New York Hotel and Casino. But gaming law isn’t this

firm’s only gig. Beckley’s active construction law department has been kept

busy by a recent development boom in Las Vegas. Its energy department

enables clients interested in Nevada energy deals to negotiate the maze of

regulatory issues they face. The firm recently negotiated on behalf of one of

the top solar photovoltaic developers for the installation of a PV system at the

Las Vegas Valley Water District. It also has a strong pharmaceuticals

department, anchored by heavy-hitting clients such as Pfizer, Wyeth, Johnson

& Johnson and Roche Laboratories.

The firm is proud to boast that several famous Nevadans have passed through

its doors. For example, Harry Reid, a past chairman of the Nevada Gaming

Commission and current U.S. Senate majority leader, is a former shareholder.

Among current shareholders, firm President Ike Lawrence Epstein gained

fame for representing boxer George Foreman in his lawsuit against the World

Boxing Association, which gave Foreman the opportunity to win the

heavyweight championship of the world. Another shareholder, Daniel

Polsenberg, is a past president of the State Bar of Nevada and has been called

“one of the best appellate lawyers in Nevada.”

The firm recently added two partners and four associates to its Reno office,

expanding its presence in Northern Nevada, especially in bankruptcy law.

Las Vegas gaming partner Sean McGuinness also relocated to the Reno

office, and one of the new partners, Bruce Beesley, currently serves as vice

president of the State Bar of Nevada.

Attorneys at the firm engage in a range of civic, pro bono and charitable

activities. Several attorneys teach classes at local law schools, and the firm

is active in the Clark County Pro Bono Project, in which attorneys offer free

legal services on matters ranging from landlord/tenant disputes to death

penalty cases.




GETTING HIRED

Associates say Beckley Singleton is looking for candidates who are

“hardworking,” with “excellent writing skills” and an “eagerness to learn.”

According to the firm, it seeks “associates looking for a challenging work

environment.” More specifically, the ideal candidate is in the top half of his

or her law school class, with a “strong undergraduate record” and experience

on law review. The firm only interviews on campus at a handful of law

schools. These include Brigham Young University, University of Nevada Las

Vegas, William S. Boyd School of Law and Vanderbilt University. But

current associates also hail from schools a little further afield, including

American University in Washington, D.C., Northeastern University in

Boston, and UCLA and Pepperdine University in Southern California.

OUR SURVEY SAYS

Associates, for the most part, speak fondly of life at Beckley Singleton. “The

firm is very warm and family-oriented. Everyone is friendly and helpful.

There is a definite emphasis to a team-based approach to practice,” says a

second-year associate. “Lawyers socialize together and with staff very well,”

says another associate. It is, however, a “hardworking environment with a

high premium on billing,” the same associate adds. Most insiders give the

firm high marks when asked about relations between partners and associates.

Though one lawyer comments on a “lack of amiable interaction between

partners and associates,” this doesn’t reflect everyone’s experience. As one

associate tells us, “By committing myself to the work, I’ve been able to forge

a great working and mentoring relationship with an outstanding senior

partner. Because it is not a large firm with an entrenched hierarchy, there is

no senior-associate buffer between that senior partner and me.”

The firm’s relatively small size, however, does have its disadvantages. An

insider observes, “As a local, 35-attorney firm, many executive decisions

appear to be made with a short-sighted, small-business, immediate-bottom-

line outlook.” Another associate finds that this approach leaves associates

with little autonomy when it comes to their schedules, noting that there’s “not

a lot of freedom to choose when to bill ... or when to arrive at the office.”

Nevertheless, associates consider the firm’s billable hour requirement

“reasonable.” And the firm notes that the two-part bonus program, which





includes a year-end discretionary bonus and a nondiscretionary bonus based

on hours billed per trimester, gives associates some control over their destiny.

We hear no complaints when it comes to compensation, which one associate

notes is “high for the area.” Although the firm’s formal training earns

decidedly mixed reviews (some give it a 9 or 10 on a 10-point scale, while

others rate it a 2 or 3), associates are appreciative of the informal training and

mentoring, which is described “top-notch.” It seems that Beckley Singleton

could do more to promote pro bono work�or at least to clarify the firm’s

policy. When it comes to calculating the number of pro bono hours that

receive billable credit, associates “don’t know exactly how it works.” Claims

vary from 10 hours to 50 hours per year. A third-year tells us that “three-

fourths of the first 20 hours of pro bono hours per year count toward

billables,” while another lawyer contends that the rule is “75 percent credit,

up to 30 hours.”




�By committing myself to

the work, I�ve been able to

forge a great working and

mentoring relationship with

an outstanding senior

partner.�

� Beckley Singleton associate






1300 Post Oak Boulevard

Suite 2500

Houston, TX 77056

Phone: (713) 623-0887

www.bmpllp.com

LOCATIONS

Houston, TX (HQ)

Dallas, TX

MAJOR DEPARTMENTS

& PRACTICES

Administrative

Appellate

Alternative Dispute Resolution


Condemnation/Eminent Domain

Environmental


International

Labor & Employment

Maritime Litigation

Mass Tort/Toxic Tort

Products Liability

Professional Risk

Real Estate

Securities

THE STATS

No. of attorneys:

Firmwide: 104

Houston: 93

Dallas: 11

No. of offices: 2

Managing Partner: Martin D. Beirne

Hiring Partner: Mark Waite

Beirne, Maynard & Parsons, LLP





UPPERS

• Associates choose their own path

• Top-of-the-market pay

DOWNERS

• Inadequate dissemination of

information

• “Just like any other big firm—lots

of hours”

NOTABLE PERKS

• Snazzy offices with full model

courtroom

• Free parking

• Corporate credit cards

• Interest-free loans

BASE SALARY (2006)

All offices

1st year: $135,000


EMPLOYMENT CONTACT

Mrs. Janis Bright

Human Resources Director

Phone: (713) 963-5663

Fax: (713) 963-5681


THE SCOOP

Beirne, Maynard & Parsons (BMP) bills itself as Texas’ largest “litigation-

only” law firm. The firm was founded in 1987 and hasn’t veered from its

stated goal of providing high-quality, hard-hitting representation for complex

litigation. Attorneys at BMP can expect constant training to keep abreast of

new developments in trial law. The Houston office even has a model

courtroom for use in training sessions that include mock trials and motion

practice, jury selection and trial exhibits. But interviewees shouldn’t make

the mistake of referring to BMP as a “boutique” litigation firm. Staffed by

more than 100 lawyers, the firm considers itself too large and significant for

that label.

The firm bases its approach to litigation on three Aristotelian principals:

ethos, pathos and logos, in which it strives to use the ethos or character of its

attorneys to present the pathos or emotions of a client’s case and persuade a

jury with logos or logic, to rule on its side. Using this technique, the firm

represents clients ranging from major insurance companies (AIG, Lloyd’s of

London) and pharmaceutical giants (Wyeth, Pfizer) to titans of energy

(ConocoPhillips, Marathon Oil, BP) and motor vehicle manufacturers (Ford,

Freightliner, Toyota, Volvo, Mazda, Porsche).

New attorneys and clients alike may be amazed at the firm’s capabilities to

produce what it calls a “trial-in-a-box.” This is how the firm describes its

ability to mobilize everything one would need to try a case in a remote

location�computers, printers, fax machines, phones, BlackBerries, office

supplies�have it packed up and shipped out on a moment’s notice. Pretty

cool.

GETTING HIRED

Associates say that it may be difficult to land a job at Beirne, but once you’re

there, it’s even harder to lose one. “The summer clerkship is very comfortable

and conducive to getting an offer,” says an associate. “BMP usually hires as

many clerks as it foresees giving offers. In other words, once you’re in, it’s your

job to lose.” That said, last year the firm made offers to only two of its three

summer associates. BMP conducts on-campus interviews at such law schools as

Baylor, SMU, South Texas, St. Mary’s, the University of Houston and the

University of Texas. Applicants must be in the top 25 percent of their class.




OUR SURVEY SAYS

BMP associates love their jobs�well, they love their jobs as much as it’s possible

to love being a lawyer. “I truly enjoy working here,” professes one associate. “The

work is interesting and the people are great. I couldn’t imagine working anywhere

else. It definitely helps that everyone here is a litigator�you have to be personable

to be successful.” However, another insider complains, “In big-firm life, it is

difficult these days to get the trial and/or court experience that is desired by many

young litigators.” Among the best aspects of BMP life are the “opportunities to

choose your own path.” As one lawyer explains, “Even though BMP litigates in

almost every area imaginable, the lawyers are not grouped into sections. So, as an

associate, you can work in 15 different areas of litigation or focus on one�it is

pretty much left up to you. This is especially advantageous to new lawyers that

are finding out what areas of the law interests them.”

As for the work environment, “BMP has the best atmosphere of any firm I

have been around,” says an enthusiastic young associate. “The lawyers

genuinely enjoy working with each other and socializing outside of the office.

Even though we have over 100 litigators, you still feel like you get to know

just about everyone.” But another source describes the firm culture as

“generally conservative” and notes that “associates socialize together, but

rarely with partners or staff.” In fact, there seems to be a communication gap

between the partner and associate ranks. “Although not necessarily

mistreated, associates are kept at a distance pertaining to firm information or

decisions,” says one junior associate. Another lawyer adds, “The lack of

information is sometimes frustrating.”

Being a specialized, litigation-only firm facilitates a strong training program,

associates say. “The firm provides excellent in-house trial and litigation training

programs for all associates,” says one insider. “We have numerous advocacy

training workshops in all facets of litigation�from depositions to closing

argument,” reports another associate. Personal guidance rounds out the formal

sessions, associates say. “Several of the partners are adjunct faculty at local law

schools,” according to one lawyer. “So, many partners are mentors at heart.”

As for the hours, the firm’s expectations are typical for a big firm, though not

unduly onerous. As one associate puts it, “The number of hours you bill is

important in determining the quality and quantity of work a young associate

will get down the road.” But if they work hard, associates are also well

rewarded. “BMP pays as much as any other big-name firm in the state,”

boasts one lawyer. “It immediately matched the recent hike in associate

salaries.”





4800 Bank One Center

1717 Main Street

Dallas, TX 75201

Phone: (214) 653-4000

www.bickelbrewer.com

LOCATIONS

Dallas, TX (HQ)

New York, NY

MAJOR DEPARTMENTS

& PRACTICES

Corporate Governance

Hotel & Hospitality Law

Intellectual Property Law

Antitrust & Trade Regulation Law

Environmental Law

Oil & Gas Law

Real Estate Law

General Contract & Business Torts

Law

Insurance Law

Bankruptcy Law

New Technology & E-Commerce

Law

THE STATS

No. of attorneys:

Firmwide: 29

Dallas: 22

No. of offices: 2

Co-Managing Partners: John W. Bickel

II & William A. Brewer III

Hiring Partner: Michael S. Gardner

NOTABLE PERKS

• Five-year partnership track

• Paid membership fees for state bar

association

• 401(k) plan

• Dental benefits

BASE SALARY (2006)

Dallas, TX

1st year: $175,000


EMPLOYMENT CONTACT

Director of Recruiting

Phone: (214) 653-4000

Fax: (214) 653-1015


Bickel & Brewer

© 2007 Vault Inc.46

THE SCOOP

Founded in Dallas in 1984, Bickel & Brewer is a litigation boutique that

promises to be the go-to guys for what it calls “bet-the-business” litigation.

A simple glance at the firm’s web site, which shows an image of well-worn

boxing gloves, tells you that attorneys at Bickel & Brewer are not afraid of a

good legal battle. Known for taking on complex commercial litigation, the

firm and particularly its main partners, William Brewer and John Bickel, have

been met by the Texas Bar with a combination of distaste and admiration.

While other Southern lawyers are leery of the no-holds-barred tactics,

sometimes referred to as Rambo style of litigation, that the firm practices,

most grudgingly admit that the firm’s skill and track record has enabled it to

build and maintain a stable of prestigious business clients.

In October 2006, the firm undertook to represent several founders of the Black

Family Channel, including one member of the Jackson 5, in their lawsuit

against Florida millionaire attorney Willie Gary. The plaintiffs, all represented

by William Brewer, claim that they were cut out of their 20 percent ownership

of the channel and are seeking either the return of their shares or their financial

value, which could amount to hundreds of millions of dollars. The firm is also

currently on the other end of a battle royal with the city of Dallas over the rights

to certain terminals at Dallas Love Field Airport. The dispute involves recently

signed federal legislation, which phases out restrictions on flights out of Love

Field. The legislation also calls for the Love Field Airport to reduce its number

of terminals from 32 to 20. The Dallas mayor announced her intention to

invoke eminent domain and destroy 19 of the Love Field terminals owned by

Bickel & Brewer’s client, Love Terminal Partners LP. The client, which had

intended to auction off the terminals to interested airlines, intends to fight the

eminent domain proceedings.

To make itself a one-stop shopping source for all litigation needs, the firm has

added some in-house components. First, there’s the legal consulting group,

where the firm employs consultants with backgrounds in areas such as finance,

tax, securities and engineering to help in preparing cases. There’s also an in-

house investigation unit, headed by a former FBI agent, that uses computerized

research and other investigative techniques to shore up the firm’s legal

strategies when needed. And an in-house public relations division helps clients

deal with bad press and other public-image issues that may come up in high-

profile litigation. The PR division also makes sure that Bickel & Brewer itself

doesn’t take image hits when engaged in potentially sensitive cases.


Bickel & Brewer



Right in line with its unique style of litigation is the firm’s approach to pro

bono. In 1995, the firm opened the Bickel & Brewer Storefront to provide

legal services to those normally unable to pay for them. Firm attorneys and

other staff members volunteer their time to the Storefront and clients are

charged according to their ability to pay. The Storefront handles mainly

commercial disputes, evictions and foreclosures, and employment matters.

The firm is also the administrator of the Bickel & Brewer Foundation, which

serves as a flow-through for charitable donations and distributes the funds to

various recipients. Beneficiaries of the Bickel & Brewer Foundation are

many and varied, ranging from the Children’s Cancer Fund, to the Dallas

Opera Ball, to the National Jewish Medical and Research Center.

GETTING HIRED

No doubt the number one prerequisite for a Bickel & Brewer candidate is the

desire to litigate. If judges make you quake and depositions leave you queasy,

you should probably drop your resume and run. That’s because, according to

the firm’s web site, Bickel & Brewer looks for attorneys who “possess the

extraordinary talent and competitive drive to enable them to assume substantial

responsibility for major cases.” In addition to “stellar academics,” successful

candidates will also demonstrate “ambition, motivation and drive.” Not

surprisingly, “excellent writing ability,” journal experience and “oral advocacy

experience” are also essential. The firm’s web site has a pretty extensive

section on recruiting and is worth a read to get a sense of what the firm expects

from an attorney and what an attorney can expect at Bickel & Brewer.


Bickel & Brewer




South Tower Pennzoil Place

Houston, TX 77002

Phone: (713) 223-2300

www.bracewellgiuliani.com

LOCATIONS

Houston, TX (HQ)

Austin, TX • Dallas, TX • NewYork, NY • San Antonio, TX •Washington, DC • Almaty,Kazakhstan • Astana, Kazakhstan •London

MAJOR DEPARTMENTS

& PRACTICES

Antitrust • Appellate • Bankruptcy &Corporate Restructuring •Biosciences • Business &Technology • Capital Markets •Caspian Region • Construction •Corporate & Securities • Defense &Homeland Security • E-Commerce •Election & Ethics Law • EmergingCompanies • Eminent Domain •Employee Benefits • Energy •Environmental • Finance • GlobalProjects • Government Relations,Advocacy & Strategy • Health Care• Hospitality, Sports & Entertainment• Indian Law • Insurance •Intellectual Property • International •Labor & Employment • LatinAmerican Business • LeveragedBuyout • Manufacturing • Not-for-Profit • Private Equity • Products &Premises Liability • Public Law • RealEstate • Renewable Energy • SchoolLaw • Securities Litigation •Strategic Communications • Tax •Telecommunications • Water Law •Wealth Management

THE STATS

No. of attorneys:

Firmwide: 400+

Houston: 220

Austin: 17

Dallas: 50

San Antonio: 30

No. of offices: 9




Dallas: 8 out of 9


Managing Partner: Patrick C. Oxford

Hiring Partners:

Houston: Andrew Edison

Austin: Steve Benesh

Dallas: Brock Bailey

San Antonio: Mark Jones

Bracewell & Giuliani LLP





UPPERS

• Good work opportunities

• Amiable colleagues

DOWNERS

• Concern that culture is becoming

less congenial

• Grumbles about compensation

NOTABLE PERKS

• $1,200 annual client

development budget

• BlackBerries

• Free/subsidized parking

• Graduation and acceptance

bonuses

BASE SALARY (2006)

Austin, Dallas & Houston, TX

1st year: $140,000


EMPLOYMENT CONTACT

Ms. Jean P. Lenzner

Director of Attorney Employment

Phone: (713) 221-1296

Fax: (713) 221-1212


THE SCOOP

Founded in Houston just after World War II by attorney J. S. Bracewell, his

sons Searcy and Fentress, and Judge Bert H. Tunks, Bracewell & Tunks

quickly became one of the region’s top firms. Searcy Bracewell’s election to

the Texas Senate in 1946 helped establish the firm’s long record of political

connectedness, which culminated in its selection of former New York City

Mayor Rudolph Giuliani as a named partner in 2005. With Giuliani’s

presence came a new name, a New York office and a new national presence.

While the firm now known as Bracewell & Giuliani began as a general

business firm, its specialties now include finance, energy law, labor and

employment, and federal and state government relations.

The firm is still best known for its energy group. The 2006 Chambers Global

ranked Bracewell’s energy practice among the U.S. leaders in oil and gas work

and regulatory expertise. Euromoney Institutional Investor’s 2005 Guide to the

World’s Leading Energy and Natural Resources Lawyers included four of the

firm’s energy partners. The firm’s energy clients include Tampa Electric/Peoples

Gas System, the Valero Energy Corporation, Coral Energy, Dynegy Inc. and

FPL Energy. But the firm represents a much broader spectrum than just energy

concerns. Other major B&G clients include AOL Time Warner, Apple

Computer, Bank of America, Bechtel Corporation, and the Houston Livestock

Show and Rodeo.

GETTING HIRED

Bracewell & Giuliani looks for accomplished students with records of

experience and involvement, associates report. “There is a specific GPA cutoff

which differs from school to school,” advises a Houston associate. “However,

the firm looks for high-achievers not only grade-wise but also in other areas such

as community involvement, social responsibility and other experiences.” A

second associate adds, “Bracewell has become extremely competitive and raised

the bar for its candidates. This is partly a result of the dilution of the pool of

quality candidates and partly a result of B&G moving up the ranks as a firm.”




OUR SURVEY SAYS

Generally, B&G associates rate their job satisfaction quite highly, but a number

of associates voice some frustration. A Houston source says, “From the level of

responsibility I’ve been given as a young associate, the friends and mentors I

have gained from working here, and the quality of work as well as the quality of

life, I can’t imagine ever working at another law firm.” But a more experienced

source complains, “The partners used to appear to have a genuine interest in our

lives and wanted to know what else we were involved with. Now, they just seem

angry because they felt like they had to respond to the market and raise our

salaries. We chose Bracewell because we did not want to work in a sweatshop,

but that is what the management is trying to make it.”

A junior Texas associate laments the lack of guidance: “The mentorship and

development is severely lacking. I feel like I am on my own. There does not

seem to be a long-term development plan.” On the other hand, a second-year

has nothing but raves for firm partners: “As a whole, the partners treat

associates with respect here. I am often asked for my opinion on a wide range

of issues�political, work-related, recruiting-related, social. I also feel that

we, as associates, are almost always kept informed of goings-on at the firm,

either by the management or by individual partners. I am very close with

many partners and have never felt discouraged from asking questions.”

Some of the harshest criticism is reserved for the firm’s compensation plan. “In

a word, deceitful,” admonishes a Houston lawyer. “They are trying to say they

are matching the other big firms (in order to impress the recruits). In the process,

they have screwed the mid- and upper-level associates. Those at the top of their

pay scales before raises are now $25,000 and more below their advertised pay

scales.” Another Texan observes, “The firm recently announced that it was

meeting the ‘market.’ However, the salary is not lock-step and, consequently,

most associates here do not get paid ‘market.’” But clearly not everyone is

unhappy. As one litigator tells us, “I am not unsatisfied in the least.”

When it comes to the hours, partners “always want more,” gripes a Dallas

associate. “There’s no focus on life balance.” Another lawyer claims, “We could

not even keep a Supreme Court clerk, top of her class at Harvard Law, because

we were not flexible with her time after having a child.” But, as all lawyers know,

there are two sides to every issue. A Houston litigator offers a very different

perspective: “I feel that my firm makes every effort to allow associates to have a

life outside of work. With few exceptions, my work schedule as a full-time

associate is almost always as flexible as I need it to be. Also, the firm offers

attractive leave policies and flexible work schedules for those in need.”





111 Congress Avenue, Suite 1400

Austin, TX 78701-4093

Phone: (512) 472-5456

www.brownmccarroll.com

LOCATIONS

Austin, TX (HQ)

Dallas, TX • El Paso, TX •

Houston, TX • Longview, TX

MAJOR DEPARTMENTS

& PRACTICES

Administrative Law

Appellate Practice

Bankruptcy, Reorganization &

Creditors’ Rights

Business Litigation

Construction

Corporate, Tax & General Business

Environmental Law

Estate Planning & Probate

Family Law

General Civil Litigation

Golf & Resort Industry

Health Care

Hospitality Industry


Labor & Employment Law

Personal Injury Litigation

Legislative & Governmental Affairs

Local Government

Pharmaceutical & Medical Device

Litigation

Products Liability Litigation

Real Estate

Toxic Tort, Asbestos &

Environmental Litigation

Utility Law

THE STATS

No. of attorneys:

Firmwide: 156

Austin: 89

Dallas: 43

Houston: 17

No. of offices: 5

Chairman: Robert W. Dupuy

Managing Partner: Robert Werner

NOTABLE PERKS

• Unlimited vacation and sick leave

• Firm contributes to 401(k)

• Moving allowance for entry-level

attorneys

EMPLOYMENT CONTACT

Phone: (512) 472-5456

Fax: (512) 479-1101

E-mail:

General Attorney Recruiting:

[email protected]

Summer Associate Recruiting:

[email protected]

Brown McCarroll, L.L.P.


THE SCOOP

Brown McCarroll has been a presence on the Texas legal scene for over 60

years. With its largest office in Austin, the state’s governmental hub, the firm

represents several governmental and quasi-governmental entities. In fact, it

is considered the largest Austin-based law firm, thanks to a 2003 merger with

Austin’s Hilgers & Watkins, P.C. The firm merged once more in 2005, with

Carroll, Reeder & Drews, LLP. This merger was a strategic attempt to gain

more of a toehold in the public utilities industry.

While the 2003 merger went smoothly, it brought some well-publicized legal

trouble to the firm. Although Brown McCarroll was not named as a defendant,

in 2006 the firm agreed to pay a total of $5 million to settle a lawsuit brought

against several former Hilgers & Watkins partners. The suit alleged that the

partners aided a real estate investment scam by not properly checking the

background of the alleged scammer and also helped to bring prestige and

investors to the deal. The case also received attention from the Texas legal bar,

as the Hilgers & Watkins law firm had several partners, some even named in

the lawsuit, who were renowned legal ethics experts. After a couple of belt-

tightening years (in late 2004 Brown McCarroll laid off 38 employees in the

asbestos defense group and in March 2006 it lost several more attorneys), the

firm welcomed a new crop of summer associates in 2006. According to a

November 13, 2006 National Law Journal article, the firm’s total number of

attorneys declined from 183 to 155, a drop large enough to knock the firm off

the NLJ 250, the Journal’s list of the largest law firms in the country.

The firm’s clients range from Fortune 500 companies to individuals, and span

the “who’s who” of Texas industry. Brown McCarroll is particularly well

known in the area of health care law; other strengths include bankruptcy,

estate planning and privacy issues. The firm is also developing its corporate,

intellectual property and commercial litigation practices. The firm is very

proud of the caliber of its attorneys. In 2006, 19 of the firm’s attorneys were

named Texas Super Lawyers, a recognition bestowed by Law & Politics

Media, Inc., which bases these designations on peer reviews and outside

research. Super Lawyers represent the top 5 percent of lawyers in the state.

Six Brown McCarroll attorneys were also listed in the 2006 Chambers USA

Guide, another attorney ranking publication.

The firm’s clients and the community at large also appreciate the prowess of

Brown McCarroll attorneys. In March 2005, one of the firm’s longstanding

clients, Austin White Lime, awarded the firm its External Vendor of the Year

award, for its work as an outstanding service provider to the company. And





in August 2006 partner Brian Hoyle was appointed a justice on the 12th Texas

Court of Appeals in Tyler, Texas.

As a law firm with roots all over Texas, Brown McCarroll and its attorneys

are involved with many local charitable and civic organizations. For

example, in 2006, Austin-based partner Adam Hauser was named board chair

of Meals on Wheels and More, an organization that brings food to the poor,

elderly and disabled. Since 1996, the firm has contributed more than

$100,000 to fund the Dallas Volunteer Attorney Program. Partner Hal Katz

was recently elected president of the board of directors of the Paramount

Theatre and State Theatre Company, two local nonprofit performance venues.

GETTING HIRED

Brown McCarroll is a medium-sized firm that looks for exceptional attorney

recruits. Because of its size, the firm only hires between three and five new

associates each year, most of whom, according to the firm, will eventually

make partner. The firm recruits heavily from local Texas law schools and

boasts that many of its attorneys have “advanced academic degrees and

technical knowledge.”




Burnett Plaza, Suite 2100

801 Cherry Street, Unit #2

Fort Worth, TX 76102-6881

Phone: (817) 877-2800

www.canteyhanger.com

LOCATIONS

Fort Worth, TX (HQ)

Austin, TX • Dallas, TX •

Southlake, TX

MAJOR DEPARTMENTS

& PRACTICES

Administrative Law • AlternativeDispute Resolution • Antitrust &Trade Regulation • Appellate •Banking & Finance Law •Bankruptcy • Business CommercialLaw • Business Organization • CivilRights • Commercial Litigation •Construction Law • Corporate •County & Municipal Law •Employment Law • EnvironmentalLaw • Estate Planning • Ethics &Professional Responsibility • FamilyLaw • Franchise Law • Health &Health Care Law • HospitalMalpractice • Immigration Law •Insurance Law • IntellectualProperty Law • International •Labor Law • Medical Affairs •Medical Malpractice • NaturalResources & Energy Law •Personal Injury • Probate & EstateAdministration • Products LiabilityLaw • Professional Malpractice LawReal Estate Law • Regulatory Law• Science & Technology Law •Securities Law • Taxation Law •Toxic Torts • WorkersCompensation Law

Cantey Hanger LLP


THE STATS

No. of attorneys:

Firmwide: 74

Fort Worth: 50

Austin: 14

Dallas: 7

Southlake: 3

No. of offices: 4


Firmwide: * out of 5

Fort Worth: 0 out of 3

Austin: * out of 2

Managing Partner: T. Pollard Rogers

Hiring Partner: Michael G. Appleman

*Undetermined at this time

UPPERS

• Firm’s reputation and relaxed

atmosphere

• “The people are fantastic”

DOWNERS

• Lack of training

• Compensation not competitive

NOTABLE PERKS

• Unlimited vacation and sick time

• 401(k) pension plan

• Cancer insurance (in addition to

regular medical insurance)

EMPLOYMENT CONTACT

Michael G. Appleman, Esq.

Phone: (817) 877-2803

Fax: (817) 877-2807


THE SCOOP

Cantey Hanger, formed in 1883, is the oldest law firm in the Fort Worth and

Dallas area. With offices across Texas, a full 70 percent of the firm’s

attorneys are based out of the Fort Worth office, the firm’s first and largest.

The firm was founded by attorneys William Capps and S.B. Cantey Sr.

William Hanger, a state senator and criminal law attorney, joined the practice

in 1905. The firm spent its early years representing banks, utilities and

transportation companies. It continues to do so, with the addition of clients

in many other industries, including insurance, telecommunications, health

care and energy. Today’s clients have names you will recognize, like Frito

Lay, Prudential Insurance, Wells Fargo and Winn-Dixie Stores.

As a true general practice, attorneys at Cantey Hanger can expect to work on

a broad spectrum of matters from commercial litigation to high-profile

transactions. The firm was recently involved in the leasing of 18,000 acres

belonging to the Dallas-Fort Worth International Airport to the Chesapeake

Energy Corporation. The firm also beefed up its state legislative lobbying

arm by adding partner George Christian as head of the firm’s public and

regulatory law section. In spring 2006 the Austin Business Journal called

Cantey Hanger a “company to watch in the State Government sector.”

Individual firm attorneys have also received acclaim for their professional

accomplishments. Sixteen Cantey Hanger attorneys, including the firm’s

managing partner, Pollard Rogers, were named 2006 Super Lawyers by Texas

Monthly magazine. Cantey Hanger extends its reach beyond Texas through

its membership in Meritas, an association of over 200 law firms in the United

States and abroad.

GETTING HIRED

Associates at Cantey Hanger say the firm is looking for “sharp individuals with

very strong ties to the local area.” Some associates suggest that the firm’s

interview process can be improved upon. While one source describes the call-

back interview as “very daunting,” another associate found the hiring process

“lethargic and somewhat unorganized.” Naturally, the firm recruits at local

Texas law schools, such as The University of Texas and St. Mary’s University.

Among other law schools attended by Cantey Hanger associates are Tulane

University, Southern Methodist University and Texas Wesleyan University.


Cantey Hanger LLP



OUR SURVEY SAYS

The atmosphere at Cantey Hanger is described as “low-key and relaxed,” but

most attorneys agree it’s not the place for those looking to party. “Lawyers do

not tend to socialize together,” says a litigation associate. “Lawyers tend to

socialize together at work, but only somewhat outside of work,” another attorney

elaborates. Regardless, one associate gushes, “the people are fantastic to work

with.” “Politically,” adds a first-year, “the firm is overwhelmingly

conservative.” “Associates are treated as lawyers, very respectfully within the

firm, although generally they have no input on firm decisions,” reports one

inside source. Other associates agree that “the partnership is not always good at

keeping the associates informed about decisions.” Individually, however, “many

of the partners are approachable and willing to assist with questions.”

Formal training at the firm is definitely not a priority and associates feel the loss.

“The firm does not have a well-organized formal training program,” says a

midlevel. “A few of the partners are happy to answer questions for you, and

other associates lend a hand as needed, but the fact is there should be something

in place. Figuring out things on your own is not efficient or productive,” laments

a newbie. Another associate, who dubs firm training “virtually nonexistent,”

points out that “a structured program would bring new associates up to speed

faster and increase efficiency of first- through fourth-year associates

dramatically.” In the absence of such training, associates observe that “several

of the partners are very willing to provide feedback and to assist associates in

developing.” In fact, says one contact, “I have received a great deal of

mentoring from several partners, not just the partner to whom I am assigned.

This is one of the most positive aspects of the firm.”

Although most associates seem happy enough with their hours, one source

complains that the workload is unevenly distributed: “The pressure to bill at

least 40 hours a week � is very dependant upon the section in which you

work. The sections in which associates are billed out at higher rates do not

put as much emphasis on billing a high amount of hours. As associates have

no control over the rate at which they are billed, this causes some tension.”

Money is clearly a sore spot. According to one Fort Worth associate, “the

compensation is not commensurate with the billable hours required.” Others

comment that while the pay is “fairly competitive for the city,” it is “far

behind the state average for a firm of our size.” Associates are not in

consensus when it comes to the firm’s slightly unorthodox bonus structure.

“Bonus = one-fourth collections over two-and-a-half times your salary,”

explains an associate. This formula is touted as “one of the best around,” by


Cantey Hanger LLP


one associate. But others complain that “the bonus program is based entirely

upon collections, something over which associates have no control.”


Cantey Hanger LLP



901 Main Street, Suite 5500

Dallas, TX 75202

Phone: (214) 855-3000

www.carringtoncoleman.com

LOCATION

Dallas, TX

MAJOR DEPARTMENTS

& PRACTICES

Alternative Dispute Resolution •

Antitrust & Trade Regulation •

Appellate • Aviation • Banking •

Bankruptcy & Financial

Reorganization • Business Litigation

Class Actions • Computer &

Internet • Condemnation & Land

Use • Construction • Corporate

Governance & Compliance •

Corporate Securities/Mergers &

Acquisitions • Creditors Rights &

Lenders Liability • Directors &

Officers • Employment • Energy •

Environmental • Fraud & Deceptive

Trade Practices • General

Corporate • Health Care •

Insurance Coverage • Intellectual

Property • International • Legal &

Accounting Malpractice • Medical

Malpractice • Non-Compete &

Trade Secret Litigation • Products

Liability & Mass Torts •

Professional Liability • Real Estate •

Securities & Shareholders Litigation

Tax • Technology &

Telecommunications • White Collar

Crime & Investigations • Wills,

Trust & Estates

Carrington Coleman Sloman& Blumenthal, L.L.P.


THE STATS

No. of attorneys: 94

No. of offices: 1


9 out of 10

Managing Partner: Fletcher L. Yarbrough

Hiring Partner: Kelli Hinson

UPPERS

• Early experience and responsibility

• Little billable hour pressure

DOWNERS

• Firm is tightlipped about partnership

issues/finances

• Usual stresses inherent to the

practice of law

NOTABLE PERKS

• Friday happy hour at the City Club

• Subsidized parking

• Paid maternity leave

BASE SALARY (2006)

Dallas, TX

1st year: $135,000


EMPLOYMENT CONTACT

Ms. Andrea Glover

Recruiting Administrator

Phone: (214) 855-3536

Fax: (214) 758-3762


THE SCOOP

Carrington Coleman Sloman & Blumenthal bills its attorneys as “lawyers’

lawyers.” According to the Dallas firm, other lawyers and law firms often

rely on the firm to represent them when need for legal counsel arises. Beyond

its fellow counsel, Carrington Coleman represents a broad array of clients

ranging from individuals to large multinational corporations. The firm’s

practice is similarly wide-ranging, with emphasis on complex litigation,

business and real estate transactional matters, and insolvency issues.

When you visit Carrington’s web site, the first thing you see is the firm’s

obvious interest in the arts. With a click of a button, you can peruse an online

presentation of the firm’s impressive collection of modern art, which includes

pieces by acclaimed contemporary artists Robert Rauschenberg and Christo,

among others. The firm’s collection hangs in its brand new Dallas offices,

which were professionally designed, in part, to highlight the artwork.

The firm strives to be active in both the legal community and the community

at large. In October 2006, 14 Carrington attorneys were named Texas Super

Lawyers by Texas Monthly magazine. The firm was also recently honored by

the Dallas Bar Association for contributing the most pro bono hours of any

Dallas firm, and received the W. Frank Newton Award from the State Bar of

Texas for outstanding pro bono legal services. Firm partner Diane M.

Sumoski was awarded the Dallas Bar Association’s 2005 Pro Bono

Coordinator of the Year award for her hard work organizing the firm’s pro

bono endeavors.

GETTING HIRED

This is not an easy firm to get into, according to associates. The firm seeks

candidates at the “very top of the classes,” and insiders warn that the

“interview process is very competitive.” One lawyer says that Carrington is

“pretty focused on academic accomplishments” but also “fairly selective

about finding good fits with the firm culture.” Another associate echoes this

sentiment, adding that although “top-notch grades are essential, they won’t

get you an offer unless the interview process goes well.” In addition to “fairly

rigorous academic requirements,” the firm looks for candidates with “diverse

interests.” One source observes that firm attorneys have outside interests


Carrington Coleman Sloman & Blumenthal, L.L.P.



