2. Law Firm Culture

Working at the bigger firms was quite different. I was usually one among many clerks. The work I performed there tended to concern bigger cases that were quite important and so they had more ‘prestige’. That was really interesting. At the larger firms, I usually had a chance to move between groups in different practice areas, helping out where needed. This allowed me to gain some insight into what was involved in the legal work carried out in these teams and in the different practice areas.

At the smaller firms, I wrote case briefs for the partners and associates, and all kinds of correspondence with clients from the first day on, which I liked doing. At the bigger firms, I was asked to do research and to help to maintain court books. That was a useful learning experience, too.

In my opinion, the main advantage of a clerkship at a large firm is that you meet a lot of new people. There’s a big network of people - so many different lawyers and clients. There’s also a greater emphasis on learning and developing the various skills a lawyer needs in courses and seminars.

I must say that both the larger and the smaller firms tried to give me a sense of being a part of the company, as if I really belonged to their team. At the larger firms, I was even invited to some of their social events, and that was really fun. However, the smaller firms definitely made you feel more comfortable: everything was more friendly and relaxed. But in both types of firms I never felt that I was wasting my time.

My advice to you all is that it’s really important to try to do clerkships, starting in your first year of law school. I also think it’s valuable to get to know a variety of firms, with different practice areas and different sizes. I’m sure it will help you decide what kind of law you want to practise later, and what kind of law firm you’d feel most comfortable in.

If you want to know about your culture, it’s useful to look not just inside to colleagues and staff, but to get the perceptions of others. This need not involve a formal survey process, but rather simply asking those around you. This can include colleagues, friends, those outside of the legal profession, and clients. You may be very surprised at what you learn. Remember that others are often relying strictly on rumor, word of mouth, the grapevine, or their own limited individual experience. Often you will find that people outside of your offices are relying on old data or perceptions long after your office has undergone a significant culture shift. It’s important while gathering this informal data to simply listen. During the information gathering process is not the time to refute the information you are receiving no matter how inaccurate it might be. This will simply inhibit the person you are asking from giving you their viewpoint in the future. Some time later you may want to begin offering new information that may help to change this individual’s perceptions.

In addition, if you are working in a very large law firm, the culture may change from one practice area or department to another. This is one of the reasons it makes it very difficult for new attorneys to grasp cultural issues when they are going through an interviewing process. As you think about your own employment or the larger firms that you may know, it may be obvious to you that the litigation group may be different from the corporate area, and of course the tax department or the IP department may have a culture unique to its lawyers and practice. But newcomers may not understand these differences. Hopefully what exists throughout the firm is a general philosophy of how the firm does business, its core values, and what standards of excellence it requires from its employees.

The key to true job satisfaction is determining which firm's culture suits you and your career. Finding the right culture will allow you to find a job that won't feel like work. What is going to make the difference over time is not a $5,000 per year salary differential, it's whether you feel comfortable and appreciated in a particular environment. No matter what the reputation of the firm, going through the process of discovering who the people are and what they think of you and your skills will be the best indicators of long-term satisfaction and success.