2024 DIVERSITY DATABASE UNDERWRITER Paul, Weiss, Rifkind, Wharton & Garrison LLP

Our Survey Says

VAULT'S VERDICT:

Paul, Weiss casts a wide net when hiring, emphasizing fit with its respectful, team-oriented culture in conversational interviews with candidates from both T14 and non-T14 schools. Associates participate in a variety of firm-sponsored events, such as a weekly cocktail hour, although there’s no requirement to attend. The firm’s attorneys also interact organically through an informal open door policy, with partners willing to answer questions from junior attorneys. The firm also maintains open lines of communication between partners and associates through formal committees, although associates say that transparency about firm decisions and operations could be better. The workload is intense, but compensation consistently meets the market rate. Associates report that the tasks assigned to them are appropriate for their level and colleagues are supportive. Formal training from partners, senior associates, and external experts is regularly available, and the firm supports informal learning with a mentorship budget. Other perks include a technology stipend to support hybrid work and a monthly stipend to pay for wellness-related expenses. Compensation follows the market, and the firm does not require a set number of billable hours for a bonus. Pro bono work is strongly encouraged and gives associates the opportunity to work on a variety of matters. The path to equity partnership is challenging, yet possible, and the firm offers non-equity partner and counsel roles. Attorneys who exit can find roles in-house with corporate clients or in the government.