Trends in 3L Hiring
Although large hiring numbers are expected in the spring, 3L hiring is relatively new in the industry. As recent as 2009, fewer than 50% of firms hired 3Ls, however now a majority of firms hire at least a few 3Ls. The question is – why are firms beginning to hire 3L students? Part of the explanation is the economy. As law schools had to adapt to the economy and offer early graduation options to students, firms started to do the same. Early hiring not only allowed firms to secure "top" talent early in the application process, but also to reduce the number of times they have to interview and screen candidates. This streamlined process reduces the risk firms take in recruiting at hired. It also saves the firm time that they would otherwise have to replace students who would have been hired for fall after choosing to work at other firms over the summer .
3Ls tend to be attractive where firms are competing with other law firms hoping to get the top applicants. Attorneys will sometimes be moved to different departments to meet the need of the firm, thereby preventing 2Ls from finding jobs within their desired practice area. Firms are starting to recruit for those practice areas that might have less interest from 2Ls for the summer, while still keeping top applicants in the firm. Hiring 3Ls is a market differentiation to boost a firm’s appeal and secure their top talent.
We should consider this an opportunity for law students. All law students should consider applying as early as possible but the increase in 3L hires means it is even more important to apply as early as possible for those 3Ls who might want to return to a firm for the summer.
Why Law Firms Hire 3Ls
For firms, hiring 3Ls can be a great way to bring in new talent with fresh ideas and perspectives. Unlike more experienced hires, as third-year students, 3Ls have had their first full year of law classes and internships, giving them an updated knowledge of the law. When recruiting this talent, law firms are also getting young professionals that they can mold and train as their own. This is especially important for firms looking to fill more senior-level positions, as they will have a trained 3L they can promote to take that role when they eventually leave for another opportunity. 3Ls can also bring a new level of energy to the firm, which can be motivating for those who have been working there longer.
Law Firms That Hire 3Ls
Here are a list of law firms that actively recruit 3L students for associate positions.
Baker Botts has two 3L program opportunities for students interested in patent and non-patent programs: Baker Donelson – has a 3L hiring program for students with great legal skill and leadership potential. They view it as an important source of talent for their Associate class. In addition to a competitive salary, their 3L program includes housing stipends and some travel expenses for externships. Baker McKenzie attracts and empowers the best legal talent from around the world. That means they recruit and hire more than 1,500 lawyers per year—into all different career stages. In short, they seek to hire the best and brightest legal talent in the world. Every year, they hire 50 to 75 third-year law students; their third-year hiring is focused on law school associates. Baker McKenzie’s worldwide presence attracts a diverse range of candidates with foreign language skills and expertise. BakerHostetler — Well-regarded as a selective law firm that recruits in top-tier law schools (and also offers its "warm" summer associate program), BakerHostetler will be hiring 3Ls this fall for 3L positions across its offices. Ballard Spahr – has long been supportive of the 3L Process. They tend to make offers to 3Ls whenever possible in Philadelphia, Washington, D.C. and New York. They will not be recruiting students at third year law school unless under extenuating circumstances, such as the student has participated in success long-term summer employment at a Ballard office and is seeking permanent employment. Crowell & Moring – They hire third-year law school students for permanent positions only from among their summer associates. Crowell & Moreing pays law clerks during the school year $35/hour. The third year law clerks work during the school year in their D.C., New York, and San Francisco offices. Davis Wright Tremaine – 3Ls are eligible for an offer of employment as a full-time associate for 30-40 hours of work each week during the final semester of law school. Their 3L program is designed to be flexible and accommodates students with both public and private interest public-interest and general corporate/transactional backgrounds. Hunton & Williams – In addition to the standard summer associate pay, they supplement students with $2,000 for summer associate positions and $10,000 to first-year and second-year associates that accept 3L positions. Latham & Watkins – they are pleased to offer at least one third-year associate a job in their Tokyo – Naoise office each year. Their "one career, many voices" program also features interviews open to third-year students in other offices, allowing them to round out their Tokyo – Naoise cadre of associates as qualified candidates present themselves. MoFo works to recruit and retain exceptional attorneys. As part of these efforts, they offer our 3L Program. Following the lead of many of the best international law firms, they only interview 3L candidates for associate positions at select law schools. Paul Hastings selects the most talented students to join them during their final semester of law school for a unique 3L program, which provides first-hand experience working on substantive legal issues with outstanding partners and associates. Proskauer is committed to hiring high caliber, diverse law students from all of their recruiting schools. They only hire 3Ls from one of their summer programs who expressed interest in a permanent position. They do not generally consider 3Ls from other schools in their recruiting process. Sidley Austin – Sidley Austin only hires 3Ls to work in their Chicago and New York offices. They offer work as a law clerk during the final semester of law school and, if successful, a conditional offer of permanent employment will be extended for fall associate positions the following fall. Bryan Cave has a reputation for hiring the best and the brightest, and they are proud to represent and work with many of the most successful companies and individuals in the world. They consider 3Ls for associate positions based on their performance as summer associates. Kirkland & Ellis — They are pleased to offer positions to 3Ls at selected U.S. offices. Skadden – Skadden hires 3Ls at the end of its summer program, which typically occurs in August or September.
