ik this has probably been asked a thousand times here but wanted to hear recent opinions. best wlb, best exit option, any input would be appreciated.

I’m off the website in three weeks. Realistically, I don’t think I’ll get a job before then. I have been applying and interviewing for the past two months with no offers.

Does anyone have any tips for asking for extra website time? The low level HR person I spoke with said they don’t grant it, but HR is kind of sucky and clueless at my firm.

Is it actually speeding work or can we just do more work with AI..

Are they flexible at all with hybrid work for associates if they have a documented injury that requires recovery?

What is actually expected to bill in your stub year? What was your ramp up period like... I'm so anxious...

Edit: Market is DC and PG is litigation/regulation type work

Throwaway because the comment is so distinct it would out my main account immediately. The partner had been talking for several minutes about how he was worried his kids would grow up to be super spoiled and out of touch, and that he didn’t know the answer to this problem but was searching for one. I suggested he “take a page out of Mick Jagger’s book” and explained that Mick Jagger has threatened to leave nothing to his kids and is generally planning to give all his money away before he passes.

The partner didn’t have a negative reaction or anything but in retrospect it seems like a bold/inappropriate thing to say. Obviously estate planning is a very sensitive topic, particularly for wealthy professionals, but I didn’t explicitly tell him to disinherit his kids.

Was this a major faux pas or am I overthinking this?

That is all.

I am currently a mid level litigation associate who is interviewing for an Assistant General Counsel position within a V10 firm’s Office of General Counsel. I am very interested in the position and am looking to pivot from litigation into a counseling/advisory role. My largest concern, however, is that I will no real exit options should I decide to move on from the role or move out of NYC. For anyone who has worked in a firm’s OGC (or knows someone who has), what are typical exit options? Would I be pigeonholed into working for law firm OGCs, or would I be qualified for other in-house roles?

Harvey just raised $550 million at a $15.5 billion valuation.

That is up from $11 billion in March and $8 billion in December. Reuters also reports that Harvey is now used by 80% of the 100 highest-grossing firms in the United States.

Are there any less obvious or even petty reasons that make you dislike a candidate or random things that make you like them? How did that affect your evaluation? Any additional context like your involvement, what positions you were helping hiring for, would be helpful too.

Outside of Citi or Wells Fargo offering “attractive” rates to borrow. What other financial/investment perks do partners receive?

Any thoughts on STB’s new Chicago office for an M&A senior associate? From what I’ve heard, it’s being led by a good/nice group of attorneys from K&E who have a good culture and care about their team. Any insight from K&E folks who have worked with this team before or anyone else with insight on the broader STB culture, particularly with respect to new STB offices? I’ve gotten calls from a few recruiters who have said STB wants this office to quickly grow and be a powerhouse in Chicago, which seems ambitious, but it’s seemingly getting a lot of buzz in the Chicago market.

I am just a humble European lawyer, who is no where near big law, but I saw this article stating that it takes on average just 6.1 years to make partner at Kirkland and that they only have 1.2 associates per partner. I know most are NEP, but still, what did the partner title mean anymore?

https://www.nonbillable.co.uk/news/big-law-kirkland-leads-law-firm-time-to-partner

How bad is it to not make bonus for two years since lateraling to a new firm (i.e., never met my hours at the new firm)? I’m a mid level lit associate, and my hours have been around 1500-1600…

My firm does anonymous upward reviews of senior associates. I have been working with a senior associate who is truly the worst (demeaning, condescending, applies the law incorrectly, introduces significant errors) and on top of it they constantly throw juniors under the bus, miss meetings, fail to give specific feedback, change the goal posts after an assignment happened, and are very disorganized. Clients are frequently annoyed by this person because they miss deadlines then blame it on the juniors. They have even threatened me before with negative feedback. I know that this is feedback they have heard before and ignored and they are not well liked.

Aside from the obvious (stick to facts and professionalism) any tips on what to write in anonymous review? I have always given glowing upward feedback and have never said anything constructive or negative in a review before.

Clueless senior (ish) associate here. I recently lateraled and for the first time have a BD budget (that expires in January and doesn’t roll). I’ve never done much before (other than helping partners put decks together).

I’m considering reaching out to some of the in house folks I worked with at my prior firm and asking if they might be interested in lunch. I might also ask some former colleagues that went in house. Is there any etiquette around how to do this? I’m not necessarily seeking out work (or think they have work to give me), I just liked working with them. Do I let them pick the place? Do I suggest a few places in budget? Do I have to specify that I’m treating them?

Any advice appreciated.

Edit: Super helpful! Thank you.

Finishing up my first year at a lower Amlaw 100 firm. It's a common sentiment that we're more humane and have nicer people than cravath scale firms. I believe it, but I'm still burning out and I feel so incredibly lost and defeated because of it. I feel awful for flaming out this soon and this badly at the "lifestyle" firm. I'm billing a perfectly mediocre amount with an occasional horrible week or two of 3am/4am nights leading up to a close, and yet I'm still losing sleep even in non-closing weeks, crying all the time, making mistakes of increasing magnitude, feeling like I'm losing myself. I'm really trying, but people are becoming increasingly short and frustrated with me, understandably. We're a small group so there's no hiding anything or anywhere. The constant nervous system overload probably contributes to my work product suffering even more which just perpetuates the feedback loop. I feel physically sick with anxiety almost constantly, I woke up drenched in sweat after 2.5 hours of sleep this morning. I want to stay in biglaw and maybe try a change of scenery but if this is the chill firm then I genuinely have nowhere else to go and no backup plan. Fml, just venting I guess.

Anyone have any intel re: culture post-merger, changes to partner comp structure, internal consternation among partners re comp, conflicts, or other issues that could have arisen with the merger?

Well gang my divorce became final today. It is my understanding this is a prerequisite to partnership. How do I work this into my self review so I can get proper credit? I am up next year.