Crowell & Moring

Our Survey Says

VAULT’S VERDICT:

Since attorneys from Jones Day left over 40 years ago, Crowell & Moring has ascended to a level of excellence in 12 domestic and international offices. The hiring process for associates is competitive, and regional offices tend to hire from local schools. The firm looks for diverse candidates and team players who work well in a collaborative setting. Once there, associates will enjoy a sense of camaraderie among employees, despite diminished social activities, and a place that stresses work-life balance. Partners, despite their workload, are accessible and take an active role in the development of associates by providing regular feedback. Crowell & Moring offers training both at associate orientation and on a regular basis, and provides multiple mentors to each associate. Associates take on challenging assignments, which are doled out evenly based on interest and availability. They are paid well—at or slightly below market if they select the 2,000-hour billable track, and below market if they opt for the 1,900-hour track. Associates can select the lower track and be elevated to the higher track (and pay) if they hit the higher goal. Firm technology is adequate but not sensational, and associates like the firm’s initiative of providing 40 billable hours for wellness purposes, which includes vacation. Crowell & Moring has done well in recruiting diverse attorneys and offering billable credit for DEI activities. Similarly, the firm is highly regarded for its commitment to pro bono work, though only 100 hours count as billable on the 2,000-hour track. (There is no cap for associates on the 1,900-hour track.) Career possibilities for partnership, counsel positions, or lateral moves to other firms or government entities are excellent.