Preparing for 3L Interviews with Law Firms
Once the list of target law firms is developed, candidates should focus on preparing their resumes for law firm interviews. Both the Law School Professional Development office and private career consultants can assist with this preparation. Identifying gaps in the resume and preparing responses is time well spent. Another key step is to arrange mock interviews with others that are comfortable performing this function. They will be helpful in determining presentation, body language, use of language, attire etc. Some state and local Bar Associations, along with various legal organizations, provide Mock Interview Programs. Finally, networking opportunities such as Bar Association Lunches, Happy Hours, Substantive Seminars, and Committee Meetings provide 3Ls the opportunity to meet practicing lawyers and other 3Ls. Probably the most important step in networking is following up with a thank you note or email, and try to connect with the individual on a personal level via social media.
Notable Career Fairs and Job Fairs
In addition to their search for rewarding post-graduation employment opportunities, third year law school students are invited to pursue networking and in-person interview opportunities at scheduled career fairs and recruitment events. Some of these events are exclusive to 3L law students. Because these events allow employers to meet and interview large numbers of candidates, they can lead to immediate , direct hiring. Advance planning and selection of which events to attend is critical to take full advantage of the opportunities offered at these events.
The National Association of Women Lawyers ("NAWL") Annual Meeting and Leading Ladies Bar Reception is an annual event hosted by the NAWL that takes place on the first Friday of May in a city offering a strong legal market. Attendees will see key influencers from the legal community and corporate in-house leaders. Gaining access to pitch in-house counsel on open positions in firms and companies based on your diversity profile, as well as getting to mingle with some of the leading women in the legal bar, are just a couple of reasons this leading event should top your list.
Impact of Law School Alumni Network on 3L Recruiting
As 3L students head into their final year of law school, the network built through their law school’s alumni and communities can prove to be a major asset when it comes to job searching. Alumni networks that extend beyond this past year of school develop greater layers of connection and determination from the entire group of graduates. Graduates leave with an expanded network of not only their classmates, but other alumni who are ready to help.
Not every school has an active alumni network, but for those that do, they often have hiring plans in place to recruit their own recent graduates. Blood is thicker than water, and after years of attending classes together, it stands to reason that fellow law school graduates are more likely to hire their classmates. It’s a common and well-understood reality in our business that employers interviewed prefer to extend the first job offer to their law school classmates. In recent years, this has become a significant advantage for incoming 3Ls as firms are starting to send out onboarding materials in February-May. Onboarding plans include a variety of updates, social events, introductions, stipends, and things of that nature which give new hires ample opportunities to engage with firm members.
Alumni networks also help 3L students get a leg up when it comes to interviewing. Schools can share best interview practices, favorite interview questions, what resonated during the process, and if they have ever connected through their own interview, a chance to reconnect through the experience. 3L alumni are often encouraged to give back through sharing notes and information. This is often made possible through informal channels like emails, or more formally through career services. These types of incentives encourage networking among students, create camaraderie and communication. Some schools have clubs and programs that facilitate building connections among alumni. For example, some schools have created online portals for alumni looking to connect with each other about job opportunities.
This networking system has not only given top law firms a leg up in recruiting, but also provided creative ways for firms to improve the chances of their 2Ls landing jobs by offering more resources and connections. For example, firms and schools have partnered to send 2Ls on a "Road Trip" to visit several firms within a certain geographic area. This type of relationship sees huge benefits for both 2Ls and law firms. Second year students gain invaluable insight into a firm, who in turn develops a better idea of who would possibly fit. Bring in direct contact with others in the firm, networking opportunities, and a look inside the building itself, these trips offer second years what both sides look for—insight and comfort. Ultimately, these alumni relationships can provide a considerable advantage in the job search.
