Alston & Bird

Our Survey Says

VAULT'S VERDICT:

Alston & Bird wants to hire people who are committed to staying with the firm, and it offers interviews to candidates from various law schools. Cultural fit is a priority because coworkers are kind, supportive, and welcoming. Partners encourage collaboration between practice groups, maintain an open door policy, and give associates level-up work. Formal training is outshined by the efforts of assigned and informal associate and partner mentors, who are generous with their time in explaining processes and the reasons for them. Lateral hires are onboarded and integrated effectively. Work assignments are complex and rewarding, and good work begets opportunities to take on new challenges. The firm has a 2,000-hour billable requirement for bonus eligibility. There is no pressure to exceed this threshold, but additional bonuses are given to associates who bill 2,200 or 2,400 hours. Compensation matches the going BigLaw rate. Technology at Alston & Bird is satisfactory and doesn’t hinder remote work, and the firm has implemented some AI tools. A wellness committee promotes mindfulness and exercise programs, and attorneys can take advantage of an on-site therapist. Moreover, partners and firm management actively counsel associates to help manage their workload and thus help prevent burnout. The firm advances and celebrates pro bono work, for which 150 hours count toward the billable goal. Associates learn about and experience feasible advancement opportunities, including counsel, non-equity partner, and equity partner. The firm is supportive of attorneys who transition in-house or to the government.