“ranging from the athletic to the artsy to the politically motivated to bar-

motivated � to those involved in the community.”

OUR SURVEY SAYS

“Intellectual,” “laid-back, friendly” and “diverse” are among the terms used

to describe Carrington’s environment. “We respect each other as people,”

notes one associate, and another comments on the “strong interpersonal

relationships” that firm attorneys enjoy. “My firm has the reputation for

being an intellectual firm, and�indeed�I believe that the attorneys live up

to this reputation,” the associate adds. Professionally, associates enjoy “early

litigation experience and responsibility.” “I have a lot of autonomy to run the

cases that I am on, which is exactly what a senior associate wants and needs,”

states a satisfied lawyer. On the social side, “We have a firm-sponsored

happy hour every Friday afternoon that is generally well attended,” reports a

litigator, who adds that “politically, the firm is mixed, with people active in

both Democratic and Republican politics.”

Associate/partner relations at Carrington are especially rosy. “The treatment

and interaction between partners and associates strikes the greatest difference

between my experience and [that of] my friends at other firms. You just never

hear horror stories,” gushes one lawyer. Associates appreciate that “partners

are generally respectful of associates’ time and professional development.”

Lawyers are kept abreast of firm developments through “an annual ‘state of

the firm’ address by [the] managing partner, and as many meetings as

associates request to receive information about what is afoot.” Although

associates don’t actually participate in firmwide decisions, “the partnership

looks for feedback from the associates.”

Formal training at the firm is okay, but informal training is considered great.

While one litigator gives high marks to the firm’s formal offerings�from

initial orientation to “a year’s worth of bimonthly training sessions”�a

transactional associate notes, “The formal training lags behind that gained

from the mentoring system.” Indeed, “the partners take their roles as the

mentors and trainers of future partners pretty seriously,” according to this

associate. “Our system is set up to encourage mentoring relationships with

the partners,” explains another lawyer. “An associate is assigned to one or

two partners every year or two, which is a natural environment for mentoring

and training. I have felt comfortable seeking the advice and wisdom from the




partners to whom I have been assigned, even on cases in which he or she was

not involved.”

Associates love that there is “very little billable hour or face time pressure.”

The firm has an “aspirational goal” rather than a minimum billable requirement,

notes one contact, who is nevertheless quick to add, “This does not mean that we

do not work hard, especially as our cases require long hours.” “Compensation

is competitive on an hours-worked basis, but does not try to keep up with the

bonuses given by its competitors in the marketplace,” complains one associate.

Another observes that “first-year compensation is competitive with the Dallas

market, but it is not the firm culture to discuss finances.” Indeed, agree other

associates, “The firm is very private about partnership issues/finances.”





1200 Smith Street, 14th Floor


Phone: (713) 658-1818

www.chamberlainlaw.com

LOCATIONS

Houston, TX (HQ)

Atlanta, GA

MAJOR DEPARTMENTS

& PRACTICES

Admiralty & Maritime

Corporate, Securities & Finance

Construction Law

Employment Law & Employee

Benefits

Energy Law

Estate Planning & Administration

International & Immigration

Litigation

Real Estate

Tax Planning & Tax Controversy

Chamberlain, Hrdlicka, White,Williams & Martin


THE STATS

No. of attorneys:

Firmwide: 100

Houston: 61

No. of offices: 2




Managing Shareholder: Wayne Risoli

NOTABLE PERKS

• Paid parking

• Business casual dress code

• Profit sharing

BASE SALARY (2006)

Houston, TX

1st year: $107,500


EMPLOYMENT CONTACT

Ms. Tiffiny Y. Fayle

Director of Marketing and Recruiting

Phone: (713) 658-1818

Fax: (713) 658-2553

E-mail:

[email protected]

THE SCOOP

Founded in the 1960s by name partners Hank Chamberlain and George

Hrdlicka, former members of the Justice Department’s tax division,

Chamberlain, Hrdlicka, White, Williams & Martin’s roots are in tax law. But

with the addition of more partners, the Houston firm has expanded on its tax

expertise to include other core practice areas, such as estate planning,

securities and finance. The firm also expanded its geographic reach with the

opening of an Atlanta office in 1986. Chamberlain recently added a new

admiralty and maritime section with the addition of several attorneys

specializing in those areas. This department will focus on “offshore drilling

and production, marine transportation, marine construction, dredging and

other affairs involving the waterfront.”

A typical case for Chamberlain Hrdlicka is the firm’s ongoing representation

of J.D. Martin Co. in its much-publicized case against the Atlantic Mutual

Insurance Company. J.D. Martin alleges that the insurance company failed to

cover damages under the “employee dishonesty” policy that it maintained.

J.D. Martin (and co-plaintiff Vynckier Enclosure Systems) sustained losses in

excess of $1 million when two of the companies’ workers conspired to steal

insulated copper. Atlantic Mutual then refused to pay the claims because it

considered the two workers’ actions to be part of the same theft, even though

the thefts occurred on two separate occasions. Atlantic Mutual argued that

the insurance policy’s per-occurrence limit of $300,000 applied to the

plaintiff’s total loss. The plaintiffs are currently seeking both damages for

breach of contract and attorneys’ fees, in addition to the amount allegedly

owed under the insurance policy. A decision from a Texas state court judge

is expected shortly.

Such cases have translated into a number of honors, both for the firm and for

its individual attorneys. Chamberlain Hrdlicka’s upstart Atlanta office, for

example, was named one of the top tax firms in Georgia by Chambers USA:

America’s Leading Lawyers for Business for 2006�2007. Chambers also

named the office’s managing partner, David D. Aughtry, one of the state’s top

tax attorneys. Partner Charles E. Hodges II was selected as the one and only

“Up and Comer” tax attorney in Georgia.

For those looking for the “softer” side of this firm, it’s definitely there as well.

In 2005, the firm pledged to match employee contributions for Hurricane

Katrina relief dollar for dollar. Chamberlain attorneys are also active in

advising a local law school’s moot court teams, and even helped coach the

South Texas College of Law’s team to victory in 2006.


Chamberlain, Hrdlicka, White, Williams & Martin



But perhaps Chamberlain Hrdlicka has tired of flying under the radar, grown

weary of being considered a well-kept secret. The firm recently hired the

renowned advertising and public agency of Rives Carlberg to define its brand,

create and place advertising, and manage its public relations activities.

Assuming Rives Carlberg lives up to its reputation, now may be the time get

in with Chamberlain Hrdlicka, while it’s still possible. Speaking of which, if

you interview at Chamberlain, and you know the names of the attorneys

you’ll be meeting with, it is imperative that you check out the attorney profile

section of the firm’s web site. The firm has clearly devoted a lot of time to

profiling each attorney. From these profiles, you can glean tons of

information that might help you impress the powers that be, such as a

particular attorney’s clients, representative matters, even style of lawyering.

Another fact of note: founding partner Hank Chamberlain no longer works at

the firm, having sold out to the remaining partners in 1988 and moved on to

solo practice.

GETTING HIRED

Chamberlain Hrdlicka has a small and selective summer associate program.

And unlike other major firms, this one hardly guarantees that landing one of

its summer positions all but ensures you of landing a full-time job. Although

the firm professes to extend offers to about three-fourths of its summer

associates, in 2006 less than one-third of the summer staff (four out of 14)

were invited back. So, no spending those hot summer months in Houston (or

Atlanta) resting on your laurels.

The firm relies primarily on on-campus recruiting and focuses mainly on the

mainstays of Texas law: e.g., University of Texas, University of Houston and

South Texas College of Law. The firm also encourages recent grads and

applicants from other schools to submit resumes. Chamberlain applicants

must demonstrate “superior academic achievement” (top 25 percent

required). Though “good law school grades” are essential, the firm also

considers other factors. “Our criteria include a strong academic background,

related work experience and well-rounded interests that extend beyond the

law,” the firm reports. “We work to give as much weight to the right

personality fit as we do to other credentials.”


Chamberlain, Hrdlicka, White, Williams & Martin


300 West 6th Street, 15th Floor

Austin, TX 78701

Phone: (512) 472-8800

www.ctw.com

LOCATIONS

Austin, TX (HQ)

Rio Grande Valley, TX

San Antonio, TX

MAJOR DEPARTMENTS

& PRACTICES

Administrative

Appellate

Automotive Product Liability

Banking

Commercial Law


Construction


Credit Unions

Employee Benefits/ERISA

Employment

Energy & Public Utilities

Entertainment Law

Environmental Regulatory

Federal Taxation

Gaming

Health Care

Land Use & Government Affairs

Mergers & Acquisitions

Pharmaceuticals & Medical Devices

Real Estate

State & Local Taxation

Telecommunications

Water Utilities & Districts

Wills, Probate & Family Wealth

Planning

Clark, Thomas & Winters, AProfessional Corporation



THE STATS

No. of attorneys:

Firmwide: 111

Austin: 105

No. of offices: 3

President: Larry McNeill

Hiring Attorney: Paul S. Ruiz

NOTABLE PERKS

• Firm is politically connected

• Austin is a great town

• Relatively short seven-year

partnership track

BASE SALARY (2006)

Austin and San Antonio, TX

1st year: $105,000


EMPLOYMENT CONTACT

Ms. Lea Walker-Clark


Phone: (512) 472-8800, Ext. 1344

Fax: (512) 474-1129


THE SCOOP

Clark, Thomas & Winters, or CTW, is the largest law firm in Austin and has

a long and venerable history. Everett Looney and Edward Aubrey Clark, two

bigwigs on the Texas political scene at the time, started the firm in 1935.

They later became advisors and legal counsel to future President Lyndon B.

Johnson, with Clark ultimately serving as ambassador to Australia during the

Johnson presidency. Early partners all seemed to come with an affinity for

politics. Don Thomas was a close friend of President Johnson and took over

as legal counsel after Looney had a stroke. Final name partner Sam Winters

was also active in state and local political campaigns.

Although the firm’s heart and soul is in Austin, the firm also has established

important offices in San Antonio and, more recently, in the Rio Grande

Valley. This latter office opened just last summer, when the firm hired most

of the lawyers from Minter Joseph, the now-defunct Brownsville firm. The

introduction of the Rio Grande office was a strategic move to beef up the

firm’s land use and governmental affairs department.

Firm attorneys practice in a variety of specialties, from civil litigation and

corporate transactions to state and federal administrative law. Its position as

a large Austin law firm ensures that CTW represents an array of entities

throughout their dealings with Texas government. The firm also has a

thriving products liability practice, in which it represents manufacturers,

including pharmaceutical companies and businesses accused of asbestos

exposure. The firm has been involved in Fen-Phen litigation and recently

celebrated a defense victory in an asbestos premises liability lawsuit, in which

client Hoffman-LaRoche was sued for $75 million dollars by a former

employee who claimed to be exposed to asbestos while working at a company

plant. The firm has also won several much-appreciated victories in Texas

courts on behalf of client Wyeth, the pharmaceutical giant that has battled

products liability lawsuits against those claiming health problems after taking

Wyeth-manufactured drugs.

In addition to the well-known firm founders, many great legal minds and

charismatic individuals have hung their hats at Clark Thomas over the years.

In the 1940s, Martin Harris, a UT law school graduate, joined the firm. He

later became one of the state’s foremost experts on water rights. Also in the

1940s, Columbia Law School graduate Dean Moorhead joined CTW.

According to the firm, Moorhead held the dual distinction at Columbia of

having “the highest grade point average on record at the time” and of being

“a recipient of all three awards given to graduating seniors.” Another firm


Clark, Thomas & Winters, A Professional Corporation


alumnus, Frank Denius, was one of World War II’s most highly decorated

soldiers. And in 1955, CTW attorney Mary Jo Carroll became the first female

full-time lawyer hired by any major Texas law firm.

Indeed, the firm is proud of its longstanding commitment to diversity. In

2006, the firm earned an “A+” on the annual Minority Hiring Report Card

issued by Austin’s Hispanic Bar Association and Black Lawyers Association,

for its efforts in recruiting and retaining minority attorneys. The firm also has

a strong pro bono program. Through Volunteer Legal Services of Central

Texas, CTW attorneys have devoted many hours free of charge to handle

housing, family law and bankruptcy matters for those who can’t afford

representation.

GETTING HIRED

Clark Thomas conducts local on-campus interviews at Baylor Law School,

University of Houston Law Center and University of Texas School of Law,

and participates in several minority student job fairs, including the Sunbelt

Minority Recruitment Program and Rocky Mountain Region Job Fair. The

firm is looking for candidates with “good research and writing skills, strong

academics and extracurricular activities.” Law students might want to note

that the firm’s hiring attorney personally conducts seminars on resume

writing and interviewing skills at the University of Texas, University of

Houston, St. Mary’s University, Texas Tech and Thurgood Marshall School of

Law.

And anyone wishing to send a resume to Clark Thomas should know this: the

firm does not accept resumes by e-mail. Snail mail only, please.


Clark, Thomas & Winters, A Professional Corporation





Dallas, TX 75202

Phone: (214) 672-2000

www.cowlesthompson.com

LOCATIONS

Dallas, TX (HQ)

Addison, TX • Tyler, TX

MAJOR DEPARTMENTS

& PRACTICES

Appellate • Aviation • Banking &

Credit Transactions • Bankruptcy &

Creditors’ Rights • Commercial

Litigation • Construction •

Corporate & Business • Family Law

Health Care • Hospitality & Lodging

Insurance Coverage & Litigation •

Intellectual Property Litigation •

Labor & Employment • Land Use •

Landlord/Tenant • Municipal &

Public Law • Negligence & Tort •

Oil, Oil Field & Gas • Premises

Liability • Product Liability •

Professional Liability • Real

Estate/Real Estate Finance • Tax

Litigation • Toxic, Mass Tort &

Environmental • Transportation &

Trucking • Wills, Trust, Estate

Planning & Probate • Workers’

Compensation

THE STATS

No. of attorneys:

Firmwide: 68

Dallas: 51

Addison: 14

Tyler: 3

No. of offices: 3



Dallas: 3 out of 5

Addison: 1 out of 1

Managing Shareholder: David R. Woodward

Hiring Attorney: David R. Woodward

Cowles & Thompson, PC





UPPERS

• Early responsibility in a team-

oriented culture

• Respect for quality of life

DOWNERS

• Below-market pay

• Litigation overstaffed at the

moment

NOTABLE PERKS

• Free snacks and drinks

• Free parking

• 401(k) contributions

• Business casual dress

BASE SALARY (2006)

All offices

1st year: $72,000*


*Plus signing and holiday bonuses

EMPLOYMENT CONTACT

Ms. Jessica Gage


Phone: (214) 672-2000

Fax: (214) 672-2020


THE SCOOP

Cowles & Thompson was started in 1978 by a group of six Dallas attorneys,

who pledged to be “the best lawyers we could possibly be and still enjoy the

practice of law.” The firm has its roots in insurance litigation, but now

provides a host of other legal services, including corporate, real estate and tax

law. In addition to its main Dallas office, there’s a small office in Tyler,

Texas, and the Addison office, which opened in 2006 when the firm merged

with Higier Lautin Foxman McKinney & Owen. This merger should give the

litigation-heavy Cowles & Thompson a stronger foothold in transactional

law.

If you win a big case or an appeal at Cowles & Thompson, you just might

earn yourself a GTL or a GAL. What are these, you ask? The letters stand

for Great Trial Lawyer and Great Appellate Lawyer. The firm celebrates its

legal victories with signs proclaiming a GTL or GAL, which are hand-made

and tacked to the lucky lawyer’s office door. (Check out the firm’s web site

to see who has recently received these honors.) Representative cases include

successful arbitration on behalf of a financial advisor who was accused of

making unsuitable investment recommendations, and the dismissal of a legal

malpractice case where the client, an out-of-state lawyer, was sued in Texas

for work performed out of state on behalf of a Texas-based client.

Higher-ups at the firm actively support participation in pro bono activities

and civic involvement. The firm accomplishes most of its pro bono work

through Legal Aid of Northwest Texas. Young associates in particular are

encouraged to participate in pro bono projects through which they can get

firsthand experience in family law, landlord/tenant law and other civil

matters. The firm is also very active in the Human Rights Initiative and

works on many political asylum cases.

GETTING HIRED

An associate at Cowles & Thompson says that the firm is looking to hire

“good litigators and lawyers who fit in with the rest of the firm.” The firm

generally recruits at Texas schools, including Baylor University, SMU,

University of Houston, University of Texas and Texas Tech University, for a

relatively short summer associate program: six weeks in the first half of the

summer. A few associates suggest that would-be litigators might have to wait




for a spot. They contend that the firm is “not looking” for new recruits at the

moment, since it is currently “overstaffed in litigation [and] moving

associates to the transactional practice, which is booming.” One associate

notes, “We have a great recruitment program for minorities,” and the firm

adds that it is placing increasing emphasis on diversity.

OUR SURVEY SAYS

Most sources find Cowles & Thompson a friendly, sociable place. “Friendly,

cooperative, team-oriented, supportive, laid-back,” are adjectives used by one

associate to describe the firm culture. A few detractors describe the firm as

“hierarchical and political” and claim you “have to be ‘in’ with the right

people to get anything accomplished.” But the majority describe a “social

atmosphere” in which “lawyers and staff enjoy each other’s company.” “All

of the lawyers socialize with each other as well as with the staff,” observes a

first-year. “There is no delineation between attorneys and staff. We are all

one team.” According to a Dallas associate, “The firm encourages a quality-

of-life approach to both the practice of law and your pursuit of interests

outside the office, especially family and community involvement.”

One lawyer reports that Cowles is a good place “in which to develop

litigation skills quickly.” And another gushes, “I love my clients and the work

that I do.” Not everyone is entirely content, however, though it seems to

reflect dissatisfaction with the practice of law generally, rather than any

problem specific to the firm. “I don’t have any complaints about the work at

my firm, just the practice of law in general,” says a midlevel. And a senior

associate shrugs: “The other attorneys are very good to work with. The work

is not all that exciting (it is law after all).”

The firm’s training program gets mostly high marks. “Our firm’s training

program has been upheld in the legal community as exemplary,” says a

litigation associate. Informal training and mentoring is there, but the quality

“varies from partner to partner.” “The shareholders treat the associates well

and give the associates quite a bit of autonomy on their cases,” says an

appreciative litigator. “Generally, associates are not involved in firmwide

decisions, but there are a number of committees on which associates

participate and contribute.” Still, one associate gripes that “the partnership

does not do a good job of informing or allowing associates to participate in

firmwide decisions.”





Unlike associates at many firms, our sources at Cowles & Thompson don’t

complain about their hours. “Keeping hours is a necessary evil of the

practice, but this work environment leaves lots of time for outside interests

and commitments,” says an upper-level associate. But many associates

would appreciate “better compensation.” In fact, the relatively low pay may

be the most frequently cited firm “downer.” “Pay is half that of other firms,”

grumbles a midlevel. However, a more experienced associate admonishes

critics: “Quality of life is worth something in terms of the dollars you might

give up to work in a sweatshop.”




�Keeping hours is a

necessary evil of the

practice, but this work

environment leaves lots of

time for outside interests

and commitments.�

� Cowles & Thompson

associate






112 E. Pecan Street, Suite 1800

San Antonio, TX 78205

Phone: (210) 554-5500

www.coxsmith.com

LOCATIONS

San Antonio, TX (HQ)

Austin, TX

Dallas, TX

McAllen, TX

MAJOR DEPARTMENTS

& PRACTICES

Antitrust & Trade Regulation

Bankruptcy & Creditors’ Rights

Banking & Financial Institutions


Employee Benefits/ERISA

Energy & Natural Resources

Estate Planning & Trust

Health Care


Labor & Employment

Litigation

Public Law

Real Estate

Tax

THE STATS

No. of attorneys:

Firmwide: 131

San Antonio: 121

No. of offices: 4




Managing Director: James B. Smith Jr.

Hiring Attorney: Scott B. Bankler

Cox Smith Matthews Incorporated





UPPERS

• Sophisticated work at well-

respected firm

• Friendly work environment

DOWNERS

• Higher salary may mean higher

billable requirement

• Formal training could be better

NOTABLE PERKS

• CLE courses and bar association

expenses

• Free Spanish classes

• Tickets to sports/cultural events

• Paid parking

BASE SALARY (2007)

All offices

1st year: $120,000

2nd year: $125,000

3rd year: $130,000

4th year: $135,000

5th year: $140,000

6th year: $145,000

7th year: $150,000


EMPLOYMENT CONTACT

Ms. Anna T. Friesenhahn


Phone: (210) 554-5217

Fax: (210) 226-8395


THE SCOOP

In 2004, San Antonio’s Matthews and Branscomb, founded in 1874, and Cox

& Smith, founded in 1939, combined to create Cox Smith Matthews, the

largest law firm in South Texas. David Bryant, a litigator who specializes in

bankruptcy law, heads the firm’s Dallas office, which opened in 2005. The

office was opened to give Cox Smith an opportunity to expand its bankruptcy

and intellectual property practices across the Lone Star State. The McAllen

office also opened in 2005 and is currently headed by Raymond Cowley who

specializes in labor and employment law as well as general litigation

The firm represents a spectrum of clients ranging from family-owned

businesses, to individual entrepreneurs, to members of the Fortune 100. The

firm is well known for its heavy-hitting clients, which include AT&T, Clear

Channel Communications, Valero Energy Corporation, International

Bancshares Corporation and City Public Service�some of the San Antonio

area’s largest companies. It’s no doubt that many of these clients are attracted

to attorneys who are renowned in their practice areas. For example, Deborah

Williamson, head of the firm’s bankruptcy department, was recently named

chair of the Bankruptcy Law Section of the State Bar of Texas and has been

recognized as one of the state’s top 10 bankruptcy attorneys (by Chambers

USA) and one of the Top 50 Women Lawyer in Texas (Texas Monthly). Other

firm attorneys have been honored as Super Lawyers and Texas Rising Stars

by various legal publications. In May 2006, founding partner J. Burleson

Smith received the prestigious Joe Frazier Brown Sr. Award from the San

Antonio Bar Association. This award recognizes outstanding attorneys who

exhibit the qualities of integrity, community service, intelligence and

idealism.

GETTING HIRED

Associates at Cox Smith rate the firm as pretty competitive, while the firm

describes ideal candidates as those in the “top 25 percent” of their law school

class, with “law review, moot court and mock trial [experience] preferred.”

The most recent summer associate class includes students from a variety of

regional law schools, including Baylor University, Loyola University,

Southern Methodist University, Texas Tech University, Tulane University,

University of Houston and the University of Texas. One current first-year

wishes the firm would recruit more “outside of Texas,” though it should be




noted that several of our survey respondents attended schools outside the

state. In choosing a summer associate class, the firm says it looks for

diversity of backgrounds and interests. Other assets include “an excellent

attitude” and “a flexible and adaptive personality.”

OUR SURVEY SAYS

Overall, Cox Smith associates profess great satisfaction with the firm. In fact,

asked to name “the worst things about working at your firm,” many associates

apparently had nothing bad to say. They get “the best of both worlds,”

according to one associate: a “competitive firm with a friendly work

environment.”

Associates praise the “sophisticated work” and the “social and friendly

atmosphere.” It’s “easy to get work,” says a litigator, and a real estate lawyer

notes that “the people are fun, helpful and intelligent.” A corporate associate

describes the culture as “very friendly, diverse and professional” and says

“many attorneys socialize outside of the office.” A first-year elaborates: “The

firm sponsors many community events, charitable or otherwise. Older

shareholders tend to be more conservative. Newer shareholders and

associates are a mix of liberal and conservative.” “Many of the lawyers are

people I would choose to hang out with, even if I didn’t work with them every

day!” exclaims a second-year. Still, an associate in a different class longs for

the fun-loving days of summer: “When I clerked I thought the lawyers were

a very social group. However, now that I am here, I find the lawyers

indifferent.”

Associates appreciate that “partners always take time to train and explain new

issues and tasks,” and the firm earns high marks for mentoring and informal

training. Along the same lines, associate/partner relations represent another

high point, though one experienced lawyer believes that there are “too many

layers of management” and a “lack of communication between departments.”

Perhaps that’s partly a result of the firm’s relatively large size; one contact

says that the size makes it “difficult to maintain inner-office relationships.”

Formal training earns the firm its lowest marks, though associates don’t

elaborate on the program’s limitations.

As for the workload, “it’s a big firm but not a pressure cooker,” according to

one inside source. Another associate describes the hours as “fairly flexible

for morning people.” But a first-year worries that the recent increase in salary





will result in a higher minimum billable hour requirement. Other attorneys

express concern that the absence of a part-time policy makes it harder for the

firm to retain women with families. Speaking of salary, associates are all

smiles when it comes to compensation. Moreover, one contact considers it a

plus that the “bonus is based in part on community involvement.”




20 North Broadway, Suite 1800

Oklahoma City, OK 73102

Phone: (405) 235-7700

www.crowedunlevy.com

LOCATIONS

Oklahoma City, OK (HQ)

Norman, OK

Tulsa, OK

MAJOR DEPARTMENTS

& PRACTICES

Business


Litigation

Crowe & Dunlevy, AProfessional Corporation



THE STATS

No. of attorneys:

Firmwide: 114

Oklahoma City: 85

Tulsa: 25

Norman 4

No. of offices: 3



Oklahoma City: 3 out of 3

Firm President: Brooke S. Murphy

Hiring Attorneys:

Oklahoma City and Norman:

William H. Hoch III

Tulsa: Victor Morgan

NOTABLE PERKS

• Matching contribution to 401(k) plan

• Bar review and exam expenses

• Relocation costs

BASE SALARY (2006)

Oklahoma City, OK

1st year: $90,000*

Summer associate:

$1,500/week (2L); $1,250/week (1L)

*Plus signing bonus

EMPLOYMENT CONTACT

Ms. Lindsey A. Esplin


Phone: (405) 234-3259

Fax: (405) 272-5213


THE SCOOP

Crowe & Dunlevy is one of the oldest and largest law firms in Oklahoma.

Since its founding in Oklahoma City in 1902, the firm has enjoyed steady and

consistent growth, adding an office in Tulsa in 1989 and one in Norman in

1991. With more than 110 lawyers, Crowe & Dunlevy represents clients in

various aspects of the law, focusing on complex business transactions,

complex litigation, labor and employment, energy law and all forms of

dispute resolution.

The firm’s clients range from individuals and small businesses to large

national and multinational corporations. In one recent case, the firm

represented a number of business and civic group leaders in a challenge to

Initiative Petition No. 726, the so-called Taxpayer Bill of Rights, that has

drawn sharp reactions from Oklahoma business and civic groups and received

extensive media coverage. TaBOR is designed to limit the state’s ability to

tax by tying allowable taxation rates to inflation and population increases.

However, it also limits available tax revenue for social programs like

education. Together with other opponents of the bill, Crowe & Dunlevy’s

efforts were successful, and the Oklahoma Supreme Court rejected Petition

No. 726 in August 2006.

Crowe & Dunlevy attorneys also recently assisted Tom L. Ward, former

president and chief operating officer of Chesapeake Energy Corporation, in

connection with his acquisition of approximately 40 percent of the common

stock of SandRidge Energy, Inc. (formerly Riata Energy) from SandRidge’s

controlling shareholder for $500 million.

Crowe & Dunlevy has substantial experience in energy litigation and in

proceedings before the Oklahoma Corporation Commission, which regulates

all phases of the exploration and production of oil and gas in Oklahoma. Firm

attorneys regularly practice before the commission in contested proceedings

over well spacing and increased density applications, as well as in

enforcement proceedings. The firm has been involved in royalty

underpayment class actions in both state and federal courts, and has defended

major and independent energy companies in all manner of energy litigation,

from pollution cases to contract disputes over processing of natural gas and

extraction of natural gas liquids.

The Chambers USA Guide has given the firm’s litigation, corporate, and labor

and employment departments its highest ranking in the state of Oklahoma.

Individual attorneys from the firm recently received the top-tier rating in each


Crowe & Dunlevy, A Professional Corporation


of these areas. Most recently, 49 of the firm’s lawyers (nearly half the firm’s

attorney roster) appeared in the 2007 edition of Best Lawyers in America.

Crowe & Dunlevy’s diversity programs also deserve special mention. In

addition to sponsoring the ABA Legal Opportunity Scholarship and Spirit of

Excellence Awards (celebrating the achievements of diverse lawyers) and

establishing its own minority scholarship program at the University of

Oklahoma College of Law, the firm has made several historic steps in

furthering diversity. Judy Hamilton Morse, who currently chairs the litigation

department, was president of Crowe & Dunlevy from 1997 to 1999�and the

only woman ever to head a major Oklahoma-based law firm. In April 2006,

the firm elected its second female president, Brooke S. Murphy, whose

practice focuses mainly on health care and insurance litigation. As of 2006,

women represent 18 percent of the firm’s shareholders and 35 percent of its

associates. Minorities also fare well here, comprising 13 percent of the firm’s

associates and 10 percent of shareholders, well above the nationwide average

for minority partner representation. In another historic move, Jerome

Holmes, chair of the firm’s diversity committee, was recently confirmed by

the U.S. Senate for appointment to the 10th Circuit Court of Appeals. Holmes

is the 10th Circuit’s first African-American judge.

GETTING HIRED

According to the firm, Crowe & Dunlevy hires “lawyers and law students

who have outstanding scholastic achievements, strong intellectual abilities,

work experience and well-developed interpersonal skills.” And associates

seem to agree. A first-year reports, “Crowe & Dunlevy is extremely selective

and only considers applicants in the top 5 percent at their law school or lateral

hires with extensive business experience.” The firm interviews on the

campuses of several area law schools, including the University of Oklahoma,

the Oklahoma City University and the University of Tulsa, and also

participates in the Sunbelt Minority Recruiting Program in Dallas, Texas. In

addition, Crowe & Dunlevy welcomes resumes from qualified students at all

ABA-accredited law schools who have an interest in practicing at Crowe &

Dunlevy or in Oklahoma.


Crowe & Dunlevy, A Professional Corporation



Chase Tower

100 N. Broadway, Suite 1700

Oklahoma City, OK 73102-8820

Phone: (405) 232-0621

www.fellerssnider.com

LOCATIONS

Oklahoma City, OK (HQ)

Tulsa, OK

MAJOR DEPARTMENTS

& PRACTICES

Aircraft Title & Financing

Banking & Bank Regulation

Bankruptcy

Business, Corporate & Securities

Law

Domestic Relations

Employment & Labor Law

Energy, Environmental & Natural

Resources

Equine & Agricultural Law


Litigation

Native American Law

Real Estate & Commercial

Transactions

Tax

Telecommunications

Trusts, Probate & Estate Planning

Workers Compensation

THE STATS

No. of attorneys:

Firmwide: 52

Oklahoma City: 37

Tulsa: 15

No. of offices: 2

Managing Director: Kevin R. Donelson

EMPLOYMENT CONTACTS

Mr. Brent Johnson


Phone: (405) 232-0621

Fax: (405) 232-9659


Ms. Kelli M. Masters


Phone: (405) 232-0621

Fax: (405) 232-9659


Fellers, Snider, Blankenship,Bailey & Tippens, P.C.


THE SCOOP

A relatively young law firm, Fellers, Snider, Blankenship, Bailey & Tippens

has been growing steadily over the last 40-plus years. Founded in Oklahoma

City in 1963, the firm has since added a second office in Tulsa. Fellers Snider

offers diverse services of both local and national scope, ranging from

litigation to banking, from civil rights to corporate law, and from real estate

to intellectual property. Among the firm’s nationally known clients are Aetna,

American Express, Hertz, Wal-Mart and the beleaguered Enron. The firm’s

litigation practice enjoys a particularly strong reputation. In 2006, Fellers

Snider was named to The Chambers USA Guide, with some commentators

describing the firm as “easily top-tier.” The firm rates as one of the top five

law practices in Oklahoma, according to a recent Corporate Board Member

magazine survey of board directors and in-house counsel. In addition, Best

Lawyers in America has listed six Fellers Snider attorneys in its 2007 edition.

As for individual commendations, Fellers Snider director (and Miss

Oklahoma 1997) Kelli Masters�a sports agent who represents such local

legends as Olympic gymnast Guard Young, Olympic weightlifter Shane

Hamman and Tennessee Titans quarterback Cody Hodges�was named the

2006 Woman of the Year by the Oklahoma City Journal Record.

Some of the firm’s specialties have a distinctly Southwestern flavor. For

example, attorneys in the firm’s Native American law group serve as counsel

to several tribes. In energy-related matters, the firm represents such entities

as BP, ExxonMobil, Halliburton, Reliant Energy and Oklahoma Gas &

Electric. The state’s thriving equine industry provides a source of litigation

for the firm, as the group confronts issues of ownership, syndication and the

building of “racinos” (entertainment complexes featuring casino gambling

and horse racing). Fellers also houses a practice group focused on aircraft

title and licensing; with the FAA’s Aircraft Registry located in Oklahoma

City, the firm has ready access to the governmental office for recording title

documents related to all civil aircraft in the United States.

In one typical recent deal, Fellers Snider represented the Caliber

Development Co. in its purchase of more than 1,000 acres in East Edmond

from Frankfurts & Associates and Pleasant Valley Development for $13.4

million. According to press reports, Caliber intends to use the vast stretch of

land for residential development.

In one of the firm’s largest recent cases, a Fellers Snider attorney convinced

the U.S. Supreme Court to reinstate an $18 million damages award in favor

of its client, Unitherm Food Systems, an industrial oven manufacturer. The


Fellers, Snider, Blankenship, Bailey & Tippens, P.C.



case also established a critical (if esoteric) new rule of procedural law.

Unitherm alleged that food manufacturer ConAgra Foods committed antitrust

violations in connection with a “Walker Process” claim. Specifically,

Unitherm claimed that ConAgra acquired a patent by committing fraud on the

patent office and subsequently attempted to illegally monopolize the market

by utilizing the ill-gotten patent. After Unitherm succeeded at trial, ConAgra

successfully appealed, with an appellate panel ordering a new trial. Fellers

Snider then took the case to the Supreme Court, where the firm argued that

ConAgra failed to properly appeal the case. The land’s highest court agreed,

holding that ConAgra waived its right to a new trial by not filing a required

motion after the jury verdict in timely fashion�an $18 million, precedent-

setting mistake.

GETTING HIRED

Fellers Snider’s strong intellectual property practice translates into a strong

emphasis on attracting and hiring lawyers with technical backgrounds.

Approximately one-fourth of the firm’s 50-plus attorneys are degreed scientists

and engineers, and numerous others have extensive experience handling

technical legal matters�a quick glance through the attorney profiles on the

firm’s web site uncovers more BSs and MSs than LLMs. Even many of the

humanities majors have backgrounds in such fields as electrical engineering,

geology, physics, geophysics, chemistry and biomedical science. That said, as

a general-practice firm with a diverse range of departments and services, Fellers

Snider seeks a diverse range of attorneys. Unlike firms that limit their search

to, say, Ivy League standouts, charismatic rainmakers or prototypical litigators,

Fellers Snider prides itself on not having a specific “type.”


Fellers, Snider, Blankenship, Bailey & Tippens, P.C.