Typical Offer Timelines and Responding to Offers
3Ls should anticipate a slightly different hiring dynamic than their first or second year counterparts. Not only are the stakes higher (given the pressure of securing a full-time offer for post-graduation work), but you may also have less time to make a decision on whether to accept that offer.
Expect this: firms generally extend offers to 3Ls later in the year than they did to summer associates. While an offer made in August, September or October to a 3L would be an uncommon and attractive scenario, more often the case is that 3Ls receive offers between the months of November to February. The timing of these offers is largely dictated by shifts in the business side of the law firm that do not depend on your summer associate experience. For example, it may be that a particular practice group has more client work than anticipated, generating the need to grow that group’s talent base. Sometimes it’s a matter of managing turnover within a certain practice group to ensure that it is adequately staffed.
What that means for you is that the offer you receive may not be as generous as a summer associate offer, and you may not get the "signature benefit" of having a timed second interview, catered lunch and/or an offer presentation. Just know that the lack of such a formal process does not reflect poorly on you or your candidacy. It’s just a question of time and resources – for both the firm and the 3L.
So what if you get an offer but don’t respond right away? As a general rule, if you do not thank the recruiting partner or recruiter for the offer right away, assume the offer is valid for a period of 30 days. If you receive another offer from a different firm to start earlier than the current offer, do not panic about making a decision. Simply renew your interest in the first firm, explain the follow-up offer, and request an extension. Most firms will grant you the extension so long as you are forthcoming with the other firm’s offer timeline.
In addition to being organized and consultative in the development of your career, many firms have strong guidelines about what constitutes an acceptable reason for declining an offer. For example, while geographic mobility may be an acceptable reason for declining an offer, declining for the sake of salary, second-guessing a knee-jerk reaction, not wanting to make a commitment, lack of confidence in your own decision-making ability, work-life balance, and so on are not necessarily sanctioned reasons. These may be sound reasons in the long-term, but at this moment in time, the firm is focused on obtaining a clear indication of your intent. Unlike your undergraduate years when you could craft a well-formed college essay discussing how you just aren’t ready to commit , this is a market without the luxury of equivocation. Unless you genuinely don’t like the offer, it is better to "just say yes" than it is to waffle.
3Ls likewise have a unique opportunity from a career perspective. If you have firmly decided that big firm life is not for you, you can use the time of year to your advantage and reach out to firms that you think may have had openings after the time when you were a summer associate.
So what do you do if you get multiple offers? Unfortunately for 3Ls, the late arrival of offers from the majority of firms means that other 3Ls will likewise be receiving offers, and some of those firms may not release you from your summer offer (thereby locking you into a commitment). Likewise, if you live in a competitive market like California, New York or Chicago, you may only find out after some delay that certain firms have already filled their spots for the year.
The best course from an employment perspective is to remain open to new offers. Some firms do not require a filing out a full application if you then tell them about your 3L situation. These firms may be similarly receptive to hiring you for part-time opportunities. If you’re lucky, you may even get a second chance at a firm where you did not get an offer for your summer position. Hiring from the applicant pool may take longer, but for this reason, many firms that have a good culture and experience at that market work with applicants proactively rather than as a response to offers.
But what if you’re going along fine and then you realize the firm for which you committed is not the right fit? Some firms will revoke an offer from applicants who have rescinded on a larger firm offer. This is largely due to the fact that the firm has already made investments in you as an applicant, and they do not want to be blindsided by a second trip down that path. And if you jump ship to a second offer, your chances are fairly strong that you’ll be working for the second firm.
However, some firms will not require you to withdraw your application from the first firm, and if your two-week period has elapsed, the second firm may fully expect you to work for them. A good strategy here is to treat the opportunity as if you are a first-year associate until you get a sense of what the firm is actually like. Ask for guidance from your recruiters about the kinds of things that you can expect, but try to attend as many socials as possible to get to know the people you will be working with in the future.
Guideposts such as the firm’s social opportunities and work styles are incredibly useful for helping 3Ls make informed decisions because they place less emphasis on what the firm says about itself and what the firm has to offer and more emphasis on their direct observations.