Mintz

Our Survey Says

 VAULT’S VERDICT

Although law school prestige, grades, and experience are important criteria for being hired at Mintz, the firm looks for more than these credentials to find associates who will thrive in the firm’s culture. Coworkers are friendly, supportive, and team-oriented, and partners are approachable and invested in associate development. First-year associates receive a formal mentor, and senior associates and partners welcome the opportunity to informally mentor junior associates who seek them out. Formal training options include live sessions and on-demand recordings. A thorough orientation helps laterals integrate easily. Associates are encouraged to take ownership of projects, and lean staffing means that attorneys work on both challenging and junior-level tasks. Although practice managers are available to help with assignment allocation for junior associates, a free market system is in place, which can lead to uneven work distribution. Mintz associates work 2,000 hours per year to receive a bonus; 1,900 of these hours are billable. They enjoy a hybrid work policy and have a formal flexible work arrangement program available for alternative schedules. Salaries match BigLaw standards, and although bonuses have historically fallen a little short of the market rate, the firm now matches market for bonuses as well. The firm’s technology enables hybrid work, and a stipend is provided to equip a home office. Pro bono work counts toward total hours for bonus purposes, and it is promoted with the help of a valued, dedicated partner. Attorneys point to parental leave as a standout wellness offering, and time off is generally respected. Associates are optimistic about the prospects of being elevated to counsel, and they see making equity partner as a possibility. Attorneys who depart tend to find in-house positions.