3003 North Central Avenue

Suite 2600

Phoenix, AZ 85012-2913

Phone: (602) 916-5000

www.fennemorecraig.com

LOCATIONS

Phoenix, AZ (HQ)

Las Vegas, NV

Nogales, AZ

Tucson, AZ

THE STATS

No. of attorneys:

Firmwide: 170

Phoenix: 155

No. of offices: 4



Phoenix: 9 out of 10

Management Committee Chair:

Timothy J. Berg

Hiring Attorney: Lori A. Higuera

MAJOR DEPARTMENTS &

PRACTICES

Administrative Law & Government

Procurement • Agribusiness • Alternative

Dispute Resolution • Antitrust Law &

Trade Regulation • Appeals • Bankruptcy

& Creditors’ Rights • Business & Finance

• Business & Personal Injury Torts •

Commercial Litigation • Commercial &

Real Estate Finance • Condemnation •

Construction Disputes & Defects •

Construction Law • ERISA & Employee

Benefits • Environment • Estate Planning

& Probate • Government Lands •

Government Relations • Health Care &

Bioscience • Immigration • Indian Law •

Insurance Coverage & Bad Faith •

Intellectual Property • International •

Labor & Employment • Land Use &

Zoning • Litigation • Medical Negligence

Defense • Mergers & Acquisitions •

Mining • Natural Resources &

Endangered Species • Nonprofit •

Personal Injury & Wrongful Death •

Product Liability • Professional Liability •

Public Utilities & Telecommunications •

Real Estate & Real Estate Litigation •

Securities Litigation • Securities

Regulation • Sports • Tax & Tax

Controversies • Toxic Torts •

Transportation & Distribution • Water •

White Collar Criminal Defense • Workers’

Compensation

Fennemore Craig, P.C.





UPPERS

• Challenging, interesting work

• “Excellent balance between work

and family”

DOWNERS

• Sometimes long hours

• Those in smaller practice groups

can feel isolated

NOTABLE PERKS

• “Great benefits”

• Regular catered lunches

• Annual retreat at a nice resort

• “The offices are beautiful, which

is important. You’ll spend a lot

of time at work!”

BASE SALARY (2006)

Phoenix, AZ

1st year: $110,000


EMPLOYMENT CONTACT

Ms. Laura J. Zilmer

Attorney Recruitment & Development

Administrator

Phone: (602) 916-5272

Fax: (602) 916-5957


THE SCOOP

Founded in 1885�three decades before Arizona became a state�Fennemore

Craig rates as one of the oldest and largest law firms in the Southwest. The

firm now employs nearly 200 attorneys and maintains four offices: its

Phoenix headquarters, branches in Nogales and Tucson, and a recently

opened Las Vegas outpost. The firm’s Southwest locale translates into

emphases in such areas as transportation, telecommunications, real estate and

finance. In recent years, Fennemore Craig has also developed a strong

technology practice. Based on a survey of directors from companies listed on

NASDAQ and the New York and American Stock Exchanges, the 2006 issue

of Corporate Board Member magazine ranked Fennemore Craig as the

second-best corporate law firm in Phoenix (behind only Snell & Wilmer).

The firm’s list of representative clients ranges from 7-Eleven Inc. and Apple

Computer to the Arizona Cattle Growers’Association and the Home Builders

Association of Central Arizona. Fennemore also has a substantial sports

practice and serves as outside counsel to the Phoenix Suns. The firm not only

represented the NBA team in its negotiations with the city to develop the

America West Arena but now also serves as counsel to that arena. The firm

also represents the Arizona Sports and Tourism Authority, a state

governmental corporation, and advised the Miami Heat in connection with

the development and operation of the American Airlines Arena in Miami. In

recent litigation, the firm represented former Pinal County Manager Stanley

Griffis in a lawsuit involving the privacy of government officials’ personal e-

mails. Griffis had been suspended in 2005 pending an investigation into

whether he’d used public funds to buy firearms, and Phoenix Newspapers

Inc. sought access to his e-mails. In August 2006 the Arizona Court of

Appeals ruled in favor of Griffis, holding that the public is not entitled to read

the private e-mails of public officials, even if they’re located on a government

computer.

GETTING HIRED

Simply put, the Phoenix legal market is less competitive than those in other

major cities, associates say. “If you come from a top-10 school and want to

live and work in Phoenix, no problems,” assures one inside source. As for

specific criteria, a junior litigator advises, “Law school grades are important

and, for young associates, are necessary for getting an interview. But the




firm is also looking for a well-rounded candidate who, for example, is

involved in the community and takes on leadership opportunities.” A

transactional attorney suggests the firm may have more stringent

requirements: “Applicants must be from a top-rated law school, ranked in the

top 15 percent of their class, and [have] served on their schools’ law reviews,

law journals, or moot court or mock trial teams.”

OUR SURVEY SAYS

Fennemore Craig’s associates report a high level of happiness with their work

and their firm. “I’m very satisfied with the variety of projects I’m working

on, and that I’m getting more and more responsibility even over the course of

one year,” says a second-year in the Phoenix headquarters. “The firm

provides an excellent balance of challenging and interesting work associated

with large firms and understanding of attorneys’ personal lives,” adds a more

experienced source.

Associates refer to the firm’s culture as “professional,” “friendly,”

“conservative,” “collegial, relaxed, supportive” and “easygoing,” noting that

there is “significant socialization outside of the office.” A young litigator

observes, “Younger lawyers tend to hang out together on weekends and

evenings. It is not the type of firm where you need to ingratiate yourself with

certain partners for political reasons.” Although associates praise the

generally “collegial” atmosphere, a few note that “there could be more of a

team approach in organizing cases and assignments.” “The firm can be very

segregational and if [you are] in a small practice group you can feel very

isolated,” notes one such isolated sort.

Associates give the firm’s partners extremely high marks, calling them

“professional,” “respectful” and “supportive.” According to a midlevel lawyer,

“The firm has an excellent open-door policy. All of the attorneys are very

approachable and open to helping associates with their work.” And, unlike

many firms, associates actually seem to have a role in firmwide actions. A

litigator tells us, “The partners are probably overly concerned with obtaining

associate input. Associates serve on most of the major firm committees and the

partners seem to consider associate input in most decisions.”

Fennemore Craig’s young lawyers offer enthusiastic praise for the firm’s formal

training program. “All first-year litigators receive extensive advocacy training

in a mock-trial program that lasts over six months and culminates in a trial,”





says one trial attorney. “This is in addition to seminars on writing and other

associate training.” A senior associate enthuses, “Best training programs I have

ever seen offered at a law firm! We have real estate continuing education

classes during lunch on most Fridays�training associates is a top priority.”

Provided you work the hours, the firm’s compensation plan is line with other

major firms in the area, according to associates. “The firm is tops for the

Phoenix market,” says a third-year. “If you work ‘big’ firm hours you will

receive a significant bonus.” A senior associate’s response is more measured:

“Compensation is commensurate with expectations. This is not the most

high-paying firm in Phoenix, but few of the associates are billing at the rates

expected at firms of comparable size. In addition, the bonus structure is

established to reward those attorneys willing to bill beyond the firm’s

minimum requirements�making pay more comparable to other firms.” One

common gripe: the firm does not duly reward pro bono work. As one junior

attorney complains, “I would like to see pro bono work better promoted and

rewarded within the firm’s billable hour and compensation structure.”




�Best training programs I

have ever seen offered at a

law firm! Training

associates is a top

priority.�

� Fennemore Craig associate







Dallas, TX 75201

Phone: (214) 747-5070

www.fr.com

LOCATIONS

Atlanta, GA

Austin, TX

Boston, MA

Dallas, TX

Minneapolis, MN

New York, NY

Redwood City, CA

San Diego, CA

Washington, DC

Wilmington, DE

MAJOR DEPARTMENTS

& PRACTICES



Licensing

Litigation & Dispute Resolution

Media & Entertainment

Patent Prosecution & Strategic

Counseling

Regulatory & Government Affairs

Trademarks & Copyrights

THE STATS

No. of attorneys:

Firmwide: 375+

Austin: 23

Dallas: 54

No. of offices: 10



Austin: 2 out of 2


President: Peter Devlin

Hiring Attorney:

Firmwide: John F. Hayden

Fish & Richardson P.C.





UPPERS

• Friendly, nonhierarchical culture

• Relatively reasonable hours

DOWNERS

• Little training

• Narrow IP focus

NOTABLE PERKS

• $500/year tech budget

• 401(k) contribution

• Moving expenses

• Discounts at local retailers

BASE SALARY (2006)

Austin, Dallas, TX

1st year: $135,000

Summer associate: $2,600/week (2007)

EMPLOYMENT CONTACT

Ms. Kelly E. Anderson

Recruiting Coordinator, Austin & Dallas

Phone: (214) 747-5070

Fax: (214) 747-2091


THE SCOOP

There’s more than one Fish in the sea (though not according to the firm’s

2005 ad campaign), but there’s only one Fish & Richardson P.C. Fish &

Richardson traces its roots back to 1878, when Frederick Perry Fish was part

of a law partnership in Boston that specialized in patents and patent litigation.

Fish teamed with William K. Richardson in 1889 and Charles Neave in 1893.

In 1969 the descendants of that firm split in two, and Fish & Richardson

remained in Boston, while IP rival Fish & Neave has since been folded into

Ropes & Gray. F&R now has more than 375 attorneys in 10 offices across

the country, including Austin and Dallas.

Though the firm has changed since its founding, it has remained true to its

patent beginnings. Fish & Richardson is one of the top IP firms in the

country, and has been cited numerous times by trade publications as the top

patent litigation firm in the industry. The firm practices in a handful of other

areas, including corporate, regulatory and government affairs. In a settlement

approved in December 2005, Dallas-based bankruptcy lawyers won $8

million for Fish & Richardson clients, former investors in an internet service

provider that went belly-up. In other Dallas news, the firm snagged a major

score for that growing office when it hired former City Attorney Madeleine

Johnson as a principal. Johnson will handle commercial litigation, white-

collar defense and government investigations.

GETTING HIRED

Fish & Richardson has high standards. “The firm looks for top-tier schools

and very good grades,” says one source. An Austin lawyer agrees that

potential Fishes must have “strong grades from top schools” and notes that an

“engineering background helps.” “We are primarily looking for candidates

with a strong aptitude in a technical field � who have good personalities,”

observes a contact. Another insider claims the firm is “looking for a

particular type of personality that fits in well with our friendly, eclectic bunch

of lawyers.” The firm’s high standards apply firmwide. “Fish & Richardson

hires only top-tier candidates, which really helps the already great interoffice

working relationships because you know that whoever is assigned to your

case, even if from another office, is going to be really good at what they do,”

says a Dallas lawyer.




OUR SURVEY SAYS

What makes Fish & Richardson a great place to work? “Amazing work

experience, great people [and] manageable hours,” according to a Dallas

associate. Another insider says the firm provides “very interesting case work,

direct client and partner contact” and is “very supportive of outside pro bono

projects.” “The quality of clients and work is excellent,” says an attorney

from the firm’s Austin office. “There is a lot of opportunity for early

responsibility, as well as opportunities to work with other offices.” The love-

fest continues. “The cases that we tend to attract are interesting, difficult

cases,” says a junior associate. “As a result, the work experience is great and

made better by the people I work with.”

A strong culture buoys F&R’s Texas associates. “Our lawyers definitely tend

to socialize and the office culture is very collegial,” reports a Lone Star

lawyer. “This is a great place to work�the people are very friendly, always

willing to help and give advice or constructive criticism, as needed,” says a

Dallas insider. “The type of attorneys at this firm are very Type A and are

really go-getters,” notes another contact. You won’t have to worry about

problem partners. The firm’s associates enjoy “great relationships with

partners” and feel “almost no hierarchy/distinction.” “The partnership is very

open with associates on firmwide issues like finances, direction and so on,” a

Dallas lawyer tells us. Don’t expect a lot of hand-holding, however. The firm

offers “almost no formal training” and is, in fact, “almost all trial-by-error.”

Texas lawyers are cashing in. “Base salary is well above market and hours-

based bonuses are generous and attainable,” says one source in Dallas.

“Salary and potential end-of-year bonuses are above market and superior in

Dallas,” agrees another lawyer from that office. An Austin attorney is

similarly pleased, saying that “billable hours are very reasonable and the

bonus structure for hours-based bonuses is generous.” Fish & Richardson

manages to be generous without completely ruining your life. “The firm’s

expectations regarding hours versus what associates are compensated is better

than any other firm I have seen or heard of,” says one appreciative source.

“Our hours are fairly average and I do not feel like the goals are

unattainable,” agrees a Dallas associate who enjoys a “good balance of

personal and work lives.” “The firm has no such thing as face time. As long

as you are completing your work and meeting your billable goal, you will be

considered to be performing satisfactorily,” states another contact.





© 2007 Vault, Inc.100

Fulbright Tower

1301 McKinney, Suite 5100


Phone: (713) 651-5151

www.fulbright.com

LOCATIONS

Houston, TX (HQ)

Austin, TX • Dallas, TX • Los

Angeles, CA • Minneapolis, MN •

New York, NY • San Antonio, TX •

St. Louis, MO • Washington, DC •

Dubai • Hong Kong • London •

Munich • Riyadh

MAJOR DEPARTMENTS

& PRACTICES

Admiralty • Alternative Dispute

Resolution • Appellate • Bankruptcy,

Reorganization & Creditors’ Rights •

Biotechnology & Technology Transfer

• Bond Financing • Corporate &

Securities • Employee Benefits •

Energy • Environmental • Facility

Management • Family Law •

Government Relations • Health Care •

Information Technology • Intellectual

Property & Technology • International

• Labor & Employment • Litigation •

Product Liability • Project Finance •

Public Finance • Public-Private

Partnerships & Economic Incentives •

Real Estate & Development • Records

Management • Semiconductor

Industry • Tax • Technology &

Emerging Companies • Trademarks •

Trust & Estates • Utilities & Energy

Regulation • Venture Capital

THE STATS

No. of attorneys:

Firmwide: 985

Houston 323

Austin 81

Dallas 123

San Antonio 63

No. of offices: 14







Chair of Executive Committee: Steven

B. Pfeiffer

Hiring Partners:

Houston: Rachel Clingman,

Carter Crow

Austin: Sherrard (Butch) Hayes

Dallas: Walter Herring

San Antonio: Steven Jansma

Fulbright & Jaworski L.L.P.





UPPERS

• Relaxed culture

• Sophisticated work

DOWNERS

• Difficult partnership track

• Cases too “important” to gain

early experience

NOTABLE PERKS

• Tickets to theater and sporting

events

• Paid moving expenses

• Free or subsidized parking

BASE SALARY (2006)

All Texas offices

1st year: $135,000


EMPLOYMENT CONTACTS

Houston

Ms. Katie Mattingly

Manager of Attorney Recruiting

Phone: (713) 651-3715


Austin

Ms. Leigh Christie

Recruiting Manager

Phone: (512) 536-5324


Dallas

Ms. Jaimee Slovak

Recruiting Manager

Phone: (214) 855-8000

Fax: (214) 855-8200


San Antonio

Ms. Kate Crawford


Phone: (210) 224-5575

Fax: (210) 270-7205


THE SCOOP

Founded in Houston in 1919, Fulbright Jaworski is the largest law firm in

Texas. Houston attorneys R. Clarence Fulbright and John Crooker were the

first to sign on, while name partner Leon Jaworski, who served as special

prosecutor for the infamous Watergate scandal, came along later in the

century. The firm specializes in corporate finance and litigation, with a lot of

its clients, such as Exxon and Mobil, coming from the oil and gas industry.

In fact, the firm is considered one of the top energy law firms in the country.

Fulbright has also been building up its already substantial practice in the

health care industry. Among other recent victories, the firm won dismissal of

a class-action lawsuit against clients Baptist Health System and American

Hospital Association in which the plaintiffs alleged that BHS charged unfair

rates for treatment of uninsured patients.

Fulbright’s Texas offices have separate identities and subspecialties and have

also gained many accolades over the years. Two Houston attorneys, Linda

Addison and Mark Baker, were recently voted two of the 100 Most Influential

Lawyers in America by The National Law Journal, and the Houston office

has been named to the Houston Business Journal’s list of the Best Places to

Work for several years in a row. Meanwhile, the Dallas office is busy

celebrating its 25th anniversary. Fulbright’s Austin office, located in Texas’

tech corridor, naturally specializes in areas of law pertinent to technology

companies, such as patent and trademark, information technology and

intellectual property. It recently gained 35 patent, trademark and technology

attorneys and scientific advisors, many of whom came from Austin specialty

firm Arnold, White & Durkee.

GETTING HIRED

Associates at Fulbright agree that hiring is “extremely competitive.

“Fulbright looks for candidates that are smart and outgoing,” says a Dallas

associate. “Fulbright seems to favor candidates that are well rounded and will

work well with clients. There are grade cutoffs at every school.” Insiders say

“the firm concentrates its efforts on the University of Texas and top-10 ranked

schools” (though one attorney thinks the firm “is way too lax about its hiring

standards with University of Texas students as compared to other schools”).

According to a Houston lawyer, “Our firm is looking for top-of-their-class

students, driven to succeed, competitive, willing to work hard, tough-skinned,



© 2007 Vault, Inc.102

but who still like to have a life outside the office.” Austin associates say their

office “is particularly competitive because � a lot of people want to live

here.” A litigator in that office reports, “Our recruits have excellent resumes,

frequently with advanced degrees in something other than law or interesting

work experience.”

OUR SURVEY SAYS

There must be something in the air at Fulbright’s Texas offices, because our

survey found associates to be almost uniformly content. “FJ is a firm in

which work is taken very seriously, but people are friends and definitely care

about each other,” says one Houston associate. The atmosphere is described

as “friendly and outgoing,” and “socially collegial, politically diverse.” “We

tend to socialize during the week, often going out to lunch together and going

out for drinks after work a few times a month,” says a first-year associate.

“But it is also very family-friendly (in the Dallas office in particular), as the

office is relatively young in general,” adds a Dallas attorney. “On a daily

basis relationships are very good between partners and associates,” says a

Houston insider who notes, however, that “information is sometimes very

slow to trickle down to the associates and associates do not participate in firm

decision making.” Dallas associates may be kept more in the loop; according

to one source, “The managing partners in the Dallas office regularly meet

with the associates and give updates on firmwide developments, office

developments and firm finances.”

While “the firm has a thorough formal training program for first-year

litigation attorneys,” corporate attorneys feel less prepared. “Transactional

training is more sporadic and tends to be more theoretical instead of

practical,” says a corporate associate. On a more informal level, says a fifth-

year, “partners and senior associates are very good about reaching out to

younger associates and providing them with guidance.” The “partners you

work with are constantly providing feedback and mentoring,” agrees an IP

lawyer. On the flip side, one fourth-year complains, “With the exception of

one or two brilliant mentors, the majority won’t even bother to say hello let

alone spend time mentoring you.”

Associates are surprisingly happy with both their hours and their

compensation. “My ‘big and prestigious’ firm is actually less of a sweatshop

than most,” says a Houston contact. “They are flexible about when you are

in the office, as long as you get your hours billed and work done.” “The hours





are long when there is something that needs to be done, but otherwise, I can

maintain an 8:30-to-6:30 day,” reports an Austin associate. But one Dallas

lawyer contends that “face time here is horrific.” Associates laud the “very

good part-time work schedule,” saying the firm is “wonderful about

adjustments to scheduling.” Plus, recent pay increases have associates

beaming. “The firm raised associate salaries last month, so associates are

very happy with their compensation level at this time,” says an Austin

associate. “We are paid exceptionally well and have a very satisfying bonus

structure,” adds a third-year. Still, some worry about “increased billable hour

pressure,” and others concede that while they make “a ridiculous amount of

money, it is also a ridiculous amount of work.”



© 2007 Vault, Inc.104

2575 East Camelback Road


Phone: (602) 530-8000

www.gknet.com

LOCATIONS

Phoenix, AZ (HQ)

Prescott, AZ

Santa Fe, NM

MAJOR DEPARTMENTS

& PRACTICES

Business Law

Environmental & Natural Resources

Health Law


Litigation

Real Estate

Taxation

Gallagher & Kennedy, P.A.



THE STATS

No. of attorneys:

Firmwide: 102

Phoenix: 99

No. of offices: 3



Phoenix: 5 out of 6

Managing Shareholder: Dean C. Short II

Hiring Shareholder: Michael K. Kennedy

NOTABLE PERKS

• Profit sharing and 401(k) plans

• Bar review/exam expenses plus

study stipend

• Free parking

• Relocation expenses

BASE SALARY (2006)

Phoenix, AZ

1st year: $110,000


EMPLOYMENT CONTACT

Ms. Amanda R. Powell

Attorney Recruitment Coordinator

Phone: (602) 530-8000


THE SCOOP

Founded in 1978, the full-service, Phoenix-based law firm Gallagher &

Kennedy has grown to over 100 attorneys. The firm now also maintains

teeny tiny offices in Santa Fe, N.M. (two lonely attorneys) and Prescott, Ariz.

(one lonely attorney). Gallagher & Kennedy is generally considered to be

among the top five business firms in Phoenix, as evidenced by a recent survey

conducted by Corporate Board Member magazine. Although the firm’s

greatest strength is probably its litigation practice, Gallagher & Kennedy

maintains seven departments, including business, health, real estate, and

environmental and natural resources. Representative clients include Phelps

Dodge Corporation, Opus West Corporation, the Arizona Cardinals, the

Arizona Diamondbacks and Motorola, Inc.

Gallagher & Kennedy has recently won a number of high-profile cases,

including most notably the dismissal of a federal lawsuit against its client,

Senator John McCain. In Soling v. McCain, plaintiff Chester Soling alleged

that Sen. McCain�the co-author of the McCain-Feingold campaign finance

bill�unlawfully accepted campaign contributions from out-of-state

contributors in 2004. Gallagher & Kennedy moved to dismiss, pointing out

that Soling’s suggestion that the constitutional guarantee of a republican

government requires senators to be beholden only to their own constituents�

and therefore precludes out-of-state contributions�had no support in case

law. The district court agreed and dismissed the case.

The firm’s litigation department recently won a 100 percent condemnation

verdict against the Maricopa County Flood Control District. The case

centered on the taking of a 10-acre parcel, which the state appraiser valued at

only $95,000 per acre, in order to construct a water detention basin.

Following a four-day trial, a Maricopa County jury awarded the firm’s client

the full amount of “just compensation” he sought�$150,000 per acre, for a

total of $2.1 million�a very rare award in condemnation cases.

In another notable win, Gallagher’s litigators successfully defended the

nation’s largest homebuilder, D.R. Horton, in a potentially massive

construction-defect suit brought by homeowners in a Chandler, Ariz.,

subdivision. Initiated as a class action, the suit alleged a variety of

construction defects in the 66-home subdivision. Gallagher & Kennedy first

successfully prevented the class certification and, subsequently, succeeded in

persuading the Arizona state court to dismiss all but four of the plaintiffs.

After the four remaining plaintiffs rejected a $40,000 settlement offer, a jury

awarded them a total of only $6,225.



© 2007 Vault, Inc.106

In 2006, the firm’s real estate department closed one of the largest land deals

(based on price) in Arizona history, a two-stage $317 million acquisition of

10,000 acres just outside of Mobile. The firm will now guide the venture�

a joint project by Montage Holdings and Weyerhaeuser Realty Investors�

through the annexation, the development of a land plan, the entitlement

process, and the sale of individual parcels to developers and home builders.

In recent years, the firm has consistently had a handful of attorneys listed in

The Best Lawyers in America (20 in 2006) and Chambers USA: America�s

Leading Lawyers for Business (10 in 2006). Gallagher & Kennedy was also

ranked as a “leading Arizona firm” by Chambers in five areas: environmental

law, general commercial litigation, white-collar crime and governmental

investigations, real estate (general) and real estate (zoning/land use). Perhaps

of even greater moment for potential future associates, the firm recently won

the Maricopa Country Bar Association’s Quality of Life Award in the large

law firm category and was also selected as one of the Best Places to Work in

the Valley by The Business Journal.

GETTING HIRED

Gallagher & Kennedy seeks “motivated, bright and energetic students who

combine intelligence with strong interpersonal skills and a variety of

interests.” Each year’s summer class consists of approximately a half-dozen

“well-rounded” and “creative” students who are “dedicated to the practice of

law.” The firm keeps the summer program comparatively small in order to

provide individualized attention and training. Each summer associate is

matched with two mentors�a shareholder and an associate�who

periodically review and discuss their work. In 2006, Gallagher & Kennedy

conducted on-campus interviews at more than a dozen schools across the

country, including Arizona State University, University of Arizona, Brigham

Young University, Northwestern University, University of Kansas, University

of Iowa, University of Oklahoma, University of Michigan, University of

Notre Dame, UCLA, University of Southern California, University of Texas

and Vanderbilt University. The firm also participated in the Sunbelt Minority

Job Fair and the Rocky Mountain Diversity Legal Career Fair.





© 2007 Vault, Inc.108

1601 Elm Street, Suite 3000

Dallas, TX 75201

Phone: (214) 999-3000

www.gardere.com

LOCATIONS

Dallas, TX (HQ)

Austin, TX

Houston, TX

Mexico City

MAJOR DEPARTMENTS

& PRACTICES

Antitrust

Appellate

Banking

Bankruptcy

Biotechnology

Corporate Governance

Corporate Securities

Employee Benefits

Energy

Environmental

Food & Beverage Industry

Government Contracts

Health Care

Immigration


Labor & Employment

Litigation

Oil & Gas

Real Estate

Tax

Trusts & Estates

White-Collar Crime & Compliance

THE STATS

No. of attorneys:

Firmwide: 286

Dallas: 171

Houston: 93

Austin: 15

No. of offices: 4



Dallas: 9 out of 16

Houston: 7 out of 9

Managing Partner: Stephen D. Good

Hiring Partners:

Dallas: Michael H. Newman

Houston: Stephen D. Elison

Gardere Wynne Sewell LLP





UPPERS

• Good compensation

• Variety and quality of work

DOWNERS

• Two-tiered partnership track

• No firm-provided BlackBerries

NOTABLE PERKS

• Generous expense accounts


• Annual associate-only retreat

• Lavish recruiting events

BASE SALARY (2006)

Dallas & Houston, TX

1st year: $135,000

Summer associate:

$2,300/week (2L); $2,100/week (1L)

EMPLOYMENT CONTACT

Ms. Tammy Patterson

Director of Recruiting and Professional

Development

Phone: (214) 999-4177

Fax: (214) 999-3177


THE SCOOP

Gardere Wynne Sewell LLP has been around for almost a hundred years,

having opened its doors in Dallas in 1909. In 1995, the firm merged with

Houston-based Sewell & Riggs. Today, Gardere is almost 300 attorneys

strong, including lawyers in Mexico City who work at Gardere, Arena y

Robles, S.C., a partnership of U.S. and Mexican attorneys. The Austin office

basically serves as the firm’s lobbying branch and is comprised of a few

partners, senior attorneys and government-savvy consultants.

Associates interested in Gardere can take their pick of over 40 practice areas

and expect to service big-name clients and work on high-profile cases.

Gardere boasts that it represents 22 of the 43 Fortune 500 companies

headquartered in Texas. The firm was among successful defense counsel for

Wal-Mart in an $8 million product liability suit alleging that the retail giant

sold a dangerous bicycle. In February 2006, after an eight-week trial, a

California jury cleared the defendants of all liability.

Gardere prides itself on its community connections and pro bono

commitment. The firm has received many awards from the Dallas Bar

Association for its pro bono work, including Pro Bono Law Firm of the Year

and induction into its Pro Bono Hall of Fame. Beneficiaries of the firm’s

services include such organizations as Dallas Habitat for Humanity, Youth for

Tomorrow Foundation, I Have a Dream Foundation, North Texas Legal

Clinic, Dallas International School, Legal Services of North Texas and the

Jingle Bell Run. The firm is also well regarded in the local legal community.

Associate Latosha Lewis was recently named president of the Houston

Lawyers Association for 2006�2007, and partner Beverly Bell Godbey will

lead the Dallas Bar Association in 2007.

GETTING HIRED

“Like every big firm, it is highly competitive,” says a Houston associate when

asked about the firm’s hiring practices. “University of Texas, SMU and

University of Houston are [the] main schools,” says one contact. The firm

also recruits candidates “from St. Mary’s and South Texas, but they have to

have really good grades,” according to a third-year. An insider notes that

though the firm tends to “focus more on Texas law schools,” “this summer we

have more clerks coming from out of state than we do in state.” In addition



© 2007 Vault, Inc.110

to high GPAs, the firm looks for interesting personalities. “The firm wants

people that are well rounded and know how to have a life outside of work, but

are also in the top 5 to 10 percent of their class,” says a litigation associate.

Moreover, “writing skills are a must to work here.” A senior associate warns

that candidates’ writing samples “are scrutinized fairly heavily prior to

making an offer.”

OUR SURVEY SAYS

Gardere is a very nice place to work, according to our contacts. “I am basically

happy doing the work I do, with the people I’m around,” says a Dallas lawyer.

“It’s not thrilling or meaningful or anything like that,” says one associate, but

“it’s a nice place to work, and the work is nice, and the hours are nice, and the

salary is nice.” “Open-door, friendly, down-to-earth, hardworking,” is how one

Houston associate describes the firm. “Lawyers socialize together and the firm

has a very collegial atmosphere,” reports a litigator in Dallas. “The culture and

quality of life couldn’t be better for a firm of this size,” gushes a second-year.

“Even at work, people tend to have a pretty good time, and happy hours and

social functions are regular occurrences.” One associate describes the firm as

“diverse and very tolerant,” with attorneys spanning the political spectrum from

“ultraconservative to liberal.” Associates also feel that partners are approachable

and willing to tackle any issues associates pose. But that doesn’t mean they let

associates rule the roost. “Unsurprisingly, the partnership makes the key

firmwide decisions. However, partner-associate relations are fairly informal and

generally healthy,” says a second year. But one midlevel points out that the

quality of relations “varies from partner to partner. Some are better than others.”

Many associates say that Gardere “has excellent and extensive training

programs.” According to one insider, “Both the litigation and corporate

groups provide extensive and interactive (i.e., mock trials, depositions)

training programs for all new associates.” “From what I have seen or heard

about at other firms, our program is second to none,” brags another associate.

That opinion isn’t shared by all: asked about formal training, one banking

attorney tells us, “There isn’t much of it.” Instead, she says, “Whatever I

know at this point, I learned from the partners in my department, not from any

firmwide training program.” Another associate observes, “As there is not

much turnover compared to some large or midsized firms, there is more time

and effort spent in mentoring or informal training.”





The hours are long but “reasonable,” according to our respondents. “Like

every big firm, the hours requirement takes a toll on mind and body.

However, the firm is very flexible in regards to making sure the associate

takes care of personal things,” says a litigation associate. One firm newcomer

notes, “I think we have to work less than many firms that pay comparably.”

While the firm has no stated billable hours requirement, “bonuses started last

year at 2,000 hours, but are much more significant at 2,050 and up,” an

associate explains. In a rare display of enthusiasm over compensation�an

area in which lawyers typically find something to complain about�

associates couldn’t say enough good things about their salaries. “Cannot

complain about the compensation. It is great,” raves a first-year.

“Outstanding,” exclaims a second-year, adding that “the firm recently raised

associate compensation, matching and often exceeding the packages offered

by larger firms. You get paid more than most, and still get to have a life.”



© 2007 Vault, Inc.112

�The culture and quality of

life couldn�t be better for a

firm of this size.�

� Gardere Wynne Sewell

associate





© 2007 Vault, Inc.114

2100 McKinney Avenue, Suite 1100

Dallas, TX 75201

Phone: (214) 698-3100

www.gibsondunn.com

LOCATIONS

Century City, CA • Dallas, TX •

Denver, CO • Irvine, CA • Los

Angeles, CA • New York, NY •

Palo Alto, CA • San Francisco, CA

• Washington, DC • Brussels •

London • Munich • Paris

MAJOR DEPARTMENTS

& PRACTICES


Appellate & Constitutional Law •

Business Crimes & Investigations •

Business Restructuring &

Reorganization • Communications •

Consumer Class Action • Corporate

Transactions & Securities • Crisis

Management • Emerging

Technologies • Employee Benefits •

Environment & Natural Resources •

Executive Compensation • Financial

Institutions • Global Finance •

Government & Commercial

Contracts • Insurance &

Reinsurance • Intellectual Property

International Trade • Regulation &

Compliance • Labor & Employment

Latin America • Legal Malpractice

Defense • Litigation • Media &

Entertainment • Private Equity •

Public Policy • Real Estate •

Securities Litigation • Tax

THE STATS

No. of attorneys:

Firmwide: 800+

Dallas: 41

No. of offices: 13



Dallas: 7 out of 7

Managing Partner: Kenneth M. Doran

Hiring Partner: David L. Sinak

Gibson Dunn & Crutcher LLP





UPPERS

• Challenging work

• The money’s good

DOWNERS

• Little to no formal training

• Slim partnership prospects

NOTABLE PERKS

• Firmwide retreats in Palm Springs

• $1,000 annual client

development budget

• Free laptops, BlackBerries &

home wireless routers

• Free dinners

BASE SALARY (2006)

Dallas, TX

1st year: $135,000

2nd year: $140,000

3rd year: $155,000


EMPLOYMENT CONTACT

Ms. Karen Castleman


Phone: (214) 698-3211

Fax: (214) 571-2925


THE SCOOP

While Gibson Dunn & Crutcher has nearly 135 years of experience behind it

(the firm was founded in Los Angeles in 1872), the firm’s 22-year old Dallas

office is still a youngster. Although the office remains relatively small, it has

already joined the ranks of the elite Dallas law firms in terms of quality

clients and sophisticated cases. Clients of the Dallas office include such

household names as PricewaterhouseCoopers, Dell, Wal-Mart and

Travelocity.com. Like Gibson Dunn associates elsewhere, lawyers in the

Texas office can expect to work on complex deals and high-profile matters.

The firm’s corporate attorneys recently represented D.R. Horton, Inc., the

nation’s largest homebuilder, in a $750 million public offering. Gibson Dunn

also represented Atmos in its $1.93 billion purchase of the natural gas assets

from TXU to make Atmos the largest pure natural gas utility in the United

States.

Litigators also get their share of juicy cases. The firm has one of the country’s

top antitrust practices, whose co-chair, M. Sean Royall, is a former deputy

director at the Federal Trade Commission and a partner in the Dallas office.

In 1999, the firm was part of a legal team that defended client Tenet Health

Care against accusations that patients were held against their will, defrauded

and mistreated in its psychiatric facilities. The National Law Journal lauded

the case as the year’s Biggest Defense Win. Dallas partner-in-charge Karl

Nelson won a recent press-worthy dismissal in a labor and employment suit

in which employees of client Textron Inc. alleged that Textron’s stock wasn’t

a good investment for the company to include in its company savings plan.

GETTING HIRED

Gibson Dunn associates across the board agree that if you don’t have the

grades, it will be tough, if not impossible, to get through the door. “Gibson

Dunn utilizes very strict grade cutoffs and allows no exceptions,” says a

Dallas associate. Moreover, a transcript full of As is only the beginning of the

story. “Interviews are important, and the firm is careful to only attract

extremely intelligent people who can work within our culture,” warns one

associate. If the interview process�which may involve interviews with up

to 10 people, “from partners to young associates, as everyone needs to have

a good idea of you”�seems daunting, keep in mind that it also provides an



© 2007 Vault, Inc.116

“opportunity for the applicant to [pose] different questions to different

categories of persons.”

OUR SURVEY SAYS

Overall, say insiders, “Gibson Dunn has a culture of collegiality.” “Everyone

is pretty normal and easy to get along with,” says an experienced Dallas

attorney. But that doesn’t mean the firm is party-central. “Gibson Dunn’s

Dallas office is not very social,” says a third-year. “The people here mostly

have families and tend to come in, get their work done and head home.”

“Unfortunately no one really socializes at the firm outside of going to lunch,”

says a wistful first-year. “It would be nice if they did, but it’s just not done.”

