Morris, Manning & Martin, LLP

Our Survey Says

VAULT'S VERDICT:

Morris, Manning & Martin is seeking those with excellent academic records who also bring an entrepreneurial vision. The firm’s culture is professional, and associates socialize regularly at happy hours and other firm-sponsored events. The hours are humane, and there is generally flexibility in when/where attorneys work. Associates get along quite well with partners, and firm leadership is very transparent, particularly concerning firm financials. Compensation is market for the area. Associates are pleased with the quality of work and responsibility afforded even to young attorneys. Training is a bit sparse—self-starters who seek out their own mentors will probably do well here. Attorneys laud the firm’s strong diversity initiatives relating to women but feel there is more work to do when it comes to racial minorities at the firm. Associates seem confident that partnership is a realistic career goal.

ASSOCIATE REVIEWS:

GETTING HIRED

Hiring Process & Interview Questions

• “Emory and the University of Georgia tend to be feeder schools. Typically, the firm looks for law review or other rigorous academic experience, an entrepreneurial spirit, and likeability.”
• “We are pretty particular in that we only recruit from certain schools and those in the top 20% of those schools. UGA, Duke, UNC and UVA are our main targeted schools.”
• “Law school and grades are primary.”
• “I was asked questions about why I left my prior firm, what I was looking for in a new firm, and what type of work I was interested in.  It was a very collaborative process of discussing my wants and needs along with theirs.”

ASSOCIATE LIFE

Firm Culture

• “The overall culture is very congenial; folks generally like working with each other and treat each other respectfully.”
• “Our firm hosts firmwide events several times a year, as well as office (or group-specific) happy hours and lunches on at least a quarterly basis. The firm really emphasizes a close-knit culture from staff to partners.”
• “Annual attorney retreat, frequent happy hours, holiday party. The firm has a very tight-knit culture, and everyone is very respectful of each other.”
• “The firm is very collegial and very social. There are frequent formal and informal social opportunities.”

Associate/Partner Relations

• “The partners tend to listen and value associate input.”
• “Firm is very transparent in decisions affecting associates. Lots of meetings and discussions to keep us informed.”
• “The partners are friendly and respectful of associates. They appreciate hard work. If you do well, you will get more responsibility quickly. They are transparent and generally friendly [and] happy—nice work/life balance.”
• “I think this firm is as transparent as they come. Partner decisions are communicated to associates at monthly meetings. The managing partner invites associates to comment on firm direction/strategy, and it appears those comments are taken to heart. Associate reviews are done yearly, via meetings with the partners and associate reports too. I was nervous at first, but the meeting was productive and professional.”

Hours

• “Work is evenly distributed, and I have good flexibility.”
• “Seems to be entirely flexible, depending upon partner, so long as the work gets done.”
• “The workload is generally manageable. Although I sometimes work late nights and weekends, that is not the norm.”
• “Our requirement is 1,980 [hours], and we get up to 50 hours of credit for pro bono. If you take a bar exam, you receive up to 80 hours credit. There is no credit for business development or training.”

Compensation

• “I feel like the compensation is very fair.”
• “Compensation is generous, but high performers don't make significantly more in bonus or other comp. The structure does not incentivize high performance.”
• “The bonus structure is set and transparent. You know that you are entitled to a certain bonus when you hit a certain amount of hours above your billable requirement.”

Quality of Work

• “The work is intellectually stimulating, and there is a lot of it—lots of startup work, M&A, venture financing, etc.”
• “I spend most of my time on substantive work assignments that seem to be appropriate for my level.”
• “… As a third year, I have run [a] transaction on my own with assistance only as requested. I love the autonomy and trust given if once you prove capability.”

Training & Mentoring

• “These opportunities are mostly informal; however, I have received excellent training and mentoring from the partners I work with.”
• “The firm does not have a robust mentoring/sponsorship program.”
• “Formal training is limited to onboarding it seems. But there [are] plenty of voluntary opportunities/encouragement to participate in numerous firm-sponsored CLEs.”
• “You have to find the right partner or senior associate if you want training and/or feedback.”

Career Outlook

• “Yes, promotion to partner is realistic. Many associates exit to in-house positions or other excellent firms.”
• “Making partner seems completely realistic. The majority of associates who hit their hours and put in the minimum required years make partner, regardless of whether they brought clients into the firm.”

PRO BONO & DIVERSITY

Diversity Efforts

• “The Women's Committee is incredibly active and involved with the attorneys. On my second day after I lateraled to the firm, I was assigned a female partner mentor, who I established a close relationship with.”
• ““Firm is open and welcoming, but still far too few minority hires among both associate and partner levels.”
• “The maternity leave policy is excellent. They offer 16 weeks off paid, and then two months of reduced hours thereafter at normal pay.”