(However, one newcomer seems to have found a more actively social crowd,

telling us, “Yes, people hang out outside of work. There are a lot of social

activities sponsored by the firm.”) “Politically, the firm leans right,” shares

one Dallas source, “which is nice for those looking for a haven in the sea of

left-leaning firms.”

The most-often praised aspects of Gibson Dunn-Dallas include “the high-

level and challenging work, the people and the compensation.” The firm’s

“free-market” approach to work assignment seems to extend to its training

methods. “There is little formal training here. Training occurs by doing, not

by formal instruction,” reports a second-year. Another source confirms that

there’s “no formal training. It’s all on the job, though you have almost

unlimited access to whatever CLE you are interested in.” Similarly, don’t

expect a hand-holding senior associate or partner to guide your way. “I have

found a partner and a practice group that has a lot of one-on-one training and

mentoring, but it seems to be the exception, not the rule,” says a third-year

associate.

Dallas associates work hard but are fairly satisfied with their hours. “There

is no question that the firm expects a lot out of its associates, but the number

of hours required still falls a little below similar firms,” says a third-year.

“Most of the time the hours are not that bad, but there are peaks when the

hours can become somewhat oppressive,” adds a litigation associate. Another

contact appreciates that “the firm is great about technology, so you can work

from home. No one is looking over your back, monitoring when you are in

the office.”





Associates say the compensation is “particularly good, especially in light of

the cost of living in Dallas,” and note that “bonuses have risen enough to

make the billable requirements more than fair.” A first-year reports, “It’s a

great salary for the hours you have to work. I mean, we are at the top of the

Dallas market.” One associate explains the bonus structure: “There is a ‘soft’

billable hour requirement of 1,950 that will usually put you in a pool to

receive the standard bonus (at least at my experience level). Bonuses are still

awarded at levels below 1,950, but they are smaller. Larger bonuses are

provided to those whose billable hours reflect an abnormally high number of

billable hours worked.”



© 2007 Vault, Inc.118

Renaissance Tower

1201 Elm Street, Suite 1700

Dallas, TX 75270

Phone: (214) 939-4400

5 Houston Center

1401 McKinney Street, Suite 2700

Houston, TX 77010

Phone: (713) 425-7400

www.godwinpappas.com

LOCATIONS

Dallas, TX

Houston, TX

MAJOR DEPARTMENTS

& PRACTICES

Appellate • Banking • Bankruptcy •

Commercial Litigation • Energy •

Construction & Surety • Corporate

& Securities • Employee Benefits •

Energy • Environmental • Estate

Planning, Probate & Estate

Litigation • Family Law • Health

Law Litigation • Immigration •

Intellectual Property • Labor &

Employment • Mass Tort Litigation

• Personal Injury Trial Law •

Product Liability • Public Law • Tax

Wills & Estates Litigation

THE STATS

No. of attorneys:

Firmwide: 89

Dallas: 72

Houston: 17

No. of offices: 2

Chairman and CEO: Donald E. Godwin

Managing Partner: Marcos G. Ronquillo

EMPLOYMENT CONTACT


Godwin Pappas LangleyRonquillo, LLP



THE SCOOP

Just 26 years old, Godwin Pappas Langley Ronquillo, LLP has become one

of Texas’ leading litigation boutiques. Founded in 1980, the firm has close to

100 lawyers in its Dallas and Houston offices and boasts a diverse clientele

that ranges from Fortune 500 companies to regional businesses to successful

individuals. “We Solve the Problem” is the firm’s trademarked motto, and

Godwin Pappas strives to do just that in key areas such as appellate work,

business litigation, corporate and securities, intellectual property, mass torts,

environmental law, tax and estates.

Godwin Pappas Langley Ronquillo was formerly Godwin Gruber, a 140-

lawyer firm. But in late 2005, after seven years with the firm, name partner

G. Michael Gruber and three other partners (Brian N. Hail, Michael K. Hurst

and John Martin) left to form their own high-end trial boutique: Gruber Hurst

Johansen & Hail. The firm was renamed to reflect its new leadership.

The public law section of Godwin Pappas has represented large public

entities in litigation and governmental disputes at every level, including

international trade and immigration disputes, among others. Notably, the firm

won summary judgment in favor of its client Dallas/Fort Worth International

Airport in a lawsuit involving more than 200 noise complaints filed by

homeowners in response to the airport’s noise abatement program.

Recently, Godwin Pappas won a motion to dismiss in federal court on behalf

of KBR, a Halliburton subsidiary and the Pentagon’s largest private

contractor in Iraq. The plaintiffs, five KBR employees, claimed that

Halliburton owed millions of dollars in overtime pay to its workers in Kuwait

and Iraq. But the U.S. District Court judge agreed with Godwin Pappas

attorneys that federal wage-and-hour laws don’t apply to work done outside

the United States and the overseas workers are bound by contracts providing

for straight-time pay for hours worked in excess of 40 per week. Firm

founder Donald E. Godwin had also served as lead counsel in Halliburton’s

asbestos litigation, helping the Houston-based company reach a $4 billion

settlement in 2004, thereby resolving more than 380,000 asbestos-related

claims.

Presumably, it’s continuing successes such as these that led Halliburton to

name Godwin Pappas its Go-To Law Firm in the areas of intellectual property

and commercial transaction litigation. The honor was accorded the firm in

Corporate Counsel magazine’s annual survey of the general counsel of

Fortune 500 companies. The survey asks in-house counsel at the nation’s top


Godwin Pappas Langley Ronquillo, LLP

© 2007 Vault, Inc.120

companies, “Which law firms do America’s largest companies turn to first to

handle their legal affairs?”

If Godwin Pappas attorneys work hard, the firm also encourages them to play

hard. Volunteers participate in the DAYL Teddy Bear Drive, Habitat for

Humanity, the “Red Line Drivers” co-ed softball team, and many walks and

runs for charity. And Godwin Pappas also knows how to combine hard play

with hard legal work. Three associates recently won a victory for the

“plaintiff” in the firm’s in-house mock trial competition, judged by six

partners. This year, 14 teams competed for the title of top “Trial Dog,” an

honor that comes with a monetary reward, immortalization on the mock-trial

winners’ plaque and an iron trial dog figurine with the winners’ names

engraved on the dog tag.

GETTING HIRED

The firm doesn’t have a formal recruiting program but is open to “both young

and experienced lawyers” who “have passion for a client-focused law

practice and who want to uniquely design their careers.” Go-getters who are

eager to hit the ground running may find the firm a good fit. Because of the

firm’s relatively small size and leanly staffed cases, associates can expect to

take on a high level of responsibility early on. The firm notes that “it is not

unusual for a four- or five-year associate to present the opening argument in

a high-stakes, multimillion-dollar trial.”


Godwin Pappas Langley Ronquillo, LLP



401 Congress, Suite 2200

Austin, TX 78701

Phone: (512) 480-5600

www.gdhm.com

LOCATION

Austin, TX

MAJOR DEPARTMENTS

& PRACTICES

Administrative & Regulatory

Litigation

Banking & Finance

Commercial Transactions


Employment Law

Entertainment

Estate Planning, Tax & Probate


Natural Resources: Oil, Gas &

Water

Real Estate: Acquisition, Financing

& Development

Tax Exempt/Non-Profit Organizations

Technology

Trial & Appellate Litigation

Graves, Dougherty, Hearon &Moody, P.C.


THE STATS


No. of offices: 1

President: John J. (“Mike”) McKetta III

Hiring Shareholder: Edward S. McHorse

NOTABLE PERKS

• Parental leave

• Domestic partner benefits


• Subsidized health-club membership

BASE SALARY (2006)

Austin, TX

1st year: $105,000


EMPLOYMENT CONTACT

Ms. Teresa Kennedy


Phone: (512) 480-5667

Fax: (512) 480-5867


THE SCOOP

The full-service firm of Graves, Dougherty, Hearon & Moody was founded

in Austin in 1946 and now constitutes one of the city’s leading law practices.

A recent issue of Corporate Board Member magazine ranked the firm fourth-

best in its survey of Austin firms. The highest-ranked local firm in the

rankings, Graves Dougherty was behind only the mega-firms of Akin Gump,

Fulbright & Jaworski, and Vinson & Elkins.

The firm’s resume for the last year is dotted by numerous noteworthy

accomplishments. Attorneys from the firm’s corporate department

represented THP Capstar in its purchase of DMX Music, one of the world’s

leading suppliers of music to airlines, retail stores and cable companies.

Because DMX Music operates in over 100 countries, the acquisition

constituted a complex international undertaking, which entailed resolving

legal issues around the world. One key result of the deal was the relocation

of DMX’s headquarters from Los Angeles to Austin, which brought many

new jobs to the area (and, presumably, a sizeable amount of ongoing work for

the firm).

The firm’s real estate department handled several major transactions in 2005,

including one involving a long strip of land in Bee Cave. The deal stemmed

from a decision by the Baldwin family�Austin stalwarts who have been

clients of the firm for more than two decades�to develop a large tract of their

real estate holdings. First, the firm oversaw a lawsuit to determine the land’s

use and zoning rights. Once the right to develop the property was established,

the firm negotiated with the potential developers of The Galleria, which

resulted in the sale of the property for the massive, mixed-use project.

The firm’s litigators have also been busy. In 2005, Graves Dougherty

successfully litigated a trade secrets action involving the theft of computerized

designs for semiconductor manufacturing equipment, and persuaded the state

Supreme Court to reverse certification of a class action against firm client State

Farm Mutual Automobile Insurance. The firm also defended the first “Can

Spam Act” lawsuit in Texas and defended a subsequent Can-Spam case brought

by Microsoft. Graves Dougherty’s representative clients include such national

names as Bank of America and Wachovia Bank, and such local institutions as

Morrison Homes of Texas and the Texas General Land Office. Shareholder and

firm president Mike McKetta is currently representing the Dallas-based law firm

Hughes & Luce, LLP in a lawsuit brought by that firm’s former client, H. Ross

Perot Jr. (son of the Texas billionaire and former presidential hopeful, H. Ross

Perot Sr.), claiming breach of fiduciary duty and professional negligence in


Graves, Dougherty, Hearon & Moody, P.C.



connection with Perot’s failed efforts to restore and fly the original T-38 Talon

supersonic training jet, and to make it the centerpiece in a now-defunct flight

museum.

As one of the better known legal brands in the state, Graves Dougherty’s

ranks have included an assistant U.S. attorney general, an assistant Texas

attorney general, a general counsel for a Texas governor and a member of the

U.S. solicitor general’s office. The firm also prides itself on having the most

attorneys of any Austin-based firm listed in the 2006 edition of the Best

Lawyers in America, a total of 21. (That total went up by one to 22 with the

recently released 2007 edition.) In 2005, 13 Graves Dougherty attorneys

were named Super Lawyers by Texas Monthly magazine, and seven were

named Rising Stars. The industry publication Chambers USA has listed the

firm among “America’s leading lawyers” for its insurance practice. As for

individual honors, shareholders Mike McKetta and Karen Bartoletti were

included by the Austin Business Journal in its rankings of the Best Business

Attorneys and Corporate Counsel.

Graves Dougherty also takes pride in its commitment to pro bono work and

the community of Austin. In 2005, the firm’s sixth annual “Engaging

Conversations” fundraiser raised more than $50,000 for Hospice Austin. In

2006, Engaging Conversations raised $52,650 for The Capital Area Food

Bank of Texas. Indeed, the firm’s public interest efforts have earned it a

handful of awards over the last few years. Noting that Graves Dougherty has

taken on more of its cases over the last two years than any other Austin law

firm, Volunteer Legal Services of Central Texas awarded the firm with its

Joseph H. Hart Award. In addition, the United Way Capital Area recently

presented its Outstanding Leadership Giving Campaign Award to Graves

Dougherty.

GETTING HIRED

When it comes to hiring, Graves Dougherty makes no pretensions to large

firm resources. In 2005, for example, the firm partook in on-campus

interviews at one, and only one, law school�Austin’s own University of

Texas. The firm also takes a nontraditional approach to the summer program

itself, hiring only first-year law students, as opposed to the usual emphasis on

2Ls. This policy is not set to change anytime soon; the firm has already

announced that it will not be hiring 2Ls in 2007 either. The firm makes its

hiring decisions based on that first summer, expecting that candidates’



© 2007 Vault, Inc.124

second-summer experiences elsewhere will help them evaluate whether or

not Graves Dougherty offers the right fit. For a sense of the firm’s selectivity,

note that it employed five summer associates in 2005. (At least one summer

associate received an offer!)





© 2007 Vault, Inc.126


Dallas, TX 75202-3789

Phone: (214) 651-5000

www.haynesboone.com

LOCATIONS

Austin, TX • Dallas, TX • Fort

Worth, TX • Houston, TX • New

York, NY • Richardson, TX • San

Antonio, TX • Washington, DC •

Mexico City • Moscow

MAJOR DEPARTMENTS

& PRACTICES

Antitrust • Appellate • Aviation •

BioScience & Medical Technology

Business Litigation • Business

Reorganization/Bankruptcy •

Corporate/Securities • Employee

Benefits/Executive Compensation •

Energy/Power • Environmental •

ERISA Litigation • Finance • Franchise

& Distribution • Government

Contracts • Health Care • HIPAA

Privacy & Security • Immigration •

Insurance Coverage • Intellectual

Property • Intellectual Property

Litigation • International • Investment

Funds • Iraq Transactions & Claims •

Labor & Employment • Media Law •

Mergers & Acquisitions • Outsourcing

• Projects Practice • Real Estate •

Restaurant & Food Service •

Sarbanes-Oxley/Corporate

Governance • Securities Litigation •

Tax, Business & Estate Planning •

Technology Contracts • Venture

Capital • White Collar Criminal

Defense

THE STATS

No. of attorneys:

Firmwide: 453

Austin: 21

Dallas: 199

Fort Worth: 19

Houston: 117

Richardson: 33

San Antonio: 17

No. of offices: 10



Austin: 1 out of 2




Richardson: 5 out of 6


Managing Partner: Robert E. Wilson

Hiring Partners:

Austin: Mary S. Mendoza

Dallas/Firmwide: Kathleen M.

Beasley

Fort Worth: Stephen M. Pezanosky

Houston: Bradley J. Richards

Richardson: J. Andrew Lowes

San Antonio: Lamont A. Jefferson

Haynes and Boone, LLP





UPPERS

• Early client contact

• Lock-step compensation

DOWNERS

• Full business dress required

• Perceived stinginess

NOTABLE PERKS

• 401(k)/profit sharing

• Frequent happy hours

• BlackBerries and laptops

• Discounts on gym memberships

BASE SALARY (2006)

All offices

1st year: $135,000


EMPLOYMENT CONTACT

Ms. Joanne Krassy

Fall Recruiting Coordinator

Phone: (214) 651-5438

Fax: (214) 200-0846


THE SCOOP

Haynes and Boone is a young firm that has experienced remarkable growth.

Founded in 1970 by Richard Haynes and Michael Boone, the partners used

their expertise in IPOs to attract corporate clients and immediately began

growing. Today, the firm has 453 attorneys in 10 offices and is the fifth-

largest Texas-based firm. The firm offers a full range of legal services; niche

practices include franchise and distribution, outsourcing, bioscience and

technology, and HIPAA privacy and security.

Among other recent transactions, the firm helped Dallas-based Panda Ethanol

complete a $90 million merger agreement and private placement with

Cirracor, Inc. The firm also strives to be a leader in service to the community

through pro bono projects and participation in a wide range of community

events. In April 2006, for example, Haynes and Boone lawyers serving on a

pro bono basis succeeded in winning a new trial on behalf of Alberto

Sifuentes, who was convicted of the murder of a Panhandle convenience store

clerk 10 years earlier. To further its civic interests, the firm created the

Haynes and Boone Foundation, which uses firm and partner contributions to

fund local nonprofit organizations.

Another area in which Haynes and Boone strives to be in the forefront is

technology. As a two-time highest scorer on The American Lawyer Tech

Scorecard, the firm has almost every gadget and gismo from wireless internet

to its own portal, where attorneys and support staff can access documents, do

their billing and input client information.

GETTING HIRED

Haynes and Boone “wants to recruit Ivy Leagues but tends to recruit Texas-

based schools mainly,” say insiders, and it seems to have “a soft spot for SMU

law grads.” “Our grade cutoff varies depending on the tier of law school,”

says a fifth-year, who adds that the firm also looks for “law review or journal

experience.” Grades aside, the firm looks for “outgoing, very motivated

candidates.” “To get a permanent offer, we will need someone who can do

good work, makes an earnest effort and generally has a pleasant personality

(‘no jerks’),” explains a third-year. “You also need to be able to carry on a

conversation and be relaxed, but not informal. The firm is looking for

professionals,” adds a real estate associate. One senior associate offers the



© 2007 Vault, Inc.128

“No.1 piece of advice to summer associates: write well. Turn in near-perfect

written work product.”

OUR SURVEY SAYS

Our contacts find Haynes and Boone a pleasant and professional workplace.

“The firm has its own personality, which is made up of a diverse group of

people who are encouraged to work together and learn from each other.

Honest communication is encouraged and lawyers can often be found

socializing outside of work,” says a Dallas associate. Another lawyer touts

the “friendly atmosphere, helpful partners and noncompetitive associates.”

“The firm’s culture is pretty laid-back, as far as law firms go,” says an insider.

But many note that the culture isn’t uniform; some groups have better

reputations than others.

Associates appear to be genuinely fond of the partners. “This is one of the

best things about this firm, the partners are wonderful to work for,” says a

Houston associate. “I have been treated with nothing but the utmost respect,”

raves a third-year. But again, others warn that relations are “very inconsistent

between practice groups.” “In my section, relations are generally very good.

However, I’ve heard that some partners in other sections are hard to work

with,” says a real estate associate. “I do not believe that the firm actually

adheres to its ‘no jerk’ policy,” laments a fourth-year. Others complain that

“the firm does not keep associates informed or allow them to participate in

firmwide decisions.”

“Associates receive two days of formal training at the start and then training

from practice groups throughout their career,” explains a contact. While a

few associates praise the program, others claim it is “not overly helpful.”

Associates fill the gaps through informal training and mentoring. “Most of

the training occurs on the job and comes from working with a variety of

people,” says a Houston lawyer. “I receive a lot of informal training, advice,

feedback and mentoring,” adds a third-year. But at least one litigation

associate disagrees. “There is pretty much no mentoring or informal training.

There are a handful of partners that make an effort but they are rare and busy,”

says the associate.

Most sources agree that the hours are quite reasonable. “I don’t feel required

to be here any longer than it takes to do my work at a high level,” says a

corporate associate. “Of the bigger firms in town, H&B has some of the most





humane hours,” remarks a Dallas associate. The firm has recently established

written policies for flexible and part-time schedules. “Beginning in January

2006, the firm has announced a formal part-time policy,” observes one happy

part-timer. “Part-timers can now make partner and salary is directly

proportional to hours worked.” Other associates appreciate that there are “no

formal minimum billable hours requirements.”

Nevertheless, the firm’s pay scale garners mixed reviews from associates. “I

am paid very well, especially considering that most firms expect much higher

billable hours,” says one associate. But others feel their time is worth more.

“Similarly-situated associates at other large firms in Dallas receive a higher

base salary,” complains a fourth-year. “I think we are consistently below our

peers in terms of compensation (both in terms of hard numbers and

intangibles like parking, firm amenities and so on),” agrees another associate,

who adds, “that may be because we are completely lock-step and there is no

individual-based merit bonus (but we have bonuses based on associate

performance as a whole).”

© 2007 Vault, Inc.130



�The firm has its own

personality, which is made

up of a diverse group of

people who are

encouraged to work

together and learn from

each other.�

� Haynes and Boone associate





© 2007 Vault, Inc.132

1111 Louisiana, 25th Floor

Houston, TX 77002

Phone: (713) 787-1400

www.howrey.com

LOCATIONS

Chicago, IL

East Palo Alto, CA

Falls Church, VA

Houston, TX

Irvine, CA

Los Angeles, CA

New York, NY

Salt Lake City, UT

San Francisco, CA

Washington, DC

Amsterdam

Brussels

London

Paris

Taipei

MAJOR DEPARTMENTS

& PRACTICES

Antitrust

Global Litigation


THE STATS

No. of attorneys:

Firmwide: 575+

Houston: 76

No. of offices: 15



Houston: 5 out of 7

Managing Partner & CEO: Robert F.

Ruyak

Hiring Partner: Steven E. Edwards

Howrey LLP




Howrey LLP

UPPERS

• Sophisticated work and clientele

• Pro bono commitment

DOWNERS

• High-stakes cases make gaining

experience tough

• Lack of communication from

management

NOTABLE PERKS

• Free parking

• Moving expenses paid

• Weekly socials

• Monthly free breakfast

BASE SALARY (2006)

Houston, TX

1st year: $135,000


EMPLOYMENT CONTACT

Ms. Kendall Wade


Phone: (713) 787-1545

Fax: (713) 787-1440


THE SCOOP

Howrey LLP is a litigation firm that specializes in intellectual property,

antitrust and global litigation. The firm’s success in these areas is enhanced

by its strong presence in key locations around the country and several major

cities overseas. In 2000 the Washington-based Howrey Simon Arnold &

White merged with Houston litigation boutique Clements, O’Neil, Pierce,

Wilson & Fulkerson. This merger sent 22 Clements attorneys to Howrey

Simon’s Houston office, bolstering the Texas office to its current size of some

75 attorneys. It also added a strong commercial litigation team to Howrey’s

IP and antitrust experts. In 2005 the firm shed most of its moniker to become

the short and sweet Howrey LLP.

Patent litigation accounts for about 40 percent of the firm’s business; not for

nothing was Howrey named Global Patent Law Firm of the Year at the Who’s

Who Legal Awards in 2005 and 2006. It also has the world’s largest antitrust

practice. In October 2005, Howrey’s antitrust aces convinced the Federal

Trade Commission that one can never have too much bourbon�the FTC

OK’d the acquisition of Maker’s Mark by Howrey client Fortune Brands,

which already owned Jim Beam and Knob Creek; and in March 2006 they

spun client Whirlpool’s proposed $2.7 billion takeover of Maytag so well that

the Justice Department granted unconditional approval for the transaction.

Howrey also has a recognized commitment to pro bono work. In September

2005, the firm was ranked 10th in the nation in The American Lawyer’s 100

Pro Bono Honor Roll, while on the local level, the Houston Bar Foundation

honored the firm for its “Outstanding Mid-size Firm Contribution to the

Houston Volunteer Lawyers Program for 2004.”

GETTING HIRED

Associates at Howrey’s Houston office say that it’s “competitive to get hired”

�as “it should be.” “You need good grades and a good personality,” advises

a fifth-year. A first-year adds that the firm is “very focused on good schools

and [a] good GPA; additionally a hard science degree is very helpful” in the

IP practice. Anyone interested in becoming a summer associate at Howrey

must be ready to take on the firm’s unorthodox “Howrey Bootcamp.” The

five-week program is divided into two parts. For three weeks, summer

associates work in the Howrey office of their choice. For the last two weeks,


Howrey LLP

© 2007 Vault, Inc.134

Bootcamp participants move into a Washington, D.C., convention center and

undergo intensive training in trial advocacy, deposition skills and other

litigation techniques. Because of the program’s short duration, the firm

encourages Bootcamp participants to work at other law firms for the

remainder of the summer.

OUR SURVEY SAYS

A supporter at Howrey’s Houston office says “the culture is great, the partners

are friendly and the associates get along.” “The firm has a congenial

atmosphere�for a large firm, it’s surprisingly pleasant. The young partners

in particular make an effort to be friendly to associates,” adds a litigation

associate. The firm is described as “somewhat” social, with “weekly attorney

socials and monthly breakfasts.” Not everyone paints such a rosy picture.

One associate describes the culture as “cliquish,” and others complain that it

has become increasingly conservative.

Associates are on the fence when it comes to firm management. “The

partners I have worked for have always been completely respectful, but I have

heard others complain,” says a midlevel associate. A firm newcomer admits

to “very little partner contact.” One associate describes the firm’s younger

equity partners as “a talented group who are dedicated to the associates and

the future of the firm,” but claims that older partners “could not care less

about associate issues.” Another contact offers this perspective: “While I

enjoy the work, the people I work with and the clients I work for, Howrey’s

local and firmwide management is so poor that it destroys what should

otherwise be an ideal work situation.” Meanwhile, other associates give the

partners high marks and an insider insists that “the partners are very

respectful of associates.”

Howrey has instituted formal, firmwide training, known as the “Howrey

Academy,” which earns somewhat mixed reviews. While one IP lawyer

raves, “The firmwide training program is great,” another complains, “Rather

than being run by the firm’s partners, formal training is outsourced to NITA.

While NITA does offer some great programs, they are ill-tailored to our core

practice areas.” However, the firm’s widely praised pro bono program offers

additional opportunities for on-the-job learning. Mentoring at Howrey, like

at many firms, is hit-or-miss. “This is where the firm needs improvement,”

says one lawyer. “Despite implementing a ‘formal’ mentoring program, most

partners lack the desire or ability to mentor associates.” And one forlorn


Howrey LLP



associate wails, “The partners wouldn’t know if I lost a limb, much less my

strengths and weaknesses as an attorney.”

Associates complain less about their hours. The firm “allows for flexible

schedules and the leave policies are outstanding and above all others,” gushes

a fifth-year. “The firm has an excellent maternity and paternity leave policy.

It’s a family-friendly law firm,” adds another associate. The “minimum

billable hour requirement sufficiently allows for a family,” an insider

observes. As for the money, one satisfied contact reports, “The firm pays

each level the same across the board and maintains a competitive salary.”

Other associates agree that “the compensation is fair,” but say “the bonus

program is not good.” The bonus is “discretionary above 1,950, automatic at

2,100,” explains a midlevel associate.

© 2007 Vault, Inc.136


Howrey LLP

�Howrey allows for flexible

schedules and the leave

policies are outstanding

and above all others.�

� Howrey LLP associate




Howrey LLP

© 2007 Vault, Inc.138


Dallas, TX 75201

Phone: (214) 939-5500

www.hughesluce.com

LOCATIONS

Dallas, TX (HQ)

Austin, TX • Fort Worth, TX

MAJOR DEPARTMENTS

& PRACTICES


Antitrust • Appellate • Bankruptcy

& Business Reorganization •

Business Fraud • Class Action

Defense • Commercial Lending •

Complex Commercial Litigation •

Corporate & Securities • Corporate

Governance • Employee Benefits •

Insurance Recovery • Intellectual

Property • Labor & Employment •

Land Use & Property Rights •

Mergers & Acquisitions •

Outsourcing & Technology

Transactions • Privacy • Probate

Litigation • Professional Defense •

Public Policy • Real Estate •

Securities Litigation • Tax • Trusts

& Estate Planning • White Collar

Crime Defense

THE STATS

No. of attorneys:

Firmwide: 141

Dallas: 114

Austin: 18

Fort Worth: 9

No. of offices: 3




Austin: 0 out of 2

Managing Partner: Edward O. Coultas

Hiring Partner: Beth W. Bivans

Hughes & Luce, LLP




Hughes & Luce, LLP

UPPERS

• Elite work in a collegial

atmosphere

• Significant experience for junior

attorneys

DOWNERS

• “Work is sometimes slow”

• It’s still a law firm

NOTABLE PERKS

• BlackBerries

• Office decorating allowance

• Free parking

• Great support staff

BASE SALARY (2006)

Dallas, TX

1st year: $135,000


EMPLOYMENT CONTACT

Ms. Lindsay E. Gay

Manager of Attorney Recruiting &

Retention

Phone: (214) 939-6335

Fax: (214) 939-5849


THE SCOOP

In 1973, four young Dallas lawyers left their established law firm to found a

new firm “built around young talent, with a strong commitment to personal

and professional values, and the drive and dedication to outwork their

competition.” Three decades later, that little Dallas firm has more than 130

lawyers in three Texas offices.

In its tag line, Hughes & Luce, LLP asserts that it has the “know-how to win.” As

proof this is not just an idle boast, the firm has scored two high-profile wins in

recent months, including a complete defense verdict for Compex Technologies in

a federal jury trial involving claims of trade secret misappropriation, conspiracy,

breach of contract, unfair competition and fraud, and an appellate victory before

the Fifth Circuit for client Brazos River Authority based on the trial court’s

erroneous exclusionary evidence. H&L was also named a Go-To Law Firm for

complex commercial litigation in Corporate Counsel magazine’s 2006 survey of

general counsel at the Fortune 500. The firm was nominated by longtime client

Devon Energy. Another longstanding client is Electronic Data Systems (EDS),

whom the firm has represented for decades in matters including the company’s

1984 acquisition by General Motors for $2.4 billion in the largest technology

acquisition in history. EDS was founded by Dallas billionaire H. Ross Perot, and

for many years Hughes & Luce represented many of the Perot family interests.

But the ties between the family and the firm were cut after H. Ross Perot Jr. filed

suit against the firm in April 2006, claiming malpractice and breach of fiduciary

duty (allegations the firm denies).

H&L’s commitment to diversity issues has been recognized with numerous

honors, including the 2006 President’s Recognition Award from the J.L.

Turner Legal Association. Many firm partners also hold leadership roles in

the bar, both within the state and nationwide. For example, in 2006 Mark

Sales became president of the Dallas Bar Association and Kim Askew took

over as chair of the American Bar Association’s Section of Litigation,

becoming the first African-American woman to lead this group of 70,000-

plus lawyers.

GETTING HIRED

Hughes & Luce may not be a particularly original suitor, but that doesn’t mean

it isn’t a picky one. Its personal ad would read, essentially, “Midsized firm


Hughes & Luce, LLP

© 2007 Vault, Inc.140

seeks law students with great grades and great personalities.” As one midlevel

associate reports, “We recruit and hire smart and accomplished law students

from some of the most competitive law schools in the country, and look for a

good fit between the candidate and our firm culture.” A senior associate adds,

“The firm places nearly as much emphasis on social aptitude and personality as

it does on academic performance.” A first-year joins the chorus: “The firm has

very high standards, and they emphasize personality fit.”

OUR SURVEY SAYS

Associates sing the praises of Hughes & Luce. “I enjoy the people with

whom I work, my compensation is competitive with the top end of our market

and I see a realistic path for me to develop into a partner,” gushes a midlevel

lawyer. A more circumspect attorney professes, “I’m as happy here as one

can be at a law firm.” Specifically, associates praise the “excellent clients and

quality of work,” as well as the “team attitude.” A junior associate says, “The

culture at Hughes & Luce is great. Everyone is really friendly and happy to

be here. The firm is accepting of a wide range of personalities, from

conservative to liberal.”

Associates describe the environment as “collegial,” “hardworking, but laid-

back and well bantered.” “The firm attracts an interesting and eclectic mix of

lawyers from diverse schools, geographies and walks of life,” says a fifth-

year associate. “Lawyers here enjoy and appreciate each other socially and

professionally.” The love-fest continues when the topic turns to

associate/partner relations. “Basically, our partners are great,” says a sixth-

year. “They tell us everything and treat us like professionals. My partners

are my friends. Even those who are pains in the [rear] are good people.”

Another insider adds, “Partners and associates work very closely together

here. Partners typically allow associates to participate heavily in all aspects

of a case. Most partners treat associates with a lot of respect and keep them

very involved in firm decisions.”

Associates call the firm’s formal training offerings sparse, but consider

overall training “extensive” if you include the “on-the-job” elements. One

associate reports, “This firm provides training on both the technical aspects

of becoming a fine lawyer and the art of client development. This latter

aspect is often ignored at most firms, while others simply provide it lip

service. H&L actually does it.” A litigator who contends that “the obligation

is on the associate to chart their own course” shrugs, “As in many areas, you


Hughes & Luce, LLP



will get out of H&L’s training what you put into [it].” Similarly, “the burden

is on the associate to seek out” guidance from individual attorneys. But there

are rewards for those who do make the effort. As one source notes, “There

are a number of high-profile partners who take their obligations as mentors

quite seriously.”

Opinions about the firm’s compensation plan vary, though most insiders seem

relatively satisfied. While one associate finds that the pay is “a little under

market,” another claims that “compensation is about right for the Dallas

market.” There is a fair degree of unanimity, however, regarding the

“reasonable” hours. “I work hard, but never feel like a cog in a giant

machine,” says a midlevel associate. There may be “lots of work,” but there’s

not “a lot of pressure to bill.”


Hughes & Luce, LLP

© 2007 Vault, Inc.142

�I work hard, but never feel

like a cog in a giant

machine.�

� Hughes & Luce associate




Hughes & Luce, LLP

© 2007 Vault, Inc.144


Dallas, TX 75202

Phone: (214) 953-6000

www.jw.com

LOCATIONS

Dallas, TX (HQ)

Austin, TX

Fort Worth, TX

Houston, TX

San Angelo, TX

San Antonio, TX

MAJOR DEPARTMENTS

& PRACTICES

Antitrust

Appellate

Bankruptcy

Business Transactions


Eminent Domain

Immigration


International

Labor & Employment

Litigation

Public Finance

Regulatory & Legislative

Tax

THE STATS

No. of attorneys:

Firmwide: 308

Dallas: 124

Austin: 68

Fort Worth: 17

Houston: 65

San Angelo: 5

San Antonio: 30

No. of offices: 6



Dallas: 6 out of 6

Austin: 4 out of 5


Houston: 4 out of 7


Managing Partner: T. Michael Wilson

Hiring Partners:

Dallas: James S. Ryan III

Austin: Matthew Dow

Fort Worth: William Jenkins Jr.

Houston: Paul Vrana

San Antonio: Eileen E. Sommer

Jackson Walker L.L.P.





NOTABLE PERKS

• Signing bonus and summer

stipend

• Home loan program

• Approved relocation expenses

• 401(k) plan

BASE SALARY (2006)

All offices

1st year: $135,000*


*Plus guaranteed $5,000 bonus

EMPLOYMENT CONTACTS

Statewide

Ms. Kimberly DiLallo

Director of Recruiting & Professional

Development

Phone: (214) 953-6160


Dallas/Fort Worth

Ms. Soraya Walden


Phone: (214) 953-6029

Fax: (214) 953-5822


Austin

Ms. Jennifer P. Dotson

Austin Recruiting Coordinator

Phone: (512)236-2333

Fax: (512) 236-2002


Houston

Ms. Melissa Bates

Houston Recruiting Coordinator

Phone: (713) 752-4409


San Antonio

Ms. Sharon Reynosa

San Antonio Recruiting Coordinator

Phone: (210) 978-7700

Fax: (210) 978-7790


THE SCOOP

Jackson Walker was founded in Dallas in 1887 by two brothers, John and

George Robertson. Early clients included the Dallas Times Herald and the

Dallas County Gas Company (now known as TXU), along with numerous

railroads and insurance companies. The firm changed its name to Jackson &

Walker in 1988 and, shortly thereafter, dropped the ampersand. Jackson

Walker joined the ranks of the state’s biggest firms in 1990 when it merged

with Dotson & Scofield�for the first time, JW ranked among the 10 largest

Texas-based law firms. JW is now firmly enmeshed as one of the oldest and

largest firms in the region. With more than 300 attorneys, JW is the 10th-

largest firm in Texas and the 153rd-largest firm in the country, according to

the most recent American Lawyer rankings. Four of the firm’s six offices

rank in their respective city’s top 10 largest firms: Austin (sixth-largest),

Dallas (eighth), Fort Worth (tenth) and San Antonio (eighth).

Although JW is a general practice business firm, each of the different offices

features different strengths. Opened in 1996, the firm’s Austin office, for

example, has a particularly strong governmental practice. The Dallas office’s

merger with Cohan, Simpson, Cowlishaw & Wulff in 2001 added strength to

its commercial, employment, antitrust litigation and telecommunications

regulations departments. And the San Antonio office�the second-oldest in

the city�added real estate and bankruptcy specialties following the recent

merger with Gresham, Davis, Gregory, Worthy and Moore.

The firm’s accomplishments have been recognized with a wide array of

commendations. In 2005, Intellectual Property Today ranked JW No. 66

among the best trademark firms nationwide (out of 330) and No. 140 among

the top patent firms (out of 388). Corporate Counsel included JW on its most

recent list of the nation’s top 200 Go-To Law Firms. Even the firm’s

technology has won a couple of recent awards. The firm’s web site�in a sign

of foresight, it was able to land www.jw.com�was named a Nifty Fifty Web

Site in 2004. And the very literally named magazine Best Use of Business

Intelligence Software awarded the firm its Redwood Analytics Pioneer Award

“for its accomplishments in integrating its marketing and business

development efforts with firm financial data.”

In 2006, 37 JW attorneys were named Super Lawyers by Texas Monthly

magazine. Based on a survey of their peers on such criteria as professional

accomplishments, peer recognition and community involvement, only 5

percent of Texas lawyers qualify as Super Lawyers. Four JW partners were



© 2007 Vault, Inc.146

also recognized as outstanding lawyers in the 2006 edition of Chambers USA:

America’s Leading Lawyers for Business, the annual attorney directory.

GETTING HIRED

Jackson Walker’s recruiting efforts focus primarily on Texas and other

national law schools. In terms of hiring criteria, the firm itself says,

“Scholastic excellence, personal and professional achievement, perspective

and humility are qualities and attributes appreciated by the firm and,

therefore, reflect the persona of JW.” The firm’s associates seem to agree

with this assessment. One insider tells us, “The firm looks for candidates that

are both very smart and people who can get along with others because they

are nice people, not simply because they have to.” And another source

remarks that, in addition to school smarts, what JW looks for is a “great,

social personality” and the “ability to put clients at ease.”

Jackson Walker strives to place associates within their desired practice areas.

Summer associates are invited to participate in a mock trial exercise during

the summer associate program. The firm’s attorneys trim down actual cases

to a workable size for two teams, which consist of two summer associates

each, to prepare and try before a jury. Future corporate associates’

assignments range from attending negotiations to drafting documents relating

to public and private offerings of securities. JW also encourages summer

associates to participate in pro bono work, part of the firm’s “culture of

commitment to the community.”





© 2007 Vault, Inc.148

1445 Ross Avenue, Suite 3200

Dallas, TX 75202-2799

Phone: (214) 855-4500

www.jenkens.com

LOCATIONS

Dallas, TX (HQ)

Austin, TX

Chicago, IL

Houston, TX

Los Angeles, CA

Pasadena, CA

San Antonio, TX

Washington, DC

MAJOR DEPARTMENTS

& PRACTICES

Administrative & Legislative •

Antitrust • Bankruptcy •

Construction • Corporate &

Securities • Energy • Environmental

& Administrative Advocacy •

ERISA • ESOP • Estate Planning •

Financial Institutions • Financial

Services • Franchise & Distribution

Health • Immigration • Intellectual

Property • International • Labor &

Employment • Litigation • Real

Estate • Tax • Technology •

Transportation • White Collar

THE STATS

No. of attorneys:

Firmwide: 300

Austin: 32

Dallas: 150

Houston: 24

San Antonio: 14

No. of offices: 8



Austin: 1 out of 1

Dallas: 9 out of 9

Houston: 1 out of 1

Chairman and President: Thomas H.

Cantrill

Hiring Partners:

Austin: Chet Fenimore

Dallas: Robert W. Dockery

Houston: Andrius Kontrimas

San Antonio: Julia Mann

Jenkens & Gilchrist, AProfessional Corporation




Jenkens & Gilchrist, A Professional Corporation

UPPERS

• Collegial culture, with lots of

flexibility

• Ample training opportunities

DOWNERS

• Some recent negative publicity

• Not always enough work

NOTABLE PERKS

• Recruiting and business

development budgets

• Bar and moving expenses

• Free Friday lunches

• Gym subsidy

BASE SALARY (2006)

Texas offices

1st year: $140,000


EMPLOYMENT CONTACTS

Austin, Houston, San Antonio

(all national offices)

Ms. Connie M. Bakonyi

National Recruiting Manager

Phone: (512) 499-3850


Dallas

Ms. Natalie Sabin

Dallas Recruiting Coordinator

Phone: (214) 855-4335

Fax: (214) 855-4300


THE SCOOP

The Jenkens & Gilchrist story begins in 1951 with the firm’s founding in Dallas.

Jenkens & Gilchrist, PC now has eight offices around the country. The firm

maintains its headquarters in its native Dallas, and has three other offices in

Texas, where approximately half of its lawyers practice. Jenkens’ practice

covers 24 major areas, including litigation, corporate, bankruptcy, tax and white-

collar crime.

The firm has gained fame�and some notoriety�from a couple of incidents that

have attracted media attention. Jenkens & Gilchrist, along with several other

prominent firms, has had to face government investigations and angry clients

over its role in providing controversial tax-shelter advice several years ago. And

in a vivid illustration of the perils of the internet, after the Austin Business

Journal named Jenkens one of the top firms to work for in Texas, the firm

submitted a video purporting to prove its team spirit. The video featured the

theme from Rocky and a mock pep rally starring firm shareholders, lawyers and

staff members. While the firm “never dreamed anyone would see it as anything

but fun” (as an administrator told The American Lawyer), it was roundly mocked

by legal bloggers.

In happier news, the firm won a satisfying conclusion to its representation of

Dallas-based CompUSA in a breach-of-contract case. ATexas jury had awarded

COC Services $454 million in 2001, finding that CompUSA violated an

agreement to allow COC to be the exclusive franchisee for the computer store in

Mexico. But the firm persuaded an appeals court to overturn the verdict and the

Texas Supreme Court agreed, letting CompUSA off the hook in June 2006.

GETTING HIRED

Good luck trying to get hired at Jenkens. “Because we’re in such a

competitive market here in Austin, we generally get to hand-select our

candidates,” says an Austin attorney. “Great grades and resumes and

personality usually aren’t enough�most of the people we hire have a certain

something that makes them interesting and unique as well.” The same goes

for other offices. “The firm is selective in hiring people. They have certain

GPA requirements that must be passed before someone is considered for

employment,” reports an associate. “However, it does not end there. A

person with a brilliant GPA will not get an offer if they have no personality.



© 2007 Vault, Inc.150

The firm is looking for well-rounded individuals.” “Generally only top

candidates from top law schools are recruited as first-year attorneys, although

attorneys may be hired laterally in view of special skills that they can bring

to the firm,” states a Houston lawyer.

OUR SURVEY SAYS

Associates love life at Jenkens & Gilchrist because of the “great people, great

resources [and] great cases.” “My practice group is very talented, and the

attorneys are great to work for,” brags a litigator. “From the very first day, I

was given a tremendous amount of responsibility and opportunity to grow in

my position within the firm.” Jenkens strikes the right balance, sources say.

“Overall, a very good balance between quality of life and quality of work,”

notes an attorney. “The collegiality here is the best feature�you don’t mind

coming to work every day when you like the people that you’re working with.”

Indeed, the culture seems to be a strong point. “I have the very real luxury of

working with some of my best friends,” says an Austin attorney. Another

insider from that office brags of the “very social and collegial” culture. “The

firm has a very open atmosphere and lawyers are happy to help other

lawyers,” reports a first-year. “The firm’s culture is open, and I’m

comfortable speaking to anyone,” says a Dallas associate. Jenkens associates

say the firm’s shareholders treat them right. “I am extremely satisfied with

the relationships with the partners I work with, the level of client contact

involved and the mentoring/training,” says a source. The firm also keeps

associates well informed. “The board of directors does a good job of running

decisions that affect associates through the associates’ committee before

formalizing them,” states an Austin lawyer.

When it comes to compensation, Jenkens & Gilchrist is “at or near the top of

the market for Texas-based firms.” “Compensation is comparable to other

firms,” says one associate, “but the bonus structure is antiquated.” “I think

bonuses start at 1,950 [hours]. Bonuses contain both a billable hour

component, as well as a subjective component,” notes another contact.

Regarding those hours, the “firm is pretty flexible with your time,” according

to a Dallas associate. “Everyone is an adult and it is the individual attorney’s

responsibility to put in the hours to get whatever work there is done. I don’t

feel like anyone is sitting there [to] watch me clock in and out.” “Hours

requirements are very reasonable,” reports another contact. “Weekends are

relatively rare�maybe one Saturday a month on average.” Training and





mentoring seem to be firm strengths. “We have an active training and

development committee and a good formal mentorship program,” says an

Austin lawyer. “The firm conducts a mentor program for each associate,”

notes another contact. Don’t worry about fulfilling your CLE requirements.

“There [are] a lot of programs within the firm that provide CLE credit,”

assures an insider.



© 2007 Vault, Inc.152

201 East Washington Street

11th Floor


Phone: (602) 262-5911

www.jsslaw.com

LOCATIONS

Phoenix, AZ (HQ)

Peoria, AZ • Scottsdale, AZ •

Washington, DC

MAJOR DEPARTMENTS

& PRACTICES


Antitrust • Appellate • Bankruptcy,

Reorganization & Creditors’ Rights

• Biotechnology & Life Sciences •

Condemnation • Construction •

Corporate/Commercial • Employee

Benefits & Compensation • Energy

& Utilities • Environmental &

Natural Resources • Estate Planning

& Probate • Fidelity & Surety •

Finances & Securities • Financial

Services • Golf Course & Resort

Transactions • Government

Affairs/Lobbying • Health Care •

HIPAA Counseling • Intellectual

Property • International • Labor &

Employment • Litigation • Media &

Constitutional • Medical/

Professional Liability Defense •

Personal Injury Litigation • Products

Liability • Professional Licensure/

Discipline • Provisional Remedies •

Real Estate • Tax • Technology •

Telecommunications • Tort &

Insurance • Transportation • White

Collar Criminal Defense

Jennings, Strouss & Salmon,P.L.C.



THE STATS

No. of attorneys:

Firmwide: 85

Phoenix: 66

Peoria: 2

Scottsdale: 11

No. of offices: 4



Phoenix: 4 out of 6

Managing Attorney: John C. West

NOTABLE PERKS

• Bar review/exam fees and study

stipend

• Relocation expenses

• Health club membership subsidy

• Parking

BASE SALARY

Determined on a case-by-case basis.

EMPLOYMENT CONTACT

Ms. Janice K. Baker

Director of Attorney Recruitment

Phone: (602) 262-5910

Fax: (602) 495-2667


THE SCOOP

Jennings, Strouss & Salmon P.L.C. has a rich and distinctive heritage. Founded

by attorneys Irving A. Jennings, Charles L. Strouss Sr., Riney B. Salmon Sr. and

Ozell M. Trask in the 1940s, Jennings Strouss is one of the oldest and most

prominent law firms in Arizona. Founding partner Ozell Trask later served as

a judge on the U.S. Court of Appeals for the Ninth Circuit. Other distinguished

firm alumni include U.S. District Judge Frederick J. Martone; Charles Jones,

retired chief justice of the Arizona Supreme Court; several retired and current

judges on the Arizona Court of Appeals; and John Kyl, the recently reelected

U.S. senator representing Arizona.

Jennings Strouss has a strong and growing biotechnology and life sciences

practice group, representing clients ranging from startups to well-established

companies to multinational corporations. In the most recent 2007 edition of

Best Lawyers in America, three Jennings Strouss attorneys were selected by

their peers for inclusion in the well-known guide, which now lists a total of

21 Jennings Strouss attorneys, nearly one-fourth of the firm’s 85 lawyers.

In January 2005, the firm’s Scottsdale office moved to new, expanded

quarters in the Promenade Corporate Center, allowing the firm to take on new

attorneys in intellectual property and other areas. A few months later, the firm

expanded its Washington, D.C., office, adding three new attorneys to its

energy law practice. The energy and utilities group, based in Phoenix and

D.C., serves clients in the electric power and natural gas industries across the

country in a broad range of matters, from regulation and licensing to litigation

and taxation. More recently, Robbins & Green, a Valley-based law firm,

merged with Jennings Strouss in June 2006. The alliance netted Jennings

Strouss 12 attorneys, most of whom work in the firm’s Phoenix headquarters.

One high-profile addition was Harriett (Hattie) C. Babbitt, former U.S.

ambassador to the Organization of American States (and wife of former

Arizona Governor and U.S. Interior Secretary Bruce Babbitt). Ms. Babbitt

now practices out of the firm’s Washington, D.C., office, where she will likely

make good use of her extensive experience in international law.

GETTING HIRED

As a growing firm, Jennings Strouss is open to hearing from both law

students and experienced attorneys. Laterals especially are encouraged to


Jennings, Strouss & Salmon, P.L.C.

© 2007 Vault, Inc.154

consider the firm’s Scottsdale office. The firm’s hiring criteria include

“academic excellence” and “writing ability,” “motivation and initiative,”

“strong interpersonal and communication skills.” Jennings Strouss seeks

“team players” with “diverse backgrounds and interests.” The firm conducts

on-campus interviews at schools in the Southwest and across the country,

including Arizona State University, University of Arizona, Brigham Young

University, University of Utah, Northwestern University, University of Iowa,

University of Kansas, University of Michigan and University of Notre Dame.


Jennings, Strouss & Salmon, P.L.C.



© 2007 Vault, Inc.156

2727 North Harwood Street

Dallas, TX 75201-1515

Phone: (214) 220-3939

717 Texas, Suite 3300


Phone: (832) 239-3939

www.jonesday.com

LOCATIONS

Atlanta, GA • Chicago, IL •

Cleveland, OH • Columbus, OH •

Dallas, TX • Houston, TX • Irvine, CA

• Los Angeles, CA • New York, NY •

Pittsburgh, PA • San Diego, CA • San

Francisco, CA • Silicon Valley, CA •

Washington, DC • Beijing • Brussels •

Frankfurt • Hong Kong • London •

Madrid • Milan • Moscow • Munich •

Paris • Shanghai • Singapore •

Sydney • Taipei • Tokyo

MAJOR DEPARTMENTS

& PRACTICES

Antitrust & Competition Law •

Business Restructuring &

Reorganization • Capital Markets •

Corporate Criminal Investigations •

Employee Benefits & Executive

Compensation • Energy Delivery &

Power • Government Regulation •

Health Care • Intellectual Property •

International Litigation & Arbitration •

Issues & Appeals • Labor &

Employment • Lending/Structured

Finance & Derivatives • Life Sciences

• M&A • Oil & Gas • Private Equity •

Product Liability & Tort Litigation •

Real Estate • Securities & Shareholder

Litigation & SEC Enforcement • Tax

• Trial Practice

THE STATS

No. of attorneys:

Firmwide: 2,280

Dallas: 197

Houston: 50

No. of offices: 29




Houston: 5 out of 6

Managing Partner: Stephen J. Brogan

Hiring Partners:

Dallas: Matthew W. Ray

Houston: Jason F. Leif

Jones Day




Jones Day

UPPERS

• Collegial culture

• Truly international firm

DOWNERS

• Bonuses virtually impossible to

obtain

• Demanding hours

NOTABLE PERKS

• $10,000 summer stipend for

entry-levels

• Free parking


(including a packing service)

• Training retreats in exotic locales

BASE SALARY (2006)

Dallas, Houston, TX

1st year: $135,000*

Summer associate: $11,250/month

*Plus $5,000 bonus for associates in

good standing at end of first year

EMPLOYMENT CONTACTS

Dallas

Ms. Kathy Shea

Recruiting Manager

Phone: (214) 969-4817

Fax: (214) 969-5100


Houston

Ms. Marina Wright


Phone: (832) 239-3723

Fax: (832) 239-3600


THE SCOOP

While Jones Day has Midwestern roots, the firm has come light-years from

any humble beginnings. Founded as Blandin & Rice in Cleveland in 1893,

the firm took on the name Jones, Day, Cockley & Reavis in 1939, and

shortened that to just plain Jones Day in 2003. Though the name has gotten

shorter, the firm has become anything but smaller: Jones Day has

approximately 2,280 attorneys in 29 offices around the globe. The firm’s

Dallas office, opened in 1981, has close to 200 attorneys. A Houston office,

added via merger in 2001, houses about 50 lawyers.

The transaction practice in Houston focuses on energy deals, including both

public and private mergers and acquisitions involving oil and gas, pipelines

and other aspects of the energy sector. The burgeoning liquefied natural gas

industry is also a substantial source of business. Lawyers in the firm’s

Houston office represent BP and Chevron in a variety of LNG matters,

including work to authorize the construction of LNG import facilities on the

East Coast and Gulf Coast, litigation over quality standards, and other issues

related to terminals operating in the United States.

Jones Day recently took on a case involving global warming. The firm’s Dallas

office represented Xcel Energy, a Texas energy company named as a defendant

in a lawsuit filed by the attorneys general of eight states and private citizens,

alleging that the defendant’s activities contributed to global warming. The

plaintiffs also sought restrictions on emissions. A federal judge tossed the suit in

September 2005, stating that the claims required policy decisions not fit for the

courts. Attorneys from the firm’s Dallas office were also part of a Jones Day

team that won a $250 million victory for Dell Inc. The lawsuit challenged the

constitutionality of tax breaks and other financial incentives that the state of

North Carolina provided the computer giant to convince the company to locate

a plant in the state. A federal court dismissed the suit in May 2006.

GETTING HIRED

Jones Day cares a great deal about where you went to school, and how you

did while you were there. “The firm is generally looking for attorneys who

went to top-25 law schools,” says one inside source. “If you did not go to a

top-flight law school, the GPA requirements are quite stringent.” “We

interview top law school graduates,” states another lawyer. “Grades are very


Jones Day

© 2007 Vault, Inc.158

important but exceptions are made outside of the top 10 percent or 15 percent

based on individual resumes.” The firm also leaves the door open to

candidates outside top-tier schools. “Most accredited schools are considered

and resumes can be sent directly to the recruiting coordinator if we don’t do

on-campus interviewing at a particular school,” reports a Houston associate.

OUR SURVEY SAYS

It’s happy days at Jones Day Texas. “First and foremost, I enjoy working

with the other attorneys and staff in this office and firm generally,” boasts a

Houston lawyer. “I am continually challenged, receive excellent training and

have made several good friends here. It does not have the sweatshop mentality

of some firms, and in fact, I have found my workload to be quite reasonable.” A

Dallas associate agrees that the “quality of work, clients and co-workers is

excellent.” One senior associate voices a desire for “increased opportunities for

trial experience,” but overall says, “I am very content with my career at Jones

Day and believe that as far as big firms go, it doesn’t get any better.”

One of Jones Day’s selling points is its culture. “My firm’s culture is one of its

biggest draws for me,” says a contact who is grateful that “it is not an eat-what-

you-kill firm.” “Jones Day’s culture is very open, flexible and accommodating,”

reports one lawyer. “Jones Day Houston has a professional, conservative

culture,” notes another associate. “The lawyers are collegial and hardworking.”

“Our firm is, I imagine, much like other large law firms in that it stresses

providing valuable services to the clients and good training to its associates,”

observes a contact. “The associates are valued, not degraded, but are expected

to work hard.” Jones Day associates get along just fine with their bosses. “I

have substantial interaction with partners and I am generally treated as an

important part of the team,” says a Houston attorney. “They generally give me

substantial opportunity to provide substantive input.” But information is slow to

trickle down from above. “In general, I think the partnership is a little slow to

keep associates informed of firmwide decisions.”

While the work is satisfying, the partners are respectful and the colleagues

congenial, Jones Day associates do have a few complaints. You are expected to

be on call all day, every day, say insiders. “Work and the client interests must

come first at Jones Day above all else,” grumbles an attorney. “It is very common

for partners to tell associates to come back from vacations early or call associates

who are on vacation and make them work from their vacation location.” But a

contact finds that the firm can also be flexible. “My hours are very fair,” says the


Jones Day



Houston lawyer. “I tend to come into work later and leave later and no one has a

problem with that. In fact, in my group, that seems to be the norm.” Bonuses

simply don’t exist at Jones Day. “No bonus, even when you bill 2,400 hours in a

year,” fumes a Dallas associate. “Give me a break�who wants to work for free?”

“The firm matches market rates for base salaries, but bonuses are nonexistent or

on an individual basis,” observes a contact in Houston.

© 2007 Vault, Inc.160


Jones Day

�I have substantial

interaction with partners and

I am generally treated as an

important part of the team.�

� Jones Day associate




Jones Day

© 2007 Vault, Inc.162

40 North Central Avenue, Suite 1900

Phoenix, AZ 85004

Phone: (602) 262-5311

www.lewisandroca.com

LOCATIONS

Phoenix, AZ (HQ)

Albuquerque, NM • Las Vegas, NV

Reno, NV • Tucson, AZ

MAJOR DEPARTMENTS

& PRACTICES


Appeals • Arbitration & Mediation •

Banking & Lending • Bankruptcy •

Broker/Dealer • Commercial

Litigation • Construction •

Corporate & Securities • Creditors’

Rights • Criminal Defense,

Government Regulation &

Corporate Compliance •

E-Discovery & Data Management •

Education & Schools • Employee

Benefits • Environmental & Natural

Resources • Finance • Gaming •

Government Contracts •

Government Relations • Health

Care • Indian Affairs Law •

Insurance • Intellectual Property •

Labor & Employment • Legal Risk

Evaluation • Life Sciences •

Mergers & Acquisitions • Personal

Injury • Products Liability •

Professional Liability & Discipline •

Real Estate • Taxation •

Technology & Internet • Trusts &

Estates • Utility Law & Regulation

Zoning, Planning & Land Use

THE STATS

No. of attorneys:

Firmwide: 180

Phoenix: 123

Albuquerque: 8

Las Vegas: 16

Reno: 4

Tucson: 29

No. of offices: 5



Chairman: Jose A. Cardenas

Managing Partner: Kenneth Van Winkle Jr.

Hiring Attorney: Thomas H. Campbell

Lewis and Roca LLP




Lewis and Roca LLP

UPPERS

• Interesting work

• Collegial, supportive atmosphere

DOWNERS

• Limited in-house training

• No partnership track for part-

timers

NOTABLE PERKS

• Matching 401(k) plan


• Domestic partner benefits

• Casual Friday dress code

BASE SALARY (2006)

Phoenix, AZ

1st year: $110,000


EMPLOYMENT CONTACT

Ms. Mary W. Kiley

Director of Lawyer Recruiting and

Professional Development

Phone: (602) 262-0844

Fax: (602) 734-3930


THE SCOOP

Founded in Phoenix in 1950, Lewis and Roca LLP now includes offices in

several major Southwestern cities, including Tucson, Las Vegas, Reno and

Albuquerque. Representative clients range from smaller, family-owned

companies to conglomerates such as the P.F. Chang’s restaurant chain,

Prudential Insurance and chemical giant Dupont. In 2005, the firm added

partner Tony Cabot, one of Las Vegas’ top gaming lawyers, in a move to

expand its Las Vegas gaming practice.

From the start the firm was very active in politics, with co-founder Orme

Lewis serving as assistant secretary of the interior under President

Eisenhower. Since then, many attorneys have served in a variety of appointed

or elected positions. Former partner Janet Napolitano was elected Arizona’s

21st governor in 2003 and reelected in 2006. Mary Schroeder, who also holds

the distinction of being the first female partner in a large western firm, joined

the Arizona Court of Appeals and was later elected chief judge of the U.S.

Court of Appeals for the Ninth Circuit. Attorney Scott Bales was appointed

to the Arizona Supreme Court, attorneys Roger Kaufmann and Cathy Holt

were appointed judges of the Maricopa County Superior Court, and attorney

Patricia Norris was appointed a judge of the Arizona Court of Appeals.

In 1955, firm attorney John Frank handled the case that decided the water

rights for states abutting the Colorado River. Indeed the firm has been

involved in a long list of landmark cases, including the Supreme Court

decision that established a suspect’s right to “Miranda warnings.” In 1966

attorneys John Flynn, John Frank and Peter Baird represented Ernesto

Miranda, pro bono, in the appeal of his rape conviction. Although Miranda

had confessed to the crime, his attorneys argued that he had not been advised

of his right to an attorney prior to being interrogated by police officers. The

U.S. Supreme Court ultimately overturned Miranda’s conviction, leading to

one of the most significant constitutional protections awarded criminal

defendants in the American justice system.

GETTING HIRED

According to one associate, the people doing the hiring at Lewis and Roca

look for “articulate, personable lawyers who have very good writing and

research skills and who are perceived as potential future partners (in terms of


Lewis and Roca LLP

© 2007 Vault, Inc.164

commitment to private practice, business development potential).” “We

recruit students from around the country with outstanding academic

credentials,” according to the firm’s NALP form. The firm looks for personal

characteristics such as “creativity, leadership, character, good judgment and

diversity.” Good writing skills are “essential” and all candidates are expected

to submit a writing sample.

OUR SURVEY SAYS

Associates at Lewis and Roca enjoy “interesting work for a broad range of

clients.” They also get to work with “great people who are good friends and

mentors.” A corporate attorney describes the firm as “politically diverse, yet

civil.” “Lawyers within practice groups tend to socialize frequently,” says the

associate, and “there are periodic events for firmwide socializing.”

According to another associate, “Lawyers are collegial, but only some

lawyers socialize with each other outside the office, while others spend their

free time with family or in community activities. Many lawyers are involved

in outside activities, including political ones on both sides of the aisle.”

Associates are generally well pleased with their treatment by partners. “On a

one-to-one basis, partners are pleasant, collegial and supportive of associates,

including them in case strategy and encouraging their professional growth,”

says a senior associate. A first-year reports a similarly happy experience: “So

far, I’ve been treated very professionally and with a lot of respect.” Although

some associates describe the firm’s formal training as too “one-size-fits-all,”

others say it is improving. “The firm has put increased focus on formal

training recently and now permits young lawyers to have billable credit for

hands-on training opportunities like attending a trial or deposition,” says a

Phoenix lawyer. As for more one-on-one training, associates get “tons of

constructive feedback,” according to a first-year. “Partners seem to really

understand the fear of being a new associate and work closely with you to

develop you professionally.”

According to associates, the firm makes a great effort to foster and promote

a diverse environment. “There aren’t a lot of minority attorneys here,” says

one lawyer, “but it certainly isn’t because of a lack of trying.” “The firm has

created a permanent diversity committee charged with, among other things,

retaining women lawyers. The firm believes in the value of diversity and

wants to find and keep diverse lawyers,” says another associate. One lawyer

suggests that a revamped part-time policy that offers “partnership eligibility”


Lewis and Roca LLP



might reduce the “obstacle[s] for women lawyers with children and for

excellent lawyers who would otherwise choose to work fewer hours.”

There’s no grumbling when it comes to money. As one happy first-year notes,

“Starting salary just got bumped $15K. Can’t complain about that.”

© 2007 Vault, Inc.166


Lewis and Roca LLP

�Partners seem to really

understand the fear of

being a new associate and

work closely with you to

develop you

professionally.�

� Lewis and Roca associate




Lewis and Roca LLP

© 2007 Vault, Inc.168

300 South Fourth Street

Suite 1700

Las Vegas, NV 89101

Phone: (702) 383-8888

www.lionelsawyer.com

LOCATIONS

Las Vegas, NV (HQ)

Carson City, NV

Reno, NV

Washington, DC

MAJOR DEPARTMENTS

& PRACTICES

Business Law

Gaming & Regulatory Law

Litigation

THE STATS

No. of attorneys:

Firmwide: 73

Las Vegas: 53

Reno: 20

No. of offices: 4




Reno: 0 out of 1

Managing Partner: Paul R. Hejmanowski

Hiring Partners:

Las Vegas: David Frederick

Reno: Leslie Bryan Hart

Lionel Sawyer & Collins





UPPERS

• Lots of responsibility and contact

with partners

• Premier firm in Nevada

DOWNERS

• Lack of formal training

• Firm resistant to change

NOTABLE PERKS

• Generous vacation plan

• “Plenty of free food”

• Free parking

• Firm-sponsored weekend retreats

BASE SALARY (2006)

Las Vegas, NV

1st year: $92,000


EMPLOYMENT CONTACT

Ms. Margie Bowman


Phone: (702) 383-8877

Fax: (702) 383-8845


THE SCOOP

With a large Las Vegas headquarters, a smaller Reno branch and a one-man

Carson City outpost, Lionel Sawyer & Collins ranks as the largest law firm

in Nevada. (It also maintains another one-man operation in Washington,

D.C.) Founded in 1967, the firm operates three main departments�

litigation, business, and gaming and regulatory�but also specializes in such

areas as real estate, employment and labor, health care, intellectual property,

utilities, mining, lobbying, legislative, land use, tax, energy, water and

telecommunications. As the state’s largest firm, Lionel Sawyer, of course,

has a particularly Nevada-centric orientation. The firm’s gaming practice, for

example, is the largest in the world. On a related note, Lionel Sawyer also

strongly emphasizes lobbying and governmental relations. One of the firm’s

founders, Grant Sawyer, served two terms as governor of Nevada. More

recently, another former two-term governor of Nevada (as well as a former

U.S. senator), Richard H. Bryan, joined the firm as a partner.

In one peculiar yet fairly representative recent case, Lionel Sawyer’s

attorneys won a last-minute victory for their client “Sugar” Shane Mosley. In

seeking to prevent boxer Fernando Vargas from drinking sports drinks

between rounds at an upcoming bout with Mosley, the firm argued that the

Nevada Athletic Commission decision to allow such drinks constituted an

unfair change of rules. A state court granted the temporary restraining order

and enjoined the enforcement of the new rule, thereby permitting only water

consumption during fights. (Mosley ultimately won the July 2006 fight, on a

sixth-round TKO.)

GETTING HIRED

The good news is that Lionel Sawyer’s hiring standards, though increasingly

stringent, still maintain a little flexibility. “The firm is making a shift to hire

from top law schools,” reports a Vegas litigator. “However, the firm judges

students from all four tiers in the same manner. Grades, recommendations

and work experience are a plus.” The bad news: don’t expect the procedure

to be either quick or painless. As one associate puts it, “I think that our

recruiting procedure is somewhat lengthy and delayed in that there is a

serious lag between submitting resumes and scheduling interviews and then

the interviews and potential offers. I think that a lot of excellent applicants

receive other offers even before we ask them to interview.”



© 2007 Vault, Inc.170

OUR SURVEY SAYS

Lionel Sawyer scores high marks for associate satisfaction. A junior associate

in Las Vegas tells us, “I enjoy the amount of responsibility I’m given and feel

that I’m challenged appropriately.” A Reno contact remarks, “Not only is the

quality of life outstanding both in Nevada and at LS&C, but the reputation of

LS&C provides the opportunity to work with clients that one would typically

find only at much larger firms.” Associates call Lionel Sawyer “friendly,”

“diverse” and “family-oriented.” Attorneys report that the “firm encourages

socialization between the partners, between the associates, and among all

partners and associates with a variety of firm functions.”

Lionel Sawyer partners also receive rave reviews. “I am surprised at how

much interaction I have with partners,” says a young trial attorney.

“Associates work directly with partners and there is an open-door policy.” A

corporate associate agrees: “I was surprised to find that the partners at a firm

of this caliber would treat the associates as colleagues rather than as

employees.” One area that could use a little tinkering, associates suggest, is

the training program, which receives poor-to-middling marks. A litigator

notes, “There is not a lot of upfront training on the various programs,

company policies and procedures.” That’s not to say that there’s a complete

absence of training. According to one source, “The firm has one-to-two-day

workshops at least once or twice a year regarding writing, the litigation

process and/or negotiations.”

Although associates agree that compensation is at or near the top of the range

for their respective cities, they still have complaints about their salaries.

“Compensation is fair,” says a Vegas associate, “but upward pressure from

new market entrants is pushing increased salary expectations.” “Certain

individuals at the firm haven’t seemed to notice that it is not the highest-

paying firm in town anymore,” gripes another contact. One attorney sees the

problem as Sin City-wide rather than firm-specific: “Las Vegas firms are

behind the ball in terms of salary�$95K does not cut it anymore. It is not

cheap to live here. Housing costs are approaching California prices. In

general, my firm is amazing and a great place to work. Salary is the biggest

drawback and what 99 percent of the associates complain about.” But others

suggest that the firm’s delay in responding “to market trends” is symptomatic

of a general attachment to the status quo. “I get the impression that there is

unwillingness to change the way certain things are done because ‘that’s the

way we’ve always done it,’” says one source. And another lawyer notes,

“The firm is old school and a bit formal. It is resistant to change (see dress

code).”





Even with the highest (or nearly the highest) salaries in the region, Lionel

Sawyer still maintains reasonable billing expectations, associates say. A

corporate attorney reports, “Although every law firm pressures associates to

bill, LS&C also recognizes that the associates have lives outside of the office,

and encourages associates to find a balance between work and leisure.”



© 2007 Vault, Inc.172

�I enjoy the amount of

responsibility I�m given and

feel that I�m challenged

appropriately.�

� Lionel Sawyer associate





© 2007 Vault, Inc.174

2200 Ross Avenue, Suite 2200

Dallas, TX 75201-6776

Phone: (214) 740-8000

www.lockeliddell.com

LOCATIONS

Austin, TX

Dallas, TX

Houston, TX

New Orleans, LA

Washington, DC

MAJOR DEPARTMENTS

& PRACTICES

Administrative/Regulatory

Admiralty

Antitrust

Appellate

Bankruptcy/Creditors Rights

Construction


Employment & Labor

Energy

Environmental

Finance, Banking & Real Estate

Health Care

Insurance


International

Litigation

Media

Private Equity

Public Finance

Public Law

Real Estate

Tax

Technology

THE STATS

No. of attorneys:

Firmwide: 373

Austin: 39

Dallas: 177

Houston: 150

No. of offices: 5



Austin: 5 out of 7



Managing Partner: Jerry K. Clements

Hiring Partners:

Austin: L. Jeffrey Hubenak

Dallas: Thomas G. Yoxall

Houston: Bill Swanstrom

Locke Liddell & Sapp LLP





UPPERS

• A “genuinely nice place to work”

• Good opportunities for associates

DOWNERS

• Not enough communication from

management

• Some departments thinly staffed

NOTABLE PERKS


• Frequent on-site CLEs (with free

lunch)

• Free BlackBerry devices

• Client development account,

including access to sports tickets

BASE SALARY (2006)

All offices

1st year: $140,000


EMPLOYMENT CONTACTS

Austin

Ms. Amanda Jensen


Phone: (512) 305-4778

Fax: (512) 391-4778


Dallas

Mrs. Holly Lawrence

Director of Attorney Recruiting

Phone: (214) 740-8824

Fax: (214) 756-8824


Houston

Ms. Brooke Patton

Manager of Attorney Recruiting

Phone: (713) 226-1246

Fax: (713) 223-3717


THE SCOOP

Locke Liddell & Sapp has existed in some form since 1891, when Maurice

Locke, a former math professor, opened a Dallas law firm. The firm’s

Houston office opened in 1916. The firm began to really grow in 1987 when

predecessor law firm Locke, Purnell, Boren, Laney & Neely merged with

Rain Harrell Emery Young & Doke to form Locke Purnell Rain. The firm

began its current iteration in 1999, when it merged with Liddell, Sapp, Zivley,

Hill & LaBoon. At the time, it was the largest law firm merger on record. In

addition to the Dallas and Houston offices, the firm opened an Austin office

in 1974 to better represent its clients in matters involving Texas government,

a New Orleans office in 1990 and a Washington, D.C., office in 2005.

The firm has had its share of high-profile clients, including President George

W. Bush himself, whose White House counsel and former Supreme Court

nominee, Harriet Miers, had served as co-managing partner of the firm.

Locke Liddell has also received multiple awards and recognition for several

of its many practice areas, including its REIT and public law departments,

which are said to be among the best in the state.

Attorneys at the firm are also encouraged to pursue interests outside the law.

Pro bono and community involvement is strongly encouraged. The firm

recently received the Silver Award for Pro Bono Services from the Dallas

Volunteer Attorney Program. Pro bono projects of the Dallas office include

the Dallas Housing Crisis Center, Dallas Legal Hospice, South Dallas Legal

Clinic and Trinity Ministry to the Poor.

GETTING HIRED

Potential hires face a GPA cutoff that “varies by school�the better the school,

the lower class rank permitted.” Unless you’re from an Ivy league school, “most

of the summer clerks come from Texas schools (UT, SMU, Baylor, University

of Houston),” says a litigation associate. Locke Liddell bills itself as a “people”

firm that looks at personalities and charisma in addition to stellar credentials.

“Our firm is looking to hire candidates who can write well, who have presence

that can be developed into good advocacy and business development skills, who

have common sense and good judgment, and who want to become great at what

they do,” says a senior attorney. “Smart, capable people who are reasonably

socially adept,” is how another attorney sums up the firm’s hiring criteria.



© 2007 Vault, Inc.176

Attorneys with advice for future co-workers remind potential associates to

“bring your personality to the interview.”

OUR SURVEY SAYS

Associates truly enjoy life at Locke. “Relaxed, collegial, friendly, first-rate,”

is how one describes the firm. “People are very friendly�it’s practically a

mandatory open-door policy!” adds a litigation associate. “The firm culture

still reflects long-standing commitments to thinking outside the box,

professional responsibility, community involvement and having a life outside

the office,” says an associate from the Dallas office. Attorneys are described

as politically “pretty conservative,” with “some pockets of liberalism.” Our

reviewers give partners a big “thumbs-up.” The partners “make me feel like

I am part of the ‘team’ and take my opinions into account when making legal

or tactical decisions about a case,” says a second-year.” Associates do

complain of a “disconnect between the firm’s management and the associates

in general.” But optimists say “the firm is striving to increase communication

with associates to keep the associates informed of major decisions.”

Locke’s formal training programs won’t be winning awards any time soon.

“There is some formal litigation training for associates who practice in that

area, but that is the only formal training I have experienced,” says an IP

associate. Others agree that litigators get decent early training with a mock

trial program and are encouraged to attend NITA training. Informal training

seems to be how most associates learn the ropes. “Informal training and

mentoring at this firm are key,” says a fourth-year. “The high-level partners

in my section are really amazing when it comes to teaching and mentoring. I

feel like I get a ton of hands-on training with my partners and senior

associates. It’s a really great learning environment,” says a real estate

associate. Others grouch that “mentoring is very hit-or-miss, depending on

the partners you happen to have access to.”

Associates experience reasonable hours and a fairly good quality of life.

Associates are expected to bill 2,000 hours per year. “The hours have been

fine. Not nearly the sweatshop atmosphere I was so scared of in law school,”

says a Dallas associate. “Locke is not a firm that emphasizes face time.

While it is simply good practice to be there during reasonable business hours

for the most part, it’s not a problem to take off to run errands or work from

home (during the day) occasionally,” remarks a litigator. One associate

laments that the firm “offers flex-time and part-time schedules only as





exceptions,” and that there is “no formal provision for nontraditional

schedules.”

Associates are glowing in the light of a recent salary raise. “Associate

salaries were recently increased to keep pace with other similarly-tiered

firms,” says a senior associate. “I have nothing to complain about with

respect to compensation,” adds another.



© 2007 Vault, Inc.178

�The hours have been fine.

Not nearly the sweatshop

atmosphere I was so

scared of in law school.�

� Locke Liddell associate





© 2007 Vault, Inc.180


Houston TX 77002

Phone: (713) 238-3000

www.mayerbrownrowe.com

LOCATIONS

Charlotte, NC

Chicago, IL

Houston, TX

Los Angeles, CA

New York, NY

Palo Alto, CA

Washington, DC

Berlin

Brussels

Cologne

Frankfurt

Hong Kong

London

Paris

MAJOR DEPARTMENTS

& PRACTICES

Appellate

Banking & Finance


Creditors’ Rights, Bankruptcy &

Business Reorganizations



International Trade, Investment &

Finance

Litigation & Arbitration

Real Estate

THE STATS

No. of attorneys:

Firmwide: 1,400

Houston: 75

No. of offices:14



Houston: 6 out of 6

Chairman: Tyrone C. Fahner

Managing Partner: Debora de Hoyos

Hiring Partner: Harry P. “Hap” Weitzel

Mayer, Brown, Rowe &Maw LLP




Mayer, Brown, Rowe & Maw LLP

UPPERS

• Interesting work, high level of

responsibility

• Friendly, collegial culture

DOWNERS

• Erratic work flow

• No involvement in firm decisions

NOTABLE PERKS

• Six weeks paternity leave

• Free BlackBerries (device and

service)


• Free parking

BASE SALARY (2006)

Houston, TX

1st year: $135,000*

2nd year: $145,000

3rd year: $150,000

4th year: $160,000

5th year: $170,000

6th year: $180,000

7th year: $185,000


*Plus a guaranteed $5,000 bonus

EMPLOYMENT CONTACT

Ms. Amy Carrington

Legal Recruiting Manager

Phone: (713) 238-2607

Fax: (713) 238-4607

E-mail:

[email protected]

THE SCOOP

Though it got its start in the Windy City, there’s no limit to Mayer, Brown,

Rowe & Maw LLP’s power. The firm traces its roots back to 19th century

Chicago, but it’s what Mayer Brown has done in the 21st century that makes

it great. Mayer, Brown & Platt merged with London-based Rowe & Maw in

2002, a combination that led to a 1,400-lawyer powerhouse with 14 offices

around the world. The firm also has strategic alliances with two international

law firms that provide Mayer Brown with a presence in Mexico, Italy, Eastern

Europe and China. Mayer Brown Houston may be a relative newcomer,

having been founded only 20 years ago, but it’s no slacker. The Houston

office has approximately 75 attorneys and handles energy, corporate,

litigation and real estate matters.

One of Mayer Brown’s strengths is its appellate department. Firm attorneys

have made many appearances before the highest court in the land�and

descended the courthouse steps smiling. In January 2006, for example, the

U.S. Supreme Court ruled 8�0 that a national bank is a citizen only of the

state where its main office is located, and not of every state where it has a

branch. (The judgment is of significance to all banks, as national banks

generally prefer to litigate their cases in federal court.) Mayer Brown

successfully argued the case for Wachovia Corp. In July 2006, Mayer Brown

attorneys helped defend a verdict in favor of client International Game

Technology. A federal appeals court upheld a $7.3 million verdict, holding

that Alliance Gaming had infringed on IGT’s patent for video-poker

technology. On the transactional side, the firm also helped Andrews Corp.

close its $2 billion merger with ADC Telecommunication in May 2006.

GETTING HIRED

To have a chance at Mayer Brown, you’ve “gotta be really, really smart and

personable,” notes an inside source. “Jerks are quickly shown the door. It

seems like all of our attorneys have interesting life stories, from military

service, to active travelers, to interesting hobbies, to musicians. I guess,

indirectly, everyone is expected to have a real life.” That real life does need

to include good work at a great law school. Mayer Brown “seems focused on

good grades and elite schools,” according to one attorney. Recruiting is “very

competitive” and the firm has “extensive recruiting procedures,” which look

at “top schools only” and a “minimum class rank” of approximately 20



© 2007 Vault, Inc.182

percent. One Houston lawyer suggests the firm’s recruiting focus is “too

narrow,” which causes Mayer Brown to “miss out on some great candidates

who might be at top of the class at a second-tier school.”

OUR SURVEY SAYS

Associates at Mayer Brown are split on their job satisfaction. The firm offers

“very interesting matters to work on” and, according to one Houston lawyer,

“lots of responsibility is given to associates. Associate work is substantive;

not just writing research memos.” However, a midlevel associate complains

that “the cases are getting so big that there are few opportunities to see a

courtroom.” That attorney adds that “work flow is as predictable as a roller-

coaster.” “Work distribution to associates is uneven and depends on criteria

that are not transparent,” notes another lawyer. “Supervising partners only

seem to give negative feedback on completed tasks, leading to a feeling that

associates are doing much worse than they actually are. Finally,” concludes

our source, “the hours are long and unpredictable.”

On the other hand, there’s (almost) nothing but raves for Mayer Brown’s

culture. “Most of my friends are other associates and younger partners,” says

an insider. “We are all extremely collegial. While I might at times wish for

different work, I have never wished to work with different people. We are the

coolest bunch of nerds I’ve ever met. The firm’s culture is ‘friendly

intellectual.’” In general, our contacts report a “nice rapport between

associates and partners,” but one midlevel associate notes that,

“unfortunately, a few bad apples spoil the bunch.” “While a majority of the

partners are friendly, there is a lack of mentoring,” observes another source.

Lack of information from above is another associate gripe. “Associates are

not well informed of firm decisions, even relatively small ones,” says a

second-year. “Associates are informed of decisions once they have been

made.”

Mayer Brown associates are glad that the firm stays ahead of the salary

market. “The firm did a great job at evaluating the market and raising

salaries,” notes a source. “It has been slow at making such decisions and

informing us of bonuses in the past. As [a] result of new market fluctuations

it is now raising the yearly salary again.” “Our office used to trail the

Houston market,” remarks a Texas lawyer. “However, as of this year, we are

leading it. Recent raises in both salaries and bonuses, together with





significant increases in other perks like office amenities and technology, have

brought us beyond par with the market.”

The hours can be a challenge. “No matter how hard I try to cut back, I am

unable to reduce my billable hours below 2,300 and my overall time in the

office is just way too much,” gripes a lawyer. There is some flexibility, which

makes things better. “I come and go as I please,” notes one attorney. “There

is no such thing as face time. As long as we get our work done, we are left

alone, and praised when we do that work well.”



© 2007 Vault, Inc.184

Two Leadership Square, 10th Floor

211 North Robinson

Oklahoma City, OK 73102-7103

Phone: (405) 235-9621

www.mcafeetaft.com

LOCATION

Oklahoma City, OK

MAJOR DEPARTMENTS

& PRACTICES

Aviation

Business Law


Employee Benefits

Health Care Law


Labor & Employment

Litigation

Tax & Family Wealth

McAfee & Taft, AProfessional Corporation



THE STATS


No. of offices: 1


7 out of 8

Managing Director: Richard D. Nix

Hiring Attorneys: Gregg B. Eichner,

James R. Webb

UPPERS

• Excellent reputation and opportunities

• “Extremely positive,” family-friendly

environment

DOWNERS

• No formal training program

NOTABLE PERKS

• “Outstanding” benefits

• Free parking

• Firm credit cards for expenses

• Firm-sponsored social events every

Friday

BASE SALARY (2007)

Oklahoma City, OK

1st year: $100,000


EMPLOYMENT CONTACT

Ms. Wendy Smith

Director of Recruiting and Marketing

Phone: (405) 235-9621

Fax: (405) 228-7341


THE SCOOP

Founded in 1949, McAfee & Taft now ranks as one of the largest and best-

known law firms in the Southwest. The Chambers USA Guide to America’s

Leading Lawyers for Business 2005 ranked McAfee & Taft the No. 1 firm in

Oklahoma in corporate law (mergers and acquisitions), employment law, general

commercial litigation and real estate law. A state record 47 attorneys�more

than one-third of the firm’s staff�were included in the 2006-2007 Best Lawyers

in America. McAfee & Taft’s representative clients include such big names as

Devon Energy, Express Services, Stage Stores, Inc., Texas True Choice,

University of Oklahoma and Oklahoma State University, RAM Energy and

Halliburton.

The firm has won one of Oklahoma’s largest jury verdicts in recent years, on

behalf of an Oklahoma City cardiologist in a patent infringement suit. In

early 2006, a federal jury ruled that the medical-device manufacturer Cordis

Corp. (a subsidiary of Johnson and Johnson) willfully infringed on Dr. Jan

Voda’s patent on a “guiding heart catheter.” The jury awarded Dr. Voda a 7.5

percent royalty, which translates to approximately $10 million over the life of

his patents. Then, in May, U.S. District Judge Tim Leonard awarded an

additional $10.3 million in punitive damages and attorneys’ fees.

GETTING HIRED

McAfee & Taft associates describe the firm’s hiring strategy as flexible and

multipronged. “The firm is looking for top performers, but it takes into

consideration other factors such as life experiences,” advises an IP attorney. A

corporate attorney suggests, “Our firm tries to hire only the brightest students

and lateral candidates who have a desire to work and live in Oklahoma City.”

And, associates recommend, if you have your heart set on the firm, don’t give

up if it doesn’t hire you directly out of law school. “Although most associates

are hired out of our summer clerk pool, opportunities sometimes arise for

laterals, and even students who never clerked here,” according to one litigator.


McAfee & Taft, A Professional Corporation

© 2007 Vault, Inc.186

OUR SURVEY SAYS

Associates give McAfee & Taft nearly perfect scores for job satisfaction.

They say they can’t picture working anywhere else. The firm offers “plenty

of work,” for “interesting and influential clients.” “Our firm’s culture is quite

pleasant,” professes one young litigator. “People here get along with each

other very well socially, politically and professionally. It is a cordial,

respectful and positive work environment.” A more experienced source

commends the “very open and inviting firm culture,” which encourages

associates “to do as much as they feel they are prepared to do.” The

environment is described as “collegial,” team-oriented” and “family-

friendly.” As one second-year reports, “I often socialize with shareholders

and other associates, and several of my close friends are attorneys here.”

Associates sound almost as if they would step in front of proverbial bullets

for the firm’s partners. “From an associate’s first day at the firm, he or she is

treated professionally and with great respect,” says a second-year. “Our

attorneys are treated professionally and are expected to behave professionally.

Associates are treated as equals, and their opinions are valued.” According to

an upper-level lawyer, “Associates are considered an important part of the

team�not just warm bodies to do the work. Associates are encouraged to

develop their own expertise and career path.” Another senior associate notes,

“Partners work closely with, and rely heavily on, associates at this firm. We

typically have good working relationships.”

Formal training isn’t offered at McAfee & Taft, though other educational options

fill the gap. “There is no formal training program in place,” reports a litigator.

“The firm relies on experienced lawyers to train by example. Also, the firm

allows extensive CLE training for young lawyers.” Associates also give the

partners high scores for their willingness to mentor. One lawyer gushes, “The

firm believes in and values its people. It also wants to see its people succeed, so

it exposes you to experiences that will help you grow as a professional.”

McAfee & Taft offers the highest wages in the state, associates boast, though not

necessarily in the entire region. “The salary is great for the state of Oklahoma; I

doubt any firm can beat the firm’s compensation package,” says one source.

“The salary, however, cannot compete with the other firms in this region.” Even

with such top-of-the-market pay, associates still feel that the firm enforces a very

“tolerable billing requirement.” Associates also offer (moderate) praise for the

firm’s pro bono commitment. As one associate reports, “Our firm provides

services to a number of nonprofit, charitable organizations at reduced or no cost.”


McAfee & Taft, A Professional Corporation



© 2007 Vault, Inc.188

600 Congress Avenue, Suite 2100

Austin, TX 78701

Phone: (512) 495-6000

www.mcginnislaw.com

LOCATIONS

Austin, TX (HQ)

Houston, TX

MAJOR DEPARTMENTS

& PRACTICES

Appellate

Bankruptcy, Creditors’ Rights &

Workouts

Corporate & Business Transactions

Education & Public Law

Electric Energy

Employment Law & Employee

Benefits

Environmental & Water

Financial Services

Health Law

Insurance

Intellectual Property & Technology

Litigation

Legislative & Government Relations

Litigation


Mineral & Mining

Oil & Gas

Real Estate

Securities Litigation & Arbitration

Tax, Estate Planning & Probate

Technology

Telecommunications

Toxic Tort

THE STATS

No. of attorneys:

Firmwide: 81

Austin: 65

Houston: 16

No. of offices: 2



Austin: 2 out of 5

Managing Partner: Patton G. (Pat)

Lochridge

Hiring Partner: John R. Breihan

McGinnis, Lochridge &Kilgore, L.L.P.




McGinnis, Lochridge & Kilgore, L.L.P.

UPPERS

• Variety of work and early

responsibility

• Short partnership track

DOWNERS

• No formal training

• Not much emphasis on diversity

NOTABLE PERKS

• Bonuses on contingent-case

victories

• Profit-sharing plan

• Recently moved to snazzier office

space

BASE SALARY (2006)

All offices

1st year: $115,000


EMPLOYMENT CONTACT

Ms. Debbie Daniels

Director of Business Development &

Recruiting

Phone: (512) 495-6110

Fax: (512) 499-7910




© 2007 Vault, Inc.190

THE SCOOP

Founded in Austin by four attorneys on the eve of the Great Depression, the

nearly 80-year-old firm of McGinnis, Lochridge & Kilgore has blossomed

into one of Texas’ leading firms. More than half of the firm’s 80-plus lawyers

work in either litigation or administrative law. Based in the state capital, the

firm also maintains a strong legislative practice. McGinnis, Lochridge was

named one of the top five Austin law firms by Corporate Board Member

magazine in 2004. It counts among its clients IBM, Exxon Mobil, General

Electric, General Motors and the Spring Branch Independent School District.

The firm has recently landed a number of newsworthy cases. Currently, the

firm represents San Antonio assistant principal Anna Draker in her ongoing

libel, defamation and negligence lawsuit against two students (and their

parents) who set up a fake personal page in her name on MySpace.com.

GETTING HIRED

The firm wants “hardworking, talented, smart, conscientious, good-natured”

summer associates. The interview and callback can be “very personal,”

according to an Austin associate. “The firm is looking for people in the top

of their class, with journal or mock-trial experience, and an outgoing

personality. There are small recruiting classes and an even smaller hire rate,”

he cautions. In 2005, for example, only five of 11 summer associates

received offers. Another attorney from the Austin headquarters says that the

firm seeks “motivated self-starters.” He adds, “This is not a place that does

much training and, therefore, they look for people who can muddle through

the initial months on their own and come out better for it.”

OUR SURVEY SAYS

McGinnis, Lochridge associates rate their job satisfaction toward the happy

end of the scale. Young attorneys are “given lots of responsibility from the

start,” says an Austin trial attorney. Another litigator tells us, “About 50

percent of my work involves research and drafting motions for larger federal

cases. The other 50 percent consists of smaller state cases where I have a

much greater level of control and responsibility. It’s a good mix.”

Associates describe the firm’s vibe as “friendly” and “laid-back,” and say that

people “care about each other.” According to one source, the firm maintains

a “relaxed atmosphere where lawyers socialize together. In general, it is a

partner-oriented place, and associates sometimes have a hard time breaking

into the firm culture. However, it is a place with lots of camaraderie once you

‘break in’ to the firm culture and get to know the partners.” A junior associate

says that McGinnis, Lochridge respects attorneys’ private lives: it is a “very

friendly and family-oriented firm. Some lawyers socialize together, but most

spend spare time at home with family.”

The partners score particularly high marks from their associates. One Austin

associate appreciates the firm’s “very cordial and respectful atmosphere.” He

says, “Rarely is someone talked down to or embarrassed by a partner.”

However, he notes that “not much input from associates” is utilized in making

firm decisions. A senior associate says that the firm’s top-heavy structure has

both advantages and disadvantages. “This is a partner-oriented place,” he

says. “Most people are partners and, thus, the structure and mentoring for

new associates is not on par with other firms. That said, it really is a great

opportunity to ‘learn by doing’ and get experience earlier than at other places,

but there are days where you may feel a bit forgotten by the partners.”

The predominance of experienced attorneys translates to a lack of formal

training, associates say. “There isn’t really a formal training program,”

according to a junior attorney. “Training here comes through doing and

asking questions.” Another young associate suggests that mentoring often

fills the gap. “There is little formal guidance�more one-on-one interaction

with supervising partners,” he advises. “Associates must be willing to

inquire.” Another contact agrees: “Mentoring is where most training occurs.

But no one will train you unless you ask.”

Associates call the firm’s compensation plan fair, if not great. The firm is “just

below the top in terms of salary,” notes one of the more satisfied associates.

However, he adds, be forewarned of the opaque “discretionary bonus system.”

Most contacts consider the firm’s hours requirements to be flexible and

generous. There’s “not much work on weekends,” says one associate. “The

hours are flexible if you get your hours in.” Another associate explains, “The

billable hours goal is 1,900, and this is not a requirement. Therefore, there is

more room for pro bono work than at other firms.”





500 Fourth Street NW

P.O. Box 2168

Albuquerque, NM 87103-2168

Phone: (505) 848-1800

www.modrall.com

LOCATIONS

Albuquerque, NM (HQ)

Las Cruces, NM • Roswell, NM •

Santa Fe, NM

MAJOR DEPARTMENTS

& PRACTICES


Antitrust • Appeals • Banking •

Bankruptcy/Creditors’ Rights •

Business, Corporate & Partnerships

Civil Rights • Class Action & Mass

Torts • Commercial Litigation •

Construction Litigation •

Construction & Design • Cultural &

Historic Resources • Education •

Employee Benefits & ERISA •

Employment & Labor • Energy &

Utilities • Environmental • Estate

Planning • Federal Taxation •

Health Care • Indian Law •

Insurance • Litigation • Lobbying •

Mining • Oil & Gas • Products

Liability • Professional Liability •

Public Finance • Public Lands •

Railroads • Real Estate & Zoning •

State & Local Taxation •

Torts/Personal Injury • Trademarks

& Copyrights • Water Resources &

Quality

Modrall, Sperling, Roehl,Harris & Sisk, P.A.


THE STATS

No. of attorneys:

Firmwide: 81

Albuquerque: 59

No. of offices: 4

Hiring Attorney: William R. Keleher

NOTABLE PERKS

• Profit sharing


• Good medical/dental benefits

• Bar study stipend

BASE SALARY (2006)

Albuquerque, NM

1st year: $73,000


EMPLOYMENT CONTACT

Ms. Martha R. Holt


Phone: (505) 848-9747

Fax: (505) 848-1891


THE SCOOP

Modrall, Sperling, Roehl, Harris & Sisk, P.A. has deep roots in the Southwest.

It can trace its earliest impulse to 1935, when two lawyers, one of them a

former justice of the New Mexico Supreme Court, the other a former cowboy

and rancher, faced each other down as opposing counsel in the memorable

trial of 10 coal miners accused of murdering a sheriff in Gallup, N.M. These

two attorneys, John Simms and James “Dick” Modrall, later joined forces to

start the firm that would become Modrall Sperling. Today, the lawyers of

Modrall Sperling no longer practice criminal law, but instead represent clients

in a wide range of civil matters, including, for example, bankruptcy, federal

taxation, Indian law and employment discrimination.

Recently, Modrall Sperling attorneys successfully defended at trial the New

Mexico Scorpions, a minor league hockey team, in a sex discrimination

lawsuit. Former female employees of the Scorpions complained, among

other things, of having to listen vulgar stories while in the office. The jury

didn’t agree that the conditions outlined by the plaintiffs constituted a

sexually hostile work environment, or that the employees otherwise suffered

sex discrimination. As Modrall Sperling attorney Lisa Mann explained, “A

hockey team office is an informal work environment where casual banter and

occasionally foul language will be thrown around by men and women alike.”

In the area of Indian law, the firm has assisted a number of companies doing

business on Indian land or involved in disputes involving tribal law. Several

years ago, the firm participated in the Supreme Court case El Paso Natural

Gas Co. v. Neztsosie, which established the principle that, in disputes arising

from nuclear incidents, federal courts rather than tribal courts should decide

initial jurisdictional issues. The firm’s experience in this niche area was

acknowledged in 2006, when firm member Barbara Lucero (a Navajo

Licensed Advocate who is a Navajo, San Carlos Apache and Taos Pueblo

Indian) was elected president of the Navajo Nation Bar Association.

Another notable name at the firm is that of shareholder Roberta Cooper

Ramo, the first woman to be elected president of the American Bar

Association. This internationally-minded attorney also chaired the ABA’s

Asia Law Initiative Council, and led the ABA’s Afghanistan legal reform

project. The U.S. Senate asked her to co-chair a group to propose changes in

the governance of the United States Olympics Committee.

While Ramo has her eyes on the world, the firm will always have the

Southwest in its heart. And on its walls. The firm is particularly proud of its

Southwestern art collection, which is featured prominently on its web site.


Modrall, Sperling, Roehl, Harris & Sisk, P.A.



The collection originated with the personal collection of firm founder Dick

Modrall and his wife. As a former cowboy, Modrall liked to collect works

featuring depictions of life on the range. Although Modrall Sperling’s

employees today are likely to better acquainted with the law of torts than with

the life of the rancher (with the possible exception of shareholder Earl

DeBrine, who is also a chile farmer), the collection that adorns the Modrall

Sperling offices offers a vivid reminder of the firm’s roots.

GETTING HIRED

Although Modrall Sperling does much of its hiring through its summer

program, it also considers inquiries from lawyers and law students who have

not participated in the program. Applications from experienced attorneys are

always welcomed, and those who do participate in the summer program are

free to split their summers. The candidates who catch this firm’s eye rank in

the top third of their law school class, but also have an interest in the

community at large, as demonstrated by participation in extracurricular

activities. And the firm is not closed-minded with regard to the law schools

from which it hires. Currently, Modrall Sperling attorneys hold JDs from

over 30 different schools.


Modrall, Sperling, Roehl, Harris & Sisk, P.A.

© 2007 Vault, Inc.194

3800 Lincoln Plaza

500 North Akard Street

Dallas, TX 75201-6659

Phone: (214) 855-7500

www.munsch.com

LOCATIONS

Dallas, TX (HQ)

Austin, TX • Houston, TX

MAJOR DEPARTMENTS

& PRACTICES

Appellate • Bankruptcy • Broker-

Dealer Transactions • Construction

Litigation • Corporate & Securities

Corporate Finance & Financial

Institutions • Director & Officer

Litigation • Employment & Labor •

Energy/Oil &Gas • Environmental •

Hospitality • Intellectual Property •

Intellectual Property Litigation •

International • Leasing &

Development • Litigation & Dispute

Resolution • Mergers &

Acquisitions • OSHA/Workplace

Safety • Professional Liability •

Real Estate • Receiverships •

Reorganization & Creditors’ Rights

• Securities Enforcement &

Compliance • Tax • Technology •

Telecommunications • Venture

Capital • White Collar Crime

Munsch Hardt Kopf & Harr, P.C.



THE STATS

No. of attorneys:

Firmwide: 103

Dallas: 77

Austin: 12

Houston: 14

No. of offices: 3

Chairman and CEO: Glenn Callison

Hiring Attorney: Richard O. Kopf

NOTABLE PERKS

• Fully paid health insurance

• Subsidized health club membership

• Free parking

• Firm-provided BlackBerry

BASE SALARY (2006)

Dallas, TX

1st year: $135,000


EMPLOYMENT CONTACT

Ms. Maria D. Lianez

Marketing and Recruiting Manager

Phone: (214) 880-7618

Fax: (214) 978-5314


THE SCOOP

Munsch Hardt Kopf & Harr, P.C. has serviced the business community of the

Lone Star State for a little over two decades. The firm was founded in 1985,

when a spunky group of six attorneys defected from a big-name Dallas firm

to form their own energetic young outfit. Today, the Munsch Hardt legal team

has grown in number to over 100. The firm has widened its reach, adding an

Austin office in 1996, attracted, presumably, by the opportunities provided by

the capital city’s high-tech community. In 2004, a Houston office opened its

doors, completing Munsch Hardt’s Texas trifecta. Together, the Dallas,

Houston and Austin offices handle a broad range of business law matters in

transactions and litigation, with a particular specialty in commercial

bankruptcy.

Over the past two decades, the firm seems to have settled into a firm orbit in

the Texas legal solar system. A trade publication known as the K&A

Restructuring Register recently recognized firm founder Russell Munsch as

one of the top 72 attorneys in the country in the area of restructuring and

bankruptcy. Munsch had a hand in the Enron case, and also represented

Nelson Bunker Hunt in a personal bankruptcy matter thought to be the largest

ever. Hunt, a well-known Texas moneyman, famously cornered a huge

portion of the world’s silver supply. Unfortunately, the silver market

collapsed, leaving him with debts of around $2 billion. Russell Munsch

helped to untangle the mess. In addition to the firm’s founder, a number of

Munsch Hardt lawyers have been named to various lists of Texas Rising

Stars, Super Lawyers and The Best Lawyers in America.

Attorneys in the firm’s leasing and development group represent Las Colinas,

a vast 12,000-acre development in Irving, outside of Dallas. The attorneys

have been involved with the project from the financing and construction

stage, all the way to leasing and sales. Other firm clients include Samsung

Telecommunications America, Texas Instruments, William Ryan Homes,

Dell, Dynegy and Anheuser-Busch Companies.

Recently, Munsch Hardt joined a number of other Texas firms in raising

associates’ salaries. Bonuses paid by the firm at the end of 2005 went as high

as $50,000, and even higher than that for one exceptional, and exceptionally

lucky, associate. To keep their networks active, Munsch Hardt attorneys

participate in a variety of professional organizations. The firm also

encourages its attorneys to give back to the community, and the firm’s

lawyers are accordingly involved in a number of pro bono projects, including



© 2007 Vault, Inc.196

work for the Ronald McDonald House, the Dallas Museum of Art and

Girlstart.

The management style of the firm seems to emphasize communication,

teamwork and consensus. This tone comes from the top. In an article for

Texas Lawyer magazine, shareholder Glenn Callison described his transition

to chairman and chief executive officer of the firm. “Shortly after beginning

my term as CEO of Munsch Hardt,” Callison wrote, “my 11-year-old

daughter asked how I liked being boss. I responded by letting her know that

I now answer to 100 bosses. That’s the reality of leading a firm.”

GETTING HIRED

Munsch Hardt conducts on-campus interviews at a number of law schools,

and in 2006 welcomed summer associates from as far as Washington

University in St. Louis. Other attorneys at the firm received their legal

training at institutions as varied as Stanford, Harvard and the University of

Alabama, but a large percentage of Munsch Hardt lawyers come from Texas

stalwarts like Southern Methodist University, Texas Tech, Baylor, the

University of Texas, the University of Houston and South Texas College of

Law. Munsch Hardt’s summer program takes place during the second half of

the summer, beginning in late June. The key to getting in the door might just

be enthusiasm. One current associate describes the culture as “young and

friendly.” “Munsch Hardt attorneys are excited to be a part of the firm,” the

firm’s web site announces. “Walk the halls and you will feel the enthusiasm

and camaraderie behind the scenes.”





© 2007 Vault, Inc.198

2901 N. Central Avenue, Suite 2000


Phone: (602) 698-3100

www.perkinscoie.com

LOCATIONS

Anchorage, AK

Bellevue, WA

Boise, ID

Chicago, IL

Denver, CO

Los Angeles, CA

Menlo Park, CA

Olympia, WA

Phoenix, AZ

Portland, OR

San Francisco, CA

Seattle, WA

Washington, DC

Beijing

Shanghai

MAJOR DEPARTMENTS

& PRACTICES*

Business Law

Labor & Employment


Real Estate & Land Use

*In Pheonix office

THE STATS

No. of attorneys:

Firmwide: 639

Phoenix: 70

No. of offices: 15


Phoenix: 6 out of 6

Managing Partner: Robert E. Giles

Managing Partner, Phoenix Office:

Joel W. Nomkin

Hiring Partner: H. Michael Clyde

Perkins Coie Brown & Bain P.A.





UPPERS

• Great people and relaxed

environment

• Diverse client base

DOWNERS

• Uneven work distribution

• Mentoring could be better

NOTABLE PERKS

• Gym subsidy

• Fully paid health and dental

coverage

• Profit sharing

• Practice group retreats

BASE SALARY (2007)

Phoenix, AZ

1st year: $110,000


EMPLOYMENT CONTACT

Ms. Deborah A. Uren

Office Administrator

Phone: (602) 351-8000

Fax: (602) 648-7000

E-mail:

[email protected]

THE SCOOP

The Phoenix office of Perkins Coie opened in 2004, when Seattle-based Perkins

Coie merged with Brown & Bain, a prestigious Phoenix intellectual property

firm. Today, the firm is known as Perkins Coie Brown & Bain P.A. in Arizona,

and the Phoenix office has become the firm’s second-largest. In 2006, Perkins

Coie was ranked among the top law firms in the nation for volume of trademark,

patent and IP cases by IPLaw360 magazine. And, for the fourth year in a row,

Perkins Coie earned a place on Fortune magazine’s list of the 100 Best

Companies to Work For�one of only six law firms to earn this distinction.

The firm’s client roster reads like a who’s who of the nation’s top companies:

Starbucks, Intel, Microsoft, The Boeing Company and Google, to name just

a few. Plus, the Phoenix office represents many of the largest Arizona-based

companies, such as Qwest, Vitesse and Honeywell International. In addition

to complex litigation capabilities that include intellectual property, white-

collar criminal defense and commercial litigation, the Phoenix office is well

known for taking on legal challenges that affect public policy. For example,

partner Charles Blanchard recently filed suit on behalf of some unmarried

couples against an organization seeking a legislative amendment that would

eliminate domestic partner benefits. Phoenix partner Daniel Barr was also

recently honored for his victory in a pro bono matter on behalf of the

Scottsdale Tribune and the Arizona Daily Sun, in which the newspapers sued

the city of Scottsdale for failing to release records regarding police

disciplinary actions.

GETTING HIRED

“We only hire the best, most qualified,” says a confident second-year associate.

“I think it probably depends on the office, but I think the Phoenix office has pretty

high standards,” offers a firm newcomer. Those standards include a “very high

GPA (or very high-quality school and pretty high GPA), law review, clerkships,”

according to a corporate associate. Beyond grades and school rank, the firm

focuses on “bright individuals who want to work in an intellectually challenging

environment. An emphasis is placed on quality research, writing and analytical

skills,” says a first-year. But some associates think the firm is overly focused on

pedigree. “Provided you have the right numbers (i.e., top 10 percent and law

review), you could be a slug and still get an offer,” says one frustrated lawyer.



© 2007 Vault, Inc.200

OUR SURVEY SAYS

It’s a “very congenial, friendly firm,” says one happy first-year. In the words of

another, “Challenging work, decent hours, nice people ... what more could you

want?” The Phoenix office is said to have “its own culture” in which “the people

are very friendly but do not tend to socialize much,” according to a litigation

associate. Another contact says the firm is “somewhat conservative, and its

lawyers socialize together occasionally.” One insider attributes the lack of party

atmosphere to the large contingent of Mormon attorneys. Socializing aside,

associates say “the work is challenging and the work product must be top-notch.”

Associate/partner relations are well regarded. “The partners are very respectful

of associates,” says a litigator. “The real estate partner I work for is considered

the best in the state and he explains everything to me patiently,” gushes a first-

year. This being said, not all partners share the same reputation. “Most are great

but there are some real jerks,” remarks one source. And although “associates are

rarely invited to participate in firmwide decisions,” some feel that “the firm does

a good job of keeping associates informed.”

Our contacts in Phoenix give the firm fairly high marks for training, even though

the program seems a little haphazard. “We have some in-house training, but the

real training comes from hands-on case experience that usually flows in the form

of pro bono activity,” says a litigation associate. There also “isn’t much

[training] for lateral mid-senior associates,” adds another litigator. Most

associates agree that mentoring and informal training is an area in which this

office and the firm in general can do much better. “We have a formal mentor

program, but participation is poor,” says a midlevel associate.

Phoenix associates have few gripes with their hours. “This firm is quite flexible

with hours,” says a litigation associate. “No one looks over my shoulder or cares

when I come in or leave�in fact, I always get apologies if I have to stay late or

come in on a Saturday,” says a corporate associate. Although some associates find

the firm to be “flexible about its leave policies and part-time work schedules,”

other say the policy “sounds great on paper; unfortunately, the firm doesn’t walk

the walk.” Yet another associate complains that despite all the flexibility, “you

cannot maintain anything but a full-time work schedule and stay on track for

partnership.” Associates are also reasonably satisfied with their compensation.

“Based on cost of living, comparable salaries in the market and hours being

worked, the compensation is at the top of the market,” boasts a litigation associate.

“It’s good considering this is Phoenix and the hours are reasonable,” says another,

adding that “Phoenix firms as a whole are going to have to start paying more.”





1000 Main Street, 36th Floor

Houston, TX 77002

Phone: (713) 226-6000

www.porterhedges.com

LOCATION

Houston, TX

MAJOR DEPARTMENTS

& PRACTICES

Arbitration & Mediation

Banking & Finance

Bankruptcy, Restructuring &

Creditors’ Rights

Corporate

Employee Benefits, ERISA &

Executive Compensation

Employment

Energy

Environmental


Litigation

Mass Tort

Project Finance

Real Estate

Tax

Trusts/Probate/Estate Planning

THE STATS


No. of offices: 1


7 out of 9

Chairman: T. William Porter

Hiring Partner: Chris A. Ferazzi

NOTABLE PERKS

• Paid parking

• Moving expenses

• Friday happy hours

• Reimbursement for bar review/exam

fees

BASE SALARY (2006)

Houston, TX

1st year: $135,000

2nd year: $145,000

3rd year: $150,000

4th year: $160,000

5th year: $170,000

6th year: $180,000

7th year: $185,000

8th year: $190,000


EMPLOYMENT CONTACT

Ms. Stacy Noser

Legal Recruitment Manager

Phone: (713) 226-6588

Fax: (713) 226-6200


Porter & Hedges LLP


THE SCOOP

“While there has been a lot of discussion of late about there being no place

for a midsized firm,” says Porter & Hedges Chairman Bill Porter, “don’t kid

yourself.” He adds (in a letter posted on the firm’s web site): “If we simply

continue to offer ‘positively outrageous service,’ if we do things wholly out

of proportion of what is asked and unexpected, there will always be a place

for us in this or any other legal community.”

These are stirring words, and a tall order for Porter & Hedges’ attorneys. But

there are indications that this law firm, one of the 10 largest based in Houston

and among the top 25 in the state, might just meet its chairman’s standards.

Among the firm’s partners, fully 70 percent are Texas Super Lawyers, according

to a 2005 Texas Monthly magazine survey. For Porter & Hedges, “Business is

personal.” The firm services both corporate and individual clients in an

extensive range of practice areas, from banking and bankruptcy to tax and trusts.

Firm partner Charles Baker represented co-defendant StreamCast Networks,

Inc., in the 2005 Supreme Court case MGM Studios Inc. v. Grokster Ltd. and

StreamCast Networks, Inc. In this case, the providers of peer-to-peer file

sharing systems (including Morpheus) were sued for copyright infringement,

much as Napster had been. But in one important distinction, these

companies, unlike Napster, did not host copyrighted files, but merely enabled

direct connections between individual users. Baker drew the following

comparison: “[The defendants] had no involvement with, or control over,

what their users do with the software, just as Xerox has no control over what

its customers do with its photocopiers.”

Nevertheless, the Supreme Court ultimately (and unanimously) decided against

StreamCast, ruling that, at least in this case, the providers of file-sharing

software were liable for the subsequent acts of copyright infringement by the

system’s users on the basis that their programs promoted large-scale

infringement. This ruling reversed the California district court’s finding in

favor of the defendant, and notably did not follow the precedent set in 1984’s

Sony Corp. v. Universal City Studios Inc. (in which Sony successfully defended

its right to distribute the first VCRs). But for Porter & Hedges, this fight is far

from over. Charles Baker has already been retained by LimeWire, another file-

sharing service provider, in anticipation of fighting the RIAA in Arista v.

LimeWire, which is scheduled to go to trial in October 2007.

Recently, the U.S. Environmental Protection Agency and the U.S.

Department of Transportation honored Porter & Hedges by placing it on the

list of Best Workplaces for Commuters�an achievement worth noting in a


Porter & Hedges LLP



city famous for epic freeway commutes. In order to be eligible for this

distinction, a company must provide at least one primary commuter benefit

(which can include a monthly $30 transit/vanpool pass subsidy, cash in lieu

of free parking or a significant telecommuting program) and at least three

supporting commuter benefits (such as carpool incentives, incentives for

living near work or on-site amenities such as day care or dry cleaning).

GETTING HIRED

Porter & Hedges accepts resumes from any well-qualified law student, though

its hiring strategy is somewhat Texas-centric. The firm only conducts on-

campus interviews at the University of Texas and the University of Houston,

and looks to hire associates with “strong ties to the area.” Summer associates

in 2005 were almost exclusively from Texas schools. “Well-qualified” to Porter

Hedges means “bright, well-rounded individuals with an entrepreneurial spirit

and strong critical thinking and writing skills.” In its quest to find “talented

students who have the potential to develop into exceptional attorneys,” the firm

weighs factors including “exceptional academic achievement, participation in

law school activities (such as law review and moot court), prior work

experience and strong interpersonal skills.”


Porter & Hedges LLP

© 2007 Vault, Inc.204

© 2007 Vault, Inc.206

One Renaissance Square

Two North Central Avenue

Phoenix, AZ 85004

Phone: (602) 229-5200

www.quarles.com

LOCATIONS

Chicago, IL

Madison, WI

Milwaukee, WI

Naples, FL

Phoenix, AZ

Tucson, AZ

MAJOR DEPARTMENTS

& PRACTICES

Bankruptcy & Creditors’ Rights


Corporate Services

Environmental

Hospital & Health Law


Labor & Employment

Product Liability

Public Finance

Real Estate & Land Use

Taxation

Trusts & Estates

THE STATS

No. of attorneys:

Firmwide: 439

Phoenix: 115

Tucson: 15

No. of offices: 6



Phoenix: 6 out of 7

Tucson: 1 out of 1

Managing Partner: Patrick M. Ryan

Hiring Partner: Sarah E. Coyne

Quarles & Brady LLP




Quarles & Brady LLP

UPPERS

• Top-of-market compensation

• Reasonable, flexible hours

DOWNERS

• Some tension between partners

and associates

• Associates who miss hours

targets get held back

NOTABLE PERKS

• Profit sharing through 401(k)

• Subsidized health club

membership

• Paid paternity leave

• Generous CLE budget ($2,000

every two years)

BASE SALARY (2006)

All Arizona offices

1st year: $115,000


EMPLOYMENT CONTACT

Ms. Marguerite E. Durston

Administrator, Attorney Recruitment

Phone: (312) 715-5025

Fax: (312) 715-5155


THE SCOOP

Though the firm has Midwestern roots, Quarles & Brady LLP is hardly a one-

region power. The firm was founded in Milwaukee in the early 1900s and

more than half of its lawyers practice in the firm’s three Midwest offices.

However, thanks to the merger of Quarles & Brady and Arizona firm Streich

Lang in 2000, the firm now has approximately 130 lawyers in Phoenix and

Tucson. Formerly known as Quarles & Brady Streich Lang LLP in Arizona,

the firm now goes by Quarles & Brady firmwide.

All told, the firm has 439 attorneys in six offices (the sixth office is in Naples,

Fla.) and is organized in 12 practice areas: bankruptcy and creditors’ rights,

commercial litigation, corporate services, environmental, hospital and health

law, intellectual property, labor and employment, product liability, public

finance, real estate and land use, taxation, and trusts and estates.

Quarles & Brady is a member of United States Law Firm Group, a

consortium of 18 midsized law firms. That consortium entered into a

strategic alliance with the ADVOC, a network of international firms. The

alliance gives Quarles & Brady access to clients in Europe, Latin America

and Asia.

GETTING HIRED

Associates in Arizona say Quarles & Brady is highly competitive�maybe

too competitive. “There is too much emphasis on class rankings and grades,

to the point [that] many of our successful lawyers hired prior to the

implementation of the class rankings and grades [requirements] would never

be hired under the current system,” says a senior associate. “It is almost too

difficult to get hired at this firm,” agrees another lawyer who adds that “a lot

of candidates are overlooked.” Getting hired without excellent writing skills

is impossible. “Less-than-superior writers have a very difficult time getting

a job here,” reports one attorney. At least one lawyer thinks the firm gives too

much weight to this factor. “The heavy reliance on a writing sample is silly,”

asserts that contact.


Quarles & Brady LLP

© 2007 Vault, Inc.208

OUR SURVEY SAYS

Quarles & Brady lawyers in Arizona express mixed feelings about their firm.

One senior associate in Phoenix brags that he is “well paid and respected,

given proper training tools and good work” and has access to “proper

mentoring programs.” “My department is very collegial, the work is

interesting and challenging, and the hours aren’t stifling my ability to have a

balanced life,” says a bankruptcy lawyer. Others are less impressed. “I went

to law school for this?” asks a first-year who gripes that Quarles gives him

“boring and non-substantive work for the most part. Only one [or] two

partners actually give me work that is interesting and suited to my experience

level.” “The practice of law is very fulfilling, but the crush of work and the

constant demand to bill more hours while � devot[ing] even more hours to

client development, firm administration and pro bono activities drains a lot of

the enjoyment from the job,” sighs another Phoenix lawyer.

A Tucson contact says that Quarles & Brady attorneys enjoy a “good firm

culture.” “Quarles & Brady is a very collegial place, and the lawyers do

socialize together, both during the work day and during off-work hours,”

agrees a senior associate. “People here genuinely like each other and being

nice to each other is a priority.” “It is a professional environment, but [it] is

not stuffy. Most lawyers keep their doors open,” reports a lawyer in the firm’s

Phoenix office. Not everyone is as enthusiastic. “The firm makes a lot of

noise about its culture and how much it values diversity and social and

professional interaction between its lawyers. In practice, however, some

lawyers take this attitude seriously, while most do not,” gripes one source. As

for training, it mostly comes in the form of “side-by-side” training, in which

new associates accompany “a more senior lawyer on various tasks such as

depositions, trial, oral arguments, client meetings.” The firm also has a

formal mentoring program for new associates, and a first-year suggests that

“as long as you are self-motivated, you can get decent mentoring from most

other associates, and sometimes a few of the partners as well.”

There are few complaints about money. “Our firm’s associate compensation

is among the best in the Phoenix market,” boasts a lawyer from that office.

On the downside, the firm strictly enforces its billable requirements. “While

associates who do not make their hours are rarely penalized with a salary

reduction, they do not receive a raise,” reports a contact. “Thus, an associate

who may have missed his/her hours one year by just a few hours can work

twice as hard the next year, exceeding the required hours but making less than

his or her counterparts. The system seems somewhat punitive, but is

preferable to other penalties and/or consequences for associates not making


Quarles & Brady LLP

Visit the Vault Law Channel at vault.com/law – featuring firm profiles,


their required hours.” At least the firm makes it relatively easy to meet the

billable requirements. “Many factors are combined into overall billing

figures, such as side-by-side training, mentoring, certain administrative tasks,

recruiting and pro bono,” says a source. “This makes the 1,950 requirement

easier to meet, as other firms only count straight client billed hours towards

this yearly requirement.”

© 2007 Vault, Inc.210


Quarles & Brady LLP

�My department is very

collegial, the work is

interesting and challenging,

and the hours aren�t

stifling my ability to have a

balanced life.�

� Quarles & Brady associate




Quarles & Brady LLP

© 2007 Vault, Inc.212

201 Third Street NW, Suite 2200

Albuquerque, NM 87102

Phone: (505) 765-5900

www.rodey.com

LOCATIONS

Albuquerque, NM (HQ)

Santa Fe, NM

MAJOR DEPARTMENTS

& PRACTICES

Business Department

Banking • Bonds & Securities •

Business Formation & Transactions

Employee Benefits • Environment &

Natural Resources • Estate Planning

& Probate • Health Care • Indian

Law • Intellectual Property • Real

Estate • Taxation • University &

Education • Utilities • Water

Litigation Department

Appellate Practice • Bankruptcy,

Debtors’ & Creditors’ Rights • Civil

Rights & Media Law • Class Action

Defense & Complex Litigation •

Commercial Litigation • Drug &

Medical Device Liability • Health

Law • Intellectual Property • Labor

& Employment Law • Products &

General Liability • Professional

Liability

THE STATS

No. of attorneys:

Firmwide:78

Albuquerque: 70

No. of offices: 2



Albuquerque: 2 out of 2

Managing Partner: Charles J. Vigil

Hiring Partner: Lisa C. Ortega

Rodey, Dickason, Sloan, Akin& Robb, P.A.




Rodey, Dickason, Sloan, Akin & Robb, P.A.

UPPERS

• Working with “the best attorneys

in the state”

• Top-of-the-market pay

DOWN ERS

• In New Mexico, “top-of-the-

market pay” is still fairly low

• Insurance defense doesn’t excite

everyone

NOTABLE PERKS

• Roth 401(k)

• Alternative work schedules

• “Incredibly comprehensive

benefits”

• Nice offices

BASE SALARY (2006)

Albuquerque, NM

1st year: $70,000


EMPLOYMENT CONTACT

Ms. Ann C. Mackey

Human Resources Manager

Phone: (505) 765-5900

Fax: (505) 768-7395


THE SCOOP

Established in 1883, Rodey, Dickason, Sloan, Akin & Robb now ranks as one

of the largest and most prominent defense firms in New Mexico. Its

specialties include a variety of complex litigation areas, such as banking,

environmental, insurance and intellectual property law. The 2006 Chambers

USA Guide to America’s Leading Business Lawyers ranked Rodey as the top

firm in New Mexico for corporate and commercial work, general commercial

litigation and real estate. It also singled out 13 individual Rodey lawyers for

their work in these fields.

A number of major victories in recent years have contributed to the firm’s

development of a national reputation. Rodey, for example, won reversal of a

$5 million judgment against its client United States Fire Insurance in a “bad

faith” case, when a New Mexico appellate court ruled that the facts set forth

by National Union Fire Insurance did not establish a legal basis for such a

claim. The firm also scored a major employment discrimination victory in a

federal case brought by a surgeon against the firm’s client, one of New

Mexico’s largest employers (the firm declines to release the name of the

company). The surgeon sought damages based on the claim that his career

had been destroyed by national origin and age discrimination; the employer

argued that he had been terminated for substandard performance. The judge

granted summary judgment to the defense, as well as an award of costs

against the surgeon.

Other representative clients range from Wells Fargo and Bank of America to

John Hancock Insurance and Eli Lilly and Company.

GETTING HIRED

Rodey Dickason follows fairly traditional hiring standards, associates say.

“In general, the firm looks for attorneys with good writing skills who appear

that they will be a good fit with the firm’s overall culture,” according to one

litigator. An IP expert suggests that the firm seeks candidates who are “very

intelligent, driven, who will fit in with the existing firm culture.” The firm

hires four to five summer associates each year (a mix of first-year and second-

year students), with the expectation that most or all of the 2Ls will be offered

(and accept) permanent positions. The standard partnership track is a

relatively brief six-and-a-half years.



© 2007 Vault, Inc.214

OUR SURVEY SAYS

Rodey Dickason associates consider their firm one of the best places to work

in the region. As one junior associate puts it, “This is the top firm in the state

because it has great lawyers who are also enjoyable and engaging.” A

professional liability lawyer crows, “I work with the best attorneys in the

state. We have great clients who offer challenging and interesting work.” Not

everyone is so keen on representing insurance companies, so lawyers should

know what they’re getting into: “defense, defense, defense.” The firm notes

that although Rodey litigators do mostly defense work, not all such work is

insurance defense. The firm does some plaintiffs’ litigation.

The firm’s work environment is described as “collegial” and “social.” A

litigator reports that the firm has a “very friendly, supportive, collegial and

unstuffy attitude across the board. It’s a very nice place to come to work.” A

colleague tells us, “My firm is a ‘lifestyle firm’ that allows for life outside of

the office through humane billable hour requirements and encouragement to

participate in professional and civic activities.” “The firm is generally very

sociable,” agrees another source, “though ‘cliques’ do form.” Still, there is “a

good mix politically and professionally, so [there’s] something for everyone.”

Partners seem to satisfy associates’ hopes and expectations. When it comes

to decision making, associates may voice their opinions informally, but

(unsurprisingly) they don’t necessarily carry much weight. Here’s how one

associate describes the collective dynamic: “The partners meet monthly.

Associates are permitted to stay for the general part of the meeting only and

then are excused when financial issues or voting issues are to be discussed.

There is a meeting the next day where associates are told about what was said

during the directors’ portion of the meeting. Associates are generally free and

welcome to offer their input in smaller settings prior to votes, but associates

do not have voting power.”

Associates say that the firm’s formal training offerings are weak, verging on

nonexistent. “This is an area that needs improvement,” complains a litigator.

“There is very little training.” Fortunately, associates say, informal training

picks up much of the slack. “Informally, there is more guidance and

mentorship within the different practice groups and between newer and more

senior associates,” according to an Albuquerque litigator.

The salaries may be at the top of the market, but that’s not saying much,

according to associates. “Compensation is among the best, if not the best, in

the state, but the salaries in New Mexico as a whole are quite a bit less than

other nearby states, such as Texas and Arizona,” gripes a second-year. On the





other hand, the hours requirements are probably far more manageable than in

other more competitive and lucrative marketplaces. “The billing requirement

is very reasonable,” says a junior associate. Moreover, attorneys do take

advantage of the firm’s part-time possibilities.



© 2007 Vault, Inc.216

�We have great clients

who offer challenging and

interesting work.�

� Rodey Dickason associate





© 2007 Vault, Inc.218

One Arizona Center

400 East Van Buren


Phone: (602) 382-6000

www.swlaw.com

LOCATIONS

Phoenix, AZ (HQ)

Denver, CO

Las Vegas, NV

Orange County, CA

Salt Lake City, UT

Tucson, AZ

MAJOR DEPARTMENTS

& PRACTICES

Antitrust

Appellate

Banking

Bankruptcy

Business & Finance

Commercial Finance


Construction

Employment Benefits

Environmental

Estate Planning

Health Care


Labor & Employment

Municipal Bond/Public Authority

Financing

Natural Resources

Product Liability

Real Estate

Tax

THE STATS

No. of attorneys:

Firmwide: 443

Phoenix: 212

Las Vegas: 34

Tucson: 32

No. of offices: 6



Phoenix: 20 out of 24


Tucson: 2 out of 3

Chairman of the Executive Committee:

John J. Bouma

Hiring Committee Co-Chairs: Robert A.

Henry, Jennifer Hadley Dioguardi

Snell & Wilmer L.L.P.





UPPERS

• “It’s the best firm in Phoenix”

• Wonderful work environment

DOWNERS

• The formal dress code

• Typical big-firm issues

NOTABLE PERKS

• Profit sharing

• Free Friday lunches

• Discounts on auto purchases

• Soda fountains on every floor

BASE SALARY (2006)

Phoenix, AZ

1st year: $110,000


Las Vegas, NV; Tucson, AZ

1st year: $100,000


EMPLOYMENT CONTACT

Ms. Bonnie J. Lang

Director of Attorney Recruitment and

Development

Phone: (602) 382-6014

Fax: (602) 382-6070


THE SCOOP

Phoenix-based Snell & Wilmer’s practice areas have a particularly Arizona

flavor, with such departments as business and finance, environmental law,

Indian law, venture capital, and zoning and land use. Recently, the firm has

gained a national presence, stretching to six offices from Southern California

to Colorado, and more than 400 attorneys. In 2005, the firm ranked No. 90

on The National Law Journal’s rankings of the nation’s largest firms. Though

the majority of the firm’s work entails representing much smaller businesses,

the firm’s best-known clients include the Arizona Public Service Company,

Bank of America, the Ford Motor Company, the Mayo Clinic, the Salt River

Pima-Maricopa Indian Community and the Tucson Airport Authority.

The firm’s prominence, particularly in Phoenix, has been recognized by a

handful of honors in recent years. Based on a survey of directors and

corporate counsel, Corporate Board Member magazine, for example, has

named Snell & Wilmer “the best law firm to do business with in Phoenix”

each year since its first survey in 2002. More importantly (for potential

associates), summer associates ranked Snell & Wilmer as the top choice in

Phoenix in the American Lawyer Media 2005 Summer Associate Survey,

giving it an average score of 4.79 out of 5. (The firm also placed second in

Denver and 23rd nationwide.) In a less typical industry honor, the firm was

the first professional group to receive the Arizona Governor’s Arts Award for,

among other things, assembling and touring one of the nation’s premier

collections of work by Arizona photographers.

GETTING HIRED

Associates call Snell & Wilmer’s hiring program rigorous yet efficient. “It

isn’t easy to get a job offer at our firm,” says an associate in Phoenix. “Many

law students apply, but we can only give offers to some of them.” According

to an enthusiastic senior associate, the successful candidate is “someone with

the academics to succeed and the personality, too!” Others agree that in

addition to “strong academics” the firm looks for “good people skills.”

Sources describe the successful recruit as “hardworking, intelligent, curious”

and “well rounded.” One associate appreciates that “the call-back and offer

process was more streamlined with Snell & Wilmer than with other firms,”

adding, “I had an offer here before I had completed callbacks elsewhere.”



© 2007 Vault, Inc.220

OUR SURVEY SAYS

Snell & Wilmer associates report a high degree of job satisfaction,

specifically praising the “sophisticated work, intelligent and nice lawyers,

professional environment and outstanding firm reputation.” The firm culture

seems to be a happy mix of both “serious” and “professional,” and “very

relaxed” and “social.” According to a Phoenix associate, “The firm’s culture

is one of inclusion and support. Although I may not always socialize with

other lawyers at the firm, I feel completely at ease when I do and always feel

comfortable asking others to join me for social events.” And a colleague

confides, “This office’s unique culture is the reason I chose to work here.

There is a sense of camaraderie, and everyone is very collegial. Plus, just

about everyone here has a really good sense of humor, so that makes coming

to work more pleasant.”

Insiders rate associate/partner relations quite highly, though they do suggest

that the firm could reach out more when making firmwide decisions.

“Associates and partners tend to get along very well at the firm,” says a third-

year. “Partners treat associates with a lot of respect and many become

unofficial mentors.” However, as several contacts acknowledge, “Not a

whole lot of information trickles down from the partners to the associates.”

“Associates have little to do with firm management,” says an IP attorney,

“and almost always find out about firmwide decisions after they are made.”

Litigators seem happy with their training. “It really is fabulous,” says a first-

year in the Las Vegas office. But associates in other departments find the in-

house options more “limited.” “The firm ought to consider bringing in some

external trainers to provide educational resources,” suggests a bankruptcy

attorney. Fortunately, “partners are highly accessible” and often “go out of

their way to teach [associates] about both administrative and substantive

aspects of practice.”

Associates consider the firm’s 2,000-hour billing goal par for the course.

“The pressure to bill hours is always present at any firm,” shrugs a junior

associate. “It is frustrating at times when you also have a lot of non-billable

hours to put in.” Another attorney adds, “Billable hours is the bottom line at

any big firm. There is an underlying pressure that goes along with that. If

you do not meet and exceed your hours, you may be viewed as if you are not

sacrificing enough for the firm and you are not ‘partner’ material.”

Associates say the pay is “great,” even if it’s “not at the top of the market.”

One otherwise satisfied lawyer notes, “Given that we are a large law firm in

our market, we probably should be at or very near the top.” The firm is





“competitive on a local market basis, though not on a national basis,” reports

another Phoenix associate. “The partners appear willing to meet rising salary

pressures when forced by East or West Coast firms.”



© 2007 Vault, Inc.222

�Just about everyone here

has a really good sense of

humor, so that makes

coming to work more

pleasant.�

� Snell & Wilmer associate





© 2007 Vault, Inc.224

Two Renaissance Square

40 North Central Avenue, Suite

2700

Phoenix, AZ 85004

Phone: (602) 528-4000

www.ssd.com

LOCATIONS

Cincinnati, OH • Cleveland, OH •

Columbus, OH • Houston, TX • Los

Angeles, CA • Miami, FL • New

York, NY • Palo Alto, CA •

Phoenix, AZ • San Francisco, CA •

Tallahassee, TN • Tampa, FL •

Tysons Corner, VA • Washington,

DC • West Palm Beach, FL •

Beijing • Bratislava • Brussels •

Bucharest* • Budapest • Buenos

Aires* • Caracas • Dublin* •

Frankfurt • Hong Kong • Kyiv* •

London • Milan* • Moscow •

Prague • Rio de Janeiro • Riyadh*

Santiago* • Santo Domingo •

Shanghai • Tokyo • Warsaw

* Associated office

MAJOR DEPARTMENTS

& PRACTICES

Bankruptcy & Reorganization •

Communications • Corporate

Transaction & Securities Regulation

Economic Regulation • Energy •

Environmental, Health & Safety •

Financial Services • Health

Sciences • Intellectual Property •

International Dispute Resolution •


Project Finance • Public Finance •

Real Estate & Hospitality •

Taxation • Transportation

Squire, Sanders & Dempsey L.L.P.

THE STATS

No. of attorneys:

Firmwide: 800

Houston: 11

Phoenix: 66

No. of offices: 36



Phoenix: 4 out of 4

Chairman: James J. Maiwurm

Hiring Partner: Brian Cabianca





UPPERS

• Loose, friendly culture

• International reach

DOWNERS

• Slowly losing its place as a

compensation leader

• Demanding hours

NOTABLE PERKS

• Paid BlackBerry service

• Free dinners if working late

• Moving and bar expenses

• Employee discounts

BASE SALARY (2006)

Phoenix, AZ

1st year: $110,000


EMPLOYMENT CONTACTS

Firmwide

Ms. Crystal L. Arnold

Firmwide Recruiting Coordinator

Phone: (216) 687-3465

Fax: (216) 687-3401


Phoenix

Ms. Beth A. Hoffman

HR and Recruiting Manager

Phone: (602) 528-4850

Fax: (602) 253-8129


THE SCOOP

Who says Cleveland can’t be the center of the world? Squire, Sanders & Dempsey

L.L.P. was founded in 1890 in Cleveland by Andrew Squire, Judge William B.

Sanders and James H. Dempsey. Though the firm started small, it has become

anything but. Squire Sanders now has 800 attorneys in 30 offices around the

world, including 12 different countries outside the United States. Following the

collapse of the Iron Curtain, Squire Sanders became the first U.S. firm to establish

a permanent presence in the Eastern Bloc, and now maintains offices throughout

Eastern Europe and Russia. With the opening of China, the firm added three more

Asian offices. In September 2005, the firm merged with Florida-based Steel

Hector & Davis LLP, thereby expanding the firm’s presence in the Sunshine State

and gaining bases throughout Latin America.

Included in that global empire is a small Houston office featuring 11 attorneys

and a larger Phoenix office with 66 lawyers. The firm specializes in

international, litigation, bankruptcy, corporate and IP matters. In a recent

major deal, lawyers from Squire Sanders’ Phoenix office combined with

attorneys from three international offices to advise LRG Acquisition Group in

its purchase of Intercontinental Hotels Group. The $2 billion deal results in

the transfer of 73 hotels around the world to LRG.

GETTING HIRED

Squire Sanders cares about what school you went to, to the extent that “top-

ranked schools can overcome bad GPAs.” “Like most firms we do initial on-

campus interviews followed by callbacks in which candidates meet with two or

three partners and three or four associates,” says a Phoenix attorney. “I am

unaware of any specific GPA cutoff, but generally, the firm requires top 20

percent in your law school class.” Unusual or interesting experience goes a long

way. “Generally, the firm is looking for candidates with strong academic records

and a willingness to work,” says a contact. Squire Sanders “seems to favor

people with broad experience such as studying or traveling abroad or a previous

career. Clerkships are not a must but are helpful.” “As a general matter, the firm

looks for people that will fit its culture�i.e., someone that will not get on your

nerves at the end of a long day,” continues our source.



© 2007 Vault, Inc.226

OUR SURVEY SAYS

Associates say that life at Squire Sanders has its ups and downs�the quality of

work is high but so is the volume. The “flow of work is steady but sometimes

can overwhelm,” says a Phoenix lawyer. “Good variety in cases and the issues

they raise. The firm is very proactive in giving me opportunities to move beyond

research and writing tasks and into task[s] such as dealing with clients, opposing

counsel, conducting depositions and making oral arguments. The work and the

atmosphere of the firm are very positive and I enjoy coming to work.” The

Phoenix office seems to have a somewhat more active social life than the firm’s

Ohio offices. “There are groups of lawyers, young and midlevel associates in

particular, who tend to socialize together,” reports a source. “In terms of culture,

the Phoenix office of Squire Sanders has a ‘work hard, play hard’ mentality

among most of the lawyers.” That contact continues, “Politically, the office is

somewhat conservative in its leanings, but not as conservative as the Cleveland

office. There are lawyers who are active on all parts of the political spectrum.”

Formal training is the firm’s “major weak spot,” but mentoring by partners or

senior associates may be a way to fill in the gaps, especially since “the

partners do a pretty good job of relating to associates and developing talent.”

The firm also tries to keep associates apprised of what’s going on. “In

general, the partnership does a good job of keeping associates informed of

firmwide issues and decisions, even though [that] sometimes [means] after

the decisions have been made,” notes an insider. “There are biannual

associate meetings with key firm partners where any and all associate

questions are answered, including questions about compensation, partnership,

office policy changes and the like.”

Associates say the firm keeps them in the office longer than peer firms do.

“As big firms in this region of the country go, ours demands more hours than

most,” says a Phoenix associate. “On the other hand, the hours here are

nothing like they are in the Northeast. I have generally worked between

2,700 and 2,900 hours in order to bill between 2,000 and 2,200.” At least the

firm offers some flexibility. “For a firm with one of the highest billable hour

requirements in Phoenix (2,000 hours), Squire Sanders is quite flexible in

terms of how associates go about meeting their billable hour requirements,”

reports a contact. The firm does seem to be a compensation leader, at least

for junior associates. “We are the top-paying firm in the market at least with

respect to first-years,” reports a midlevel associate. “The pay gap narrows as

associates become more senior. Nonetheless, there are some rumblings about

other similar-sized markets raising salaries and questioning why the firm is

not doing the same in this market.”





© 2007 Vault, Inc.228


Dallas, TX 75202-3794

Phone: (214) 651-4300

www.strasburger.com

LOCATIONS

Dallas, TX (HQ)

Austin, TX • Collin County, TX •

Houston, TX • San Antonio, TX •

Washington, DC • Mexico City

MAJOR DEPARTMENTS

& PRACTICES

Admiralty & Maritime • Antitrust •

Appellate • Bankruptcy •

Construction • Corporate &

Securities • Drug & Medical Device

Litigation • Eminent

Domain/Condemnation • Energy •

Environmental • Fidelity & Surety •

Financial Services • Franchise &

Distribution • Governmental &

Administrative Law • Health Law •

Insurance Litigation & Counsel •

Intellectual Property • International •

International Trade Compliance •


Oil, Gas & Petroleum • Personal

Injury • Products Litigation •

Professional Liability • Real Estate •

Taxes, Estate Planning & Employee

Benefits • Transportation/Logistics

White Collar Crime • Zoning & Land

Use

THE STATS

No. of attorneys:

Firmwide: 174

Dallas: 79

Austin: 21

Collin County: 18

Houston: 35

San Antonio: 17

No. of offices: 7


Dallas/Collin County: 3 out of 5

Austin/San Antonio: 0 out of 3

Houston: 2 out of 8

Managing Partner: Daniel L. Butcher

Hiring Partners:

Dallas/Collin County: Scott A.

Shanes

Austin: Tiffany G. Hildreth

Houston: John K. Spiller

San Antonio: Daniel W. Lanfear

Strasburger & Price LLP





UPPERS

• Friendly, collegial atmosphere

• Lots of early responsibility and

client contact

DOWNERS

• Pay at lower end of market

• Uneven workload

NOTABLE PERKS

• Profit sharing for associates

• Paid cell phones and BlackBerries

• Box seats at American Airlines

Center events

• Health club membership

BASE SALARY (2006)

All Texas offices

1st year: $110,000


EMPLOYMENT CONTACTS

Dallas and Collin County

Ms. Brooke S. Benesh

Manager of Recruiting and Professional

Development

Phone: (214) 651-4300

Fax: (214) 651-4330


Austin and San Antonio

Ms. Linsi Smith

Firm Development Coordinator

Phone: (512) 499-3600

Fax: (512) 499-3660


Houston

Ms. Lindsey Word

Firm Development Coordinator

Phone: (713) 951-5600

Fax: (713) 951-5660


THE SCOOP

Strasburger & Price LLP was founded in Dallas in 1939. Since then, the firm

has grown to include offices in seven different locations across Texas,

Washington, D.C., and Mexico. Strasburger is still growing, as is evident by

the recent lateral additions in many of its offices. Over the past year, the firm

has added five attorneys to its health care practice, hired three former Holland

& Knight attorneys in the San Antonio office, and gained several corporate

and real estate lawyers.

Strasburger attorneys represent a variety of clients, from small startups to

multinational corporations. In late 2005, the firm’s health care litigation

group won its sixth consecutive trial victory. Among notable wins in 2006,

Strasburger won a verdict on a $7.8 million land deal involving a plot of land

near the site for the new Dallas Cowboys’ stadium. Strasburger’s clients,

ATMEX Corporation and J. Santos Espinoza, wanted to sell the land to the

city of Arlington, Texas, but a third party claimed he was the rightful owner

and sought to block the impending sale. After a five-day jury trial in June,

the judge granted a directed verdict in favor of Strasburger’s clients. A few

months later, the firm won a $7 million verdict for Harrell Ranch, an organic

cattle ranch outside Austin. The Texas Department of Transportation had

taken part of the ranch for construction of a new state highway. Disappointed

with the $2 million granted by the Special Commissioners’ Panel for the

condemnation of its property, Harrell Ranch appealed. Thanks to

Strasburger’s efforts, a Travis County jury awarded the ranch $6.956 million

in damages.

On the transactional side, Strasburger has represented Hanson Building

Materials America, Inc., a heavy building materials company, in five recent

deals resulting in the acquisition of more than $100 million of assets. The

firm also represented Horizon Health Corporation in its purchase of eight

behavioral health facilities in five states (Delaware, Florida, Georgia, Ohio

and South Carolina) for an aggregate price of approximately $95 million.

GETTING HIRED

Strasburger associates say that their firm stresses character over strict

academic achievement. According to a third-year, “I think getting hired can

be difficult because we look at more than just grades.” Desirable qualities



© 2007 Vault, Inc.230

include a “collegial spirit” and “a high level of integrity.” Moreover, “Work

ethic and personality go a long way.” “Applicants do not need to be in the

top 10 percent to be hired, but you do have to have a great personality,” agrees

a litigation associate. A Dallas associate adds, “Strasburger claims that it only

hires associates who it wants to see become partner at the firm. From what I

have seen, this proves to be the case. The firm is very selective in hiring and

then extremely nurturing to its associates.”

OUR SURVEY SAYS

Associates say “relaxed, comfortable, egalitarian, social, respectful and

friendly” are all adjectives that describe Strasburger’s culture, although the

firm tends to be “somewhat conservative politically.” A Dallas associate

raves, “Strasburger [offers] a great balance of high quality work and good

quality of life. The firm attorneys respect one another and associates are

given a high level of responsibility.” While some associates view the firm as

a social place, many feel that it is more family-oriented than frat-like.

“There’s not too much socialization as everyone is involved with their

families and their lives outside the office, but everyone is genuinely nice and

respectful of each other,” says a litigator in the Dallas office. “There is not

as much socializing between attorneys after work in my office because most

have families, but we do have an office softball team made up of attorneys

and staff,” agrees an Austin associate.

Associates give very high marks for associate/partner relations, and say that

“partners treat associates with a great deal of respect,” are “easily accessible

and open.” The firm also has a formal mentoring program that pairs new

associates with “both an associate and a partner mentor.” The firm’s formal

training earns mostly favorable reviews, and several rave about the

“extensive” internal programs and especially the “Strasburger Trial

Academy.” “Trial academy for litigators helps ensure our transition from law

school to lawyer is as smooth as possible,” gushes a first-year. But a few

lawyers find the programs “disappointing” and limited after the first year.

Associates find the firm’s annual billable requirement of 1,920 hours

reasonable. “Our firm is much better than most and we receive bonuses for

meeting certain goals,” says an Austin associate of the firm’s billable

requirement. Unfortunately, say associates, the comparatively low billable

requirement also means comparatively low salaries. “Strasburger did not

match the move made recently by the top Texas firms,” explains a Dallas





associate. “Instead, Strasburger increased the firm’s bonus/profit-sharing

component of its associate compensation package, so, depending on how

productive an associate is, the potential exists to make top dollar, but it is not

guaranteed.” Another associate describes the firm’s compensation as

“slightly below market,” but contends that “flexibility in the system rewards

everyone appropriately” since “all pay is merit-based; no tenure-based

graduation of pay tiers. All bonuses are formulaic and are based on hours,

billed amounts and so on.” While some associates believe that hard work will

be rewarded, others remain unconvinced. A midlevel complains that the

“compensation system is complicated and results in lower salaries for lower

billing rates�which the associate has no control over.”



© 2007 Vault, Inc.232

1000 Louisiana, Suite 5100


Phone: (713) 651-9366

www.susmangodfrey.com

LOCATIONS

Houston, TX (HQ)

Dallas, TX

Los Angeles, CA

New York, NY

Seattle, WA

MAJOR DEPARTMENTS

& PRACTICES

Accounting Malpractice

Antitrust

Arbitration

Breach of Contract & Interference

with Contract Litigation


Foreign & International Litigation


Libel/Slander Litigation

Negligence, Product Liability &

Toxic Tort

Representing Debtors & Creditors

in Litigation

Securities Litigation

Susman Godfrey L.L.P.



THE STATS

No. of attorneys:

Firmwide: 85

Houston: 47

Dallas: 16

No. of offices: 5



Houston: 4 out of 5

Dallas: 1 out of 2

Managing Partner: Stephen D. Susman

Hiring Partner: Shawn Raymond

NOTABLE PERKS

• Potentially hefty bonuses

• Biannual retreats to nice resorts

(Aspen, Costa Rica)

• Three months paid maternity leave

• Garage parking

BASE SALARY (2006)

Texas offices

1st year: $140,000

2nd year: $145,000

3rd year: $150,000

4th year: $160,000

5th year: $170,000

Summer associate: TBD

EMPLOYMENT CONTACT

Ms. Kimberly Herbsleb


Phone: (713) 653-7867

Fax: (713) 654-3382


THE SCOOP

Every small-to-midsized firm likes to think of itself as a boutique�a smaller,

specialized firm that attracts high-end clients and recruits high-end lawyers.

Alas, many self-proclaimed boutiques are merely new, small or struggling

firms looking to spin their diminutiveness as a plus. Count Susman Godfrey,

however, as one of the true boutiques. Founded in 1980, the litigation star

maintains five offices�its Houston headquarters, a smaller Dallas branch,

two offices on the West Coast and a branch in New York�that house a total

of 85 attorneys. Its small size notwithstanding, the firm handles truly

megawatt cases. Its associates earn as much as (or often more than) their

peers at much (much) larger firms. Susman Godfrey therefore has the bona

fides to call itself a boutique’s boutique. When The American Lawyer, for

example, ran its first Litigation Boutique of the Year competition in 2005, the

firm was named the second-best litigation boutique in the nation.

Some recent victories give a feel for the kind of work Susman Godfrey’s

associates are assigned. (And given the firm’s small staff and narrow focus,

these cases seem fairly representative of the cases that associates will man.) The

firm’s very first case, widely known as the Corrugated Container antitrust trial,

resulted in one of the nation’s highest-ever antitrust jury verdicts and established

the firm as a go-to option for plaintiffs in antitrust cases. In 1980, the newly-

formed seven-attorney firm represented the plaintiffs in a suit alleging that 40

corrugated box manufacturers fixed prices. All but one of the defendants settled.

That proved to be a costly mistake for the remaining defendant, Mead Paper.

Following a three-month trial, the jury returned a verdict affirming that Mead

had conspired to fix prices for at least 12 years. The jury awarded nearly $1

billion in damages (in addition to the settlements, which were in excess of $500

million). The firm has since represented such companies as Gateway, Novell

and Caldera in successful private antitrust actions against Microsoft.

Susman Godfrey, of course, handles a wide range of non-antitrust litigation

as well. In September 2006, the firm filed a patent infringement suit against

Microsoft on behalf of Paltalk, the largest instant-chat community on the

internet. As one of the premier litigation firms in Houston, Susman Godfrey

had a close relationship with the dearly departed Enron Corp. The firm

represented Enron’s bankruptcy estate in its claims of aiding and abetting

breach of fiduciary duty and fraud against 10 banks and investment banks.

Settlements in those cases have thus far earned the Enron estate more than $1

billion.



© 2007 Vault, Inc.234

Susman Godfrey takes cases on both sides of the aisle, dividing its practice

between plaintiff and defense work. The firm even prides itself on what it

can do after a party has already lost a case. After a Houston jury had returned

a verdict of more than $72 million against Connecticut’s First Reserve

Corporation, the bank turned to Susman Godfrey for help. Following a post-

trial briefing and argument, the trial judge rejected the verdict and directed

judgment for the defense. Soon after, the case settled for a fraction of the jury

award. Similarly, the government of India hired the firm after a Houston

federal court entered a $77 million judgment against it. Susman Godfrey got

the judgment vacated and the case settled for a small sum shortly thereafter.

The combination of good work, good pay and good clients has earned the firm

a number of awards. In 2002 and 2003, for example, The American Lawyer

ranked Susman Godfrey among the top 10 law firms in the country for midlevel

associate satisfaction. Moreover, the firm ranked first in several categories,

including associate/associate relations, partner/associate relations and

associate/client contact. As the firm boasts on its web site, “Susman Godfrey

has a reputation as a great place to make money, but it also is a great place to

work.”

GETTING HIRED

The combination of Susman Godfrey’s small size and sizable reputation make

its hiring program extremely competitive. Applicants “must be top of class

in a very good law school, and federal clerkships are almost mandatory,”

reports a third-year associate. “Every partner and partnership-track associate

votes on offers to recruits. Majority rules.” A second-year confirms, “You

need to be the top of the top to even get an interview.”

The firm itself describes the ideal candidates as “intelligent, hardworking

individuals who have the skills and desire to work for one of the finest

litigation firms in the country.” Recruiting focuses on such brand-name local

and Ivy League standouts as Harvard, Yale, the University of Texas and the

University of Houston. The firm will also review resumes mailed in from

“top” students at law schools where it does not conduct on-campus

interviews. Susman Godfrey has hard-and-fast rules that require applicants

be in the top 10 percent of their class, be a member of law review or a journal

and demonstrate “the desire and ability to become a successful trial lawyer.”





© 2007 Vault, Inc.236

1700 Pacific Avenue, Suite 3300

Dallas, TX 75201

Phone: (214) 969-1700

www.tklaw.com

LOCATIONS

Dallas, TX (HQ)

Austin, TX • Fort Worth, TX •

Houston, TX • New York, NY •

Algiers* • London • Mexico City •

Monterrey • Paris* • Rio de

Janeiro* • Vitória*

*Associated office

MAJOR DEPARTMENTS

& PRACTICES


Corporate Reorganization &

Creditors’ Rights

Environmental

Finance

Government Relations & Public

Policy

Health Care


International

Labor & Employment

Oil, Gas & Energy

Real Estate & Banking

Sports & Entertainment Law

Tax, Benefits & Estate Planning

Technology

Trial & Appellate

THE STATS

No. of attorneys:

Firmwide: 440

Dallas: 218

Austin: 22

Fort Worth: 10

Houston: 115

No. of offices: 12




Austin: 1 out of 1


Houston: 4 out of 6

Managing Partner: Peter J. Riley

Hiring Partners:

Dallas: J. Holt Foster III

Austin: Victor Alcorta III

Fort Worth: Jennifer P. Henry

Houston: Vivienne (Lie) R. Schiffer

Thompson & Knight LLP





UPPERS

• Sophisticated work

• Collegial co-workers

DOWNERS

• Some office politics

• Not enough one-on-one

mentoring

NOTABLE PERKS

• Free parking (in many offices)

• Free BlackBerry & notebook

computers

• Social recruiting season

• Starbucks coffee, juice and soft

drinks

BASE SALARY (2006)

Texas offices

1st year: $135,000*

Summer associate: $2,700/week**

*Plus first-year $5,000 signing bonus

and $5,000 graduation bonus;

$35,000 bonus and partnership track

credit for certain judicial clerkships.

**Plus $2,500 first half bonus.

EMPLOYMENT CONTACTS

Dallas, Austin, Fort Worth, New York

Ms. Meg Munson


Phone: (214) 969-1180

Fax: (214) 999-9299


Houston

Ms. Elizabeth Hudson

Houston Recruiting Coordinator

Phone: (713) 217-2829

Fax: (832) 397-8153


THE SCOOP

Thompson & Knight opened its doors in 1887, when two of the earliest

graduates of the University of Texas law school, William Thompson and

R.E.L. Knight, began a private practice. Although it is a full-service law firm,

the jewel in T&K’s crown is clearly its energy practice. The firm has

represented large multinational oil companies and state-run conglomerations

in almost every aspect of the energy industry. The firm’s foreign offices have

been instrumental in assisting clients with gas and oil deals overseas and

negotiating with foreign governments.

Based on the firm’s completion of 32 deals with an approximate value of

$14.2 billion, Loan Pricing Corporation ranked Thompson & Knight among

the top law firms in 17 of 18 published categories for the first three quarters

of 2004, including Best Overall Law Firm and Best Lender Law Firm,

Mergers & Acquisition (by both volume and number of deals). T&K also

stands out as a “go to” firm for corporations involved in reorganizations and

has benefited from the recent spike in high-profile Texas bankruptcies.

Notably, the firm represented 20 creditors involved in the Enron case. In

spring 2006, a team from the firm’s Houston office helped Davis Petroleum

complete a $150 million recapitalization transaction with a private equity

group led by Evercore Capital Partners. Thanks to the quick completion of

this deal, Davis was able to emerge from an extraordinarily brief Chapter 11

proceeding�from filing to completion took just three weeks.

Thompson & Knight has also won recognition for its diversity efforts. In

August 2006, for the second year in a row, the Austin Black Lawyers

Association and the Hispanic Bar Association of Austin awarded T&K an

“A+” for the firm’s minority attorney hiring and recruiting efforts.

Meanwhile, the Dallas Business Journal has named the firm one of the

Dallas/Fort Worth area’s Best Places to Work for three consecutive years.

GETTING HIRED

According to T&K insiders, “the firm concentrates on Texas schools, looking

for candidates in the top 10 percent or with law review experience.” A first-

year adds that “the firm looks to hire qualified candidates who are also

socially adept.” According to the firm, T&K looks for students “at the top of

their class,” and it recruits “from law schools throughout the nation, not just



© 2007 Vault, Inc.238

Texas schools.” In addition, as part of its goal to create and maintain a

diverse culture, the firm participates in several minority job fairs.

OUR SURVEY SAYS

Our sources rave about the “great culture” and the “professional, but

comfortable,” “congenial” and “laid-back” atmosphere at T&K. “Everyone gets

along fairly well,” says a Houston associate. The firm is “fairly conservative,

with an emphasis on family. Lawyers do socialize with each other, but many

have families and children to get home to,” says a bankruptcy associate in the

know. One sixth-year sums up, “I think lawyers here enjoy not only the work

but also the people they work with.” “Partner/associate relationships are

generally good and the partners keep associates well informed,” reports a

litigator. One realistic senior associate observes that “there are undoubtedly

some difficult partners, but generally it seems they’re pretty friendly and

respectful toward associates.” There are some minor gripes, however.

“Associates generally are not invited to participate in firmwide decision making,

though they are informed of the decisions promptly,” says a contact.

Firmwide training gets high marks. “There are good formal training programs

in litigation, and participation in NITA’s trial program is required after [the] third

year,” says a litigation associate. “The firm has in-house CLEs and a trial

academy once a year for junior associates and those who want to attend,” adds

another. While formal training is up to par, informal training and mentoring

apparently isn’t. “Although there are formal mentor relationships, it depends on

the partner. I am not sure that a lot of mentoring goes on,” says a Dallas

associate. “Not enough informal, one-on-one mentoring,” adds a Houston

counterpart.

Associates say the firm is respectful of their time and has no face time

requirements. “The firm is very flexible with part-time and leave policies,”

says a corporate associate. “Very flexible with when you come in and leave,

as long as you serve the clients and meet the hour requirements,” echoes a

litigator. A billable requirement of less than 2,000 hours “is unique among

large firms,” marvels a sixth-year. “I think the workload here is as good as or

better than the comparable firms in this area,” adds another. And when it

comes to compensation, the campers are also happy. “Couldn’t ask for any

more money,” declares one satisfied Houston associate. “Billable hours were

not raised with the salary increase, which was good,” says a Dallas lawyer,

who adds that “1,950 is a fair number.” Associates also appreciate that in





order to receive a bonus you need only meet the 1,950 threshold, and “the

amount of the bonus [is] not otherwise tied to or determined by the level of

billable hours.” On the other hand, of course, “if you [don’t] make the

minimum, no bonus.”



© 2007 Vault, Inc.240

�Couldn�t ask for any more

money.�

� Thompson & Knight

associate





© 2007 Vault, Inc.242

First City Tower

1001 Fannin Street, Suite 2500

Houston, TX 77002

Phone: (713) 758-2222

www.velaw.com

LOCATIONS

Austin, TX • Dallas, TX • Houston,

TX • New York, NY • Washington,

DC • Beijing • Dubai • Hong Kong

London • Moscow • Shanghai •

Tokyo

MAJOR DEPARTMENTS

& PRACTICES

Antitrust

Appellate

Corporate Finance & Securities

Energy

Environmental

Finance

Health

Insolvency & Reorganization


International Transactions

Litigation

Mass Torts

Project Finance & Development

Public Finance/Municipal Bonds

Public Policy

Tax & Employment Benefits

THE STATS

No. of attorneys:

Firmwide: 750+

Austin: 100+

Dallas: 140+

Houston: 330+

No. of offices: 12






Managing Partner: Joseph C. Dilg

Hiring Partners:

Austin: David B. Weaver

Dallas: John C. Wander

Houston: David P. Oelman

Vinson & Elkins L.L.P.





UPPERS

• Sophisticated work and talented

colleagues

• “Dedication to being market-

leaders”

DOWNERS

• Increasing focus on billable hours

• Dealing with big-firm bureaucracy

NOTABLE PERKS


(depending on office)

• Subsidized gym membership

• Good maternity leave policy

• Complimentary concierge service

in Houston

BASE SALARY (2006)

All Texas offices

1st year: $140,000*

2nd year: $145,000

3rd year: $150,000

4th year: $160,000

5th year: $170,000

6th year: $180,000

7th year: $185,000

8th year: $190,000


*Includes $5,000 guaranteed year-end

bonus

EMPLOYMENT CONTACTS

Houston

Ms. Patty Harris

Director of Attorney Employment and

Development

Phone: (713) 758-4544

Fax: (713) 615-5245


Austin

Ms. Stephanie Pratt

Attorney Recruiting Coordinator

Phone: (512) 542-8717

Fax: (512) 236-3276


Dallas

Ms. Gretchen Rollins

Attorney Employment Manager

Phone: (214) 220-7907

Fax: (214) 220-7716


THE SCOOP

Founded as a two-man practice in Houston in 1917, Vinson & Elkins LLP has

grown almost as big as the state that it calls home, and it now has over 750

attorneys in 12 offices stretching from Texas to Tokyo, opening its newest

office in Hong Kong in 2006. V&E got its start representing oil companies,

and it remains one of the top energy firms in the business. The firm’s energy

connections have also led to some trouble�Vinson represented Enron in

some of its complicated partnerships and is now a defendant in a class-action

suit filed by angry investors. Such distractions don’t seem to have affected

the firm’s standing as one of the leading energy law firms: the firm’s oil and

gas practice was recently ranked the best in the nation by Chambers Global

and its regulatory and electricity practices were also named among the top

three. Other strong practices include mergers and acquisitions, securities,

global projects, intellectual property and tax. In The American Lawyer’s

2006 Corporate Scorecard, V&E ranked No. 1 among issuers’ counsel both

for number of initial public offerings and for non-IPO offerings in 2005.

Vinson & Elkins has also been recognized for its commitment to employee

satisfaction. In October 2005 and again in 2006, the firm was named one the

Best Places to Work in Houston by the Houston Business Journal. And in

February 2006, V&E was named to Texas Monthly’s list of the 50 Best

Companies to Work for in Houston (the firm came in at No. 30). Perhaps part

of V&E’s appeal lies in its strong and visible commitment to pro bono

service. The firm gives full billable credit to time spent on pro bono projects

and attorneys participate in a broad range of activities. In 2001, for example,

V&E lawyers won a new trial for James Tenny, a Texas man who had been

convicted of murdering his common-law wife. The firm also represented

Tenny at his subsequent trial in 2006, when he was acquitted of murder, found

guilty of aggravated assault and sentenced to time already served.

GETTING HIRED

Vinson & Elkins likes Texas schools�but not as much as the top 10. “If you

come from a Texas state school, it is very competitive to get a job here. If

you come from an Ivy League or top-ranked, out-of-state school, it is not

competitive,” observes one source. The firm “usually requires [students

ranked in the] top 10 percent for anything but top-tier schools” and the “top

25 percent for top-tier.” V&E has a low tolerance for unpleasant



© 2007 Vault, Inc.244

personalities. “If you are a jerk, you won’t get an offer,” declares one source.

“The only fundamental no-no that a candidate from a recognized national law

school could do (other than showing signs of being too dumb to be able to do

legal work, such as extraordinarily bad law school grades) is show a lack of

respect for diversity, others or self,” advises a Houston contact. “Basically,

the nicer you are as a person, the easier it is to fit in here.”

OUR SURVEY SAYS

In what passes for a compliment among big firms, one Austin insider says,

“Generally, I don’t dread coming to work in the morning. That’s more than I can

say for a lot of my other lawyer friends.” V&E attorneys say “the quality and

complexity of deals is terrific” and “the people are generally friendly and

anxious to provide feedback.” “This is a great place�a perfect place for young

talent to be nurtured and grow, despite the big-firm atmosphere,” observes a

lawyer in Dallas. “I am more involved in cases than I expected to be,” says a

surprised colleague, who adds, “While I do write quite a few research memos, I

have also been able to do a lot of briefing, case management and communicating

with clients.”

“The firm culture here is relaxed, democratic and pluralistic,” says a V&E

contact, “a combination of individuality, variety and respect for others.” “The

partners who succeed and thrive here are incredibly friendly [and] interested in

the associates as individuals,” agrees a first-year. If associates don’t get to

actually participate in firm decisions, at least “the partnership does an excellent

job of keeping associates informed.” Still, despite the democratic ambiance,

some lawyers sense that making partner means crossing an invisible divide: “The

partners are approachable and helpful,” says a second-year, “but after a certain

point, you can tell they just don’t remember what it is like to be an associate.”

Some associates worry that the firm is emphasizing billable hours more than in

the past. “The firm has become more focused on hours in the last several years

and is working to motivate lawyers to increase productivity,” observes one

source. “There is no ‘official’ hours quota,” says another lawyer, “but the

conventional wisdom is that associates should bill at least 2,000 hours per year.

Those seeking partnership generally should bill more.” Associates note that

V&E has “a very progressive, flexible work arrangement program” that allows

attorneys to work “reduced hours for reduced pay.” “Compared to other firms,”

says one female associate, “I think V&E does very well with hiring and





promoting women.” The firm has “a healthy respect for diversity,” though

associates agree that “more effective retention of minorities is needed.”

The firm has changed its bonus system to make sure that everyone bills more.

“In 2005, the bonus wasn’t entirely tied to billable hours, but our

compensation structure has changed, and the entire amount of the bonus will

be tied to a minimum billable hours requirement for 2006,” reports an

attorney. “The new tiers are 1,950, 2,150 and 2,300,” though “a portion of

the bonus is paid regardless of the number of hours billed.” In any case, say

insiders, “the compensation package is very generous.” “I wake up every

morning pinching myself,” reports a dreamy first-year. “I cannot believe how

well compensated I am for doing this job. If anyone at this firm thinks they

are underpaid, they deserve a swift kick in the pants.”



© 2007 Vault, Inc.246

�While I do write quite a few

research memos, I have also

been able to do a lot of

briefing, case management and

communicating with clients.�

� Vinson & Elkins associate





© 2007 Vault, Inc.248

8911 Capital of Texas Highway

Suite 1350

Austin, TX 78759

Phone: (512) 349-1930

200 Crescent Court, Suite 300

Dallas, TX 75201-6950

Phone: (214) 746-7700

700 Louisiana Avenue, Suite 1600


Phone: (713) 546-5000

www.weil.com

LOCATIONS

New York, NY (HQ)

Austin, TX • Boston, MA • Dallas,

TX • Houston, TX • Miami, FL •

Providence, RI • Silicon Valley, CA

Washington, DC • Wilmington, DE

Brussels • Budapest • Frankfurt •

London • Munich • Paris • Prague •

Shanghai • Singapore • Warsaw

MAJOR DEPARTMENTS

& PRACTICES

Business Finance & Restructuring

Corporate/Private Equity


Tax

THE STATS

No. of attorneys:

Firmwide: 1,200+

Austin: 13

Dallas: 77

Houston: 46

No. of offices: 20



Austin: 2 out of 2



Chairman: Stephen J. Dannhauser

Hiring Partners:

Austin: Greg Coleman

Dallas: Yvette Ostolaza

Houston: Melanie Gray

Weil, Gotshal & Manges LLP





UPPERS

• High-profile work and prestige

• “Outstanding” compensation

DOWNERS

• Little input into firm decisions

• Unpredictable hours

NOTABLE PERKS

• Subsidized gym membership

• Free parking (in Austin)

• BlackBerries and technology

stipend

• Free sodas, snacks and “designer

coffees”

BASE SALARY (2006)

Texas offices

1st year: $145,000

2nd year: $155,000

3rd year: $170,000

4th year: $190,000

5th year: $210,000

6th year: $225,000

7th year: $235,000

8th year: $240,000


EMPLOYMENT CONTACTS

Austin/Houston

Ms. Allison Zimmerman

Legal Recruiting Coordinator

Phone: (713) 546-5067

Fax: (713) 224-9511


Dallas

Ms. Susan Shores

Manager, Associate Recruiting/Client

Relations

Phone: (214) 746-7700

Fax: (214) 746-7777


THE SCOOP

It might be faster to list the places Weil, Gotshal & Manges LLP isn’t located,

and the things the firm does not do. Weil Gotshal is an international power

with 1,200 attorneys in 20 offices around the world. The firm has a renowned

litigation department and was named the top corporate governance law firm

in the world for 2005 and 2006 by Who’s Who Legal, as well as the top

bankruptcy firm in 2005 by legal publisher Chambers and Partners. Weil

Gotshal regularly makes headlines with its work in bankruptcy law, private

equity, corporate finance, M&A and intellectual property. The firm has

approximately 140 lawyers in its three Texas offices, the largest of which is

in Dallas.

Weil Gotshal’s appellate practice, which is based in Austin, has recorded a

number of significant wins recently, including a victory in the Texas Supreme

Court for Hearst Publishing in a defamation suit, a success in the Second

Circuit for a Korean shipbuilder in a multimillion-dollar shipwreck case, and

wins in the U.S. Supreme Court on behalf of ExxonMobil Corporation and

UnitedHealth Group.

The firm places a strong emphasis on pro bono service, and attorneys from

the firm’s Houston and Dallas offices have been working pro bono on behalf

of Hurricane Katrina victims, representing them in their appeals of the denial

of federal aid by the Federal Emergency Management Association (FEMA).

Weil Gotshal attorneys are working with the Lawyers’ Committee for Civil

Rights Under Law and various local pro bono groups. Weil Gotshal has also

increased its outreach in the Dallas-Fort Worth community over the last few

years. In 2006, the Dallas Volunteer Attorney Program, a joint program of the

Dallas Bar Association and Legal Aid of NorthWest Texas, named the firm’s

Dallas office Law Firm of the Year and honored Weil Gotshal associate Aaron

D. Ford as Lawyer of the Year.

GETTING HIRED

Weil Gotshal cares about pedigree but isn’t uptight about it. “We concentrate

on the top national and regional schools,” notes one Houston attorney. “I

think that we’re demanding as far as someone’s school and GPA, although

one of the nice things about Weil is that no one is a snob about those things,”

reports a contact. “We’re more interested in someone who seems good to



© 2007 Vault, Inc.250

work with: friendly, committed, interesting. We’ll pick the person who we

want to work with and who we think will do a good job over the person with

the great resume who lacks some of [those] personal skills.” “We aren’t

school snobs here at all!” assures another source. “GPA/law review

requirements are a bit harder if you aren’t at a top school, but once you are

in, we’re all equals.”

OUR SURVEY SAYS

Weil Gotshal associates love the firm for its complex, interesting work, its

work environment, its compensation�pretty much everything. “I am

amazed at the level of responsibility I am given,” exclaims a midlevel

associate. “The partners are great mentors and teachers, and Weil offers a fun

place to work.” “The firm pays at the top of the market, offers great work

opportunities and nice people with which to work,” says a Houston associate.

“The cases involve complicated and novel issues of law, interesting facts and

lots of money,” remarks an appreciative source. In short, if you’re a Weil

Gotshal type of person, you’ll love the firm. “Weil attracts a certain

personality type�if you derive satisfaction from perfectionism and a

relentless pursuit of victory, then this is the place for you,” says a lawyer.

The firm “culture is friendly,” say associates. “We work incredibly hard but

people really care about each other here,” says an attorney. “Lawyers tend to

interact with each other in a relatively informal, collegiate manner,” says a

Houston lawyer. It seems all types are welcome�and get along�in Dallas.

“The Dallas office is a good mix of political diversity, from directors of

Planned Parenthood to evangelical Christians,” says an attorney from that

office. Everyone gets along with the partners. “Generally, there is not much

difference when talking with a partner than when talking with another

associate,” says a Houston lawyer. “The partners are approachable and

collegial,” agrees an attorney in Dallas. “Partners treat associates well,”

states a contact. “They welcome our opinions and are respectful of them.”

Consider it a sort of benevolent dictatorship, however, since there’s not much

in the way of democracy. “The firm does not allow associates to participate

in firmwide decisions,” complains one insider.

You may have heard Weil Gotshal described as a sweatshop, but it’s all lies,

say the firm’s Texas associates. “The firm’s sweatshop reputation is not

deserved,” says a Dallas insider. “There is no formal hours requirement, but

2,000 hours is generally expected as the minimum.” “You put in the hours





when your department is busy, which has been nonstop for the last year,”

notes another insider. “Given the firm’s reputation, I find the hours better

than you might think.” A corporate associate gives the same review.

“Working in corporate, the schedule is up and down, but overall, the number

of hours is very exaggerated by the outsiders,” says that lawyer.

Associates are paid well for their hard work, and competitors are taking

notice. “The Weil salary is the envy of Texas associates,” laughs one attorney.

“In addition to being compensated above market for Dallas, the bonus is far

larger than regional firms and rarely taken into consideration by local firms

when they compare themselves to Weil,” brags another contact. Doing great

work leads to a great bonus. “The firm provides above-market bonuses to

associates receiving a distinguished ranking in their reviews,” says a lawyer.



© 2007 Vault, Inc.252

�If you derive satisfaction

from perfectionism and a

relentless pursuit of

victory, then this is the

place for you.�

� Weil Gotshal associate





© 2007 Vault, Inc.254

5400 Renaissance Tower

1201 Elm Street

Dallas, TX 75270-2199

Phone: (214) 745-5400

www.winstead.com

LOCATIONS

Dallas, TX (HQ)

Austin, TX • Fort Worth, TX •

Houston, TX • San Antonio, TX •

The Woodlands, TX • Washington,

DC

MAJOR DEPARTMENTS

& PRACTICES

Appellate • Banking & Credit

Transactions • Bankruptcy •

Biotechnology • Business

Restructuring • Construction •

Corporate/Securities • Energy •

Environmental • ERISA/Employee

Benefits • Finance • Government •

Immigration • Insurance •

Intellectual Property • International

• Labor & Employment • Litigation

Real Estate • Tax • Technology •

Telecommunications •

Transportation • Wealth

Preservation

THE STATS

No. of attorneys:

Firmwide: 293

Dallas: 153

Austin: 37

Houston: 74

No. of offices: 7




Austin: 3 out of 3


Chairman and CEO: Denis Braham

Hiring Attorneys:

Dallas: Noelle Garsek

Austin: Stewart Whitehead

Houston: John McFarland

Winstead Sechrest & Minick P.C.





UPPERS

• Opportunities for early

responsibility

• Spirit of teamwork

DOWNERS

• Some cliquishness

• Few minorities among

shareholders

NOTABLE PERKS

• 401(k) matching and profit-

sharing plans

• Free parking

• Paid moving expenses, bar exam

and membership fees

• BlackBerry and laptop

BASE SALARY (2006)

All offices

1st year: $135,000


EMPLOYMENT CONTACTS

Dallas

Ms. Dominique L. Anderson

Director of Attorney Recruitment

Phone: (214) 745-5306

Fax: (214) 745-5769


Austin

Ms. Ann Jacobson

Director of Administration

Phone: (512) 370-2829

Fax: (512) 370-2850


Houston

Ms. Kelly McIver

Recruiting Manager

Phone: (713) 650-2435

Fax: (713) 650-2400


THE SCOOP

Winstead Sechrest & Minick P.C. has grown a lot in the last 30 years. The

firm got its start in 1973, when three young Dallas lawyers, including current

name shareholders Pete Winstead and Bill Sechrest, sat down over dinner and

decided to build a business law firm. By the end of the 1980s, the once-small

Dallas practice had expanded to over 170 attorneys, with additional offices in

Houston and Austin. Acquisitions of existing firms in Fort Worth, The

Woodlands and Washington, D.C., resulted in greater expansion. Today, with

nearly 300 lawyers in seven offices, the firm is among the 10 largest in Texas.

Winstead boasts a booming business law practice. For example, in late 2005

the firm advised investment firm Lewis Hollingsworth L.P. on its acquisition

of TMG Sports Marketing, a deal recognized by the Dallas Business Journal

as the Best Buyout of 2005 and cited as one of the best M&A transactions of

the year for the “creative deal structuring” that kept valuable assets in the

business. In 2005�at the same time the Gulf Coast was struck by Hurricanes

Katrina and Rita�Winstead worked together with longtime client Louisiana-

based Hornbeck Offshore Services to implement a hurricane disaster plan and

successfully complete offerings to finance the company’s $265 million

expansion program. In 2006, a team of Winstead attorneys represented two

New York bond insurers in one of the biggest municipal bond transactions of

the year�financing for the new Yankee Stadium. The deal earned Winstead

a finalist spot in Dallas Business Journal’s Mergers & Acquisitions Awards

for Financing or Restructuring Deals.

The firm also seems to be a magnet for attorneys leaving public service.

Judge John Hill Jr., a former chief justice of the Supreme Court of Texas and

attorney general of Texas, recently joined Winstead’s Houston office. Other

former judges among the firm’s shareholders are former Texas Supreme

Court Justice Craig T. Enoch and retired Chief Justice William G. (Bud)

Arnot.

GETTING HIRED

According to one inside source, Winstead “only seeks out the top students

with [the] best GPAs and seems to focus on UT.” A third-year associate tells

us, “When I interviewed, we had a top-10 percent cutoff. We do concentrate

recruiting in Texas but often hire from out-of-state, prestigious schools.” A



© 2007 Vault, Inc.256

Dallas lawyer notes that “the first-year class seems to be dominated by top

graduates from Texas, Duke and SMU,” but adds that “laterals from lesser-

known schools with solid credentials can get hired.” Recruits are expected to

bring more than just a pedigree with them. “The firm looks for candidates

that will thrive in a team-oriented environment as opposed to individuals who

seek personal gain without regard to their co-workers,” says a real estate

associate. “People who are well rounded and likeable” and have a “tie to the

office city” will also score points.

OUR SURVEY SAYS

Our contacts couldn’t say enough good things about Winstead’s culture.

“Very amiable and sociable environment; culture emphasizes teamwork and

core values,” says a fourth-year. “Outstanding, collaborative, balanced

culture,” “collegial and laid-back” are just some of the words used to describe

the firm environment. “If you have to work at a law firm, this is the one,”

declares one associate. Another appreciates the “good mix of personalities,

backgrounds and political views.” “Many of the attorneys are friends with

each other both in and out of the office. I feel fortunate to work with a group

of people with whom I would voluntarily socialize,” says a Houston attorney.

Any negatives? “A few jerks,” acknowledges one source.

Associate/partner relations are strong. “I don’t think we participate in

firmwide decisions, but I feel we are kept informed of the direction the firm

is going. All the partners have treated me very well and I feel like I am part

of a team,” says a corporate insider. One associate attributes this team spirit

to the firm’s former CEO, Mike Baggett. “He seems to always be in a good

mood; he’s friendly, and he believes in teamwork and the firm culture,” raves

the associate. “No artificial barriers exist between shareholders and

associates. Shareholders show a genuine interest in what’s going on outside

the firm. Information is relatively free-flowing from the top down and the

door is always open to inquire,” reports a Dallas contact.

One associate touts the “superior formal training for new lawyers and new

hires,” although another feels that “not all of it is very useful.” There’s a

“very structured program for recent graduates and in-house CLE via internet

24/7,” explains a real estate associate. But, “while there is an excellent

formal training program in place (probably the best for a large firm), the firm

falls flat when it comes to mentoring younger associates�especially the

females,” complains one source. Others disagree. “Both partners and senior





associates in my office have been extremely helpful and provided advice on

how to improve my work. I appreciate the feedback and guidance and I feel

like I am improving,” says a first-year.

The firm is “very flexible with attorney hours,” says a fourth-year. “Our firm

is flexible with hours in the sense that there is no set policy for flex-time or

part time. Each person is a special case. Overall, the hours are generally

acceptable,” adds a securities associate. Others are more skeptical. “The firm

states that hours are not what it’s all about, but when it comes down to it,

that’s exactly what it’s about,” grouses a Houston lawyer. Compensation is

“competitive with other national firms with offices in Texas.” One associate

explains that “base compensation is just below market, but bonuses make up

for that and more.” Associates also appreciate that “meaningful bonuses kick

in around 1,900 [hours].”



© 2007 Vault, Inc.258

259

About the Author



Vera Djordjevich

Vera Djordjevich is a law editor at Vault. A former litigator, she holds degrees

from Stanford University and New York University School of Law.

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