We welcome inquiries from highly qualified lawyers practicing elsewhere who are interested in joining us. Upon their arrival, new lawyers join one of Pepper Hamilton's practice groups, immersing themselves immediately in the practice area that best suits their interests and our needs. Read on for more detail about why it really is better at Pepper!
Mentors, Training and Assignments
We believe we are obligated to provide the training and feedback necessary to develop new associates' potential as quickly as possible. Our new lawyers commonly obtain deposition and transaction-related experience early on, in addition to negotiating, drafting and argument experience. Our mid-level associates have negotiated and closed transactions, argued cases before the Third Circuit Court of Appeals, and tried cases before a jury in federal court.
Each new associate is assigned a mentor to help with the associate's integration into the firm. Beginning with their orientation and continuing as they progress at the firm, associates attend in-house skills-building programs in areas as diverse as presentation techniques (acting for lawyers) and rainmaking. We also provide training specifically tailored to associates' practices. Our Litigation Department regularly conducts intensive trial advocacy skills and deposition skills training programs; our Commercial Department has designed a lecture series on commercial practice issues and recently conducted a negotiation training program; and other groups have developed and implemented training and legal education programs tailored to their specific practice areas. Feedback from lateral associates tells us that we surpass our competition in the quality of our training and the professional development of our associates.
We also focus on training goals as part of the assignment process. We try to match associate interests and skills with practice group needs. Junior-level associates work with senior associates and partners to develop professional skills. We give associates significant authority in handling matters as soon as they are capable of assuming increased responsibility. We also encourage associates to build their skills by pursuing pro bono opportunities.
Evaluations
The yearly evaluation process is a check on the effectiveness of our associate training programs. Associates receive evaluations based on comments from the partners and senior associates they worked with throughout the year. The process is unusually open. Associates receive copies of their evaluations and meet with partners and senior associates to discuss the work they have done, as well as the work they would like to be doing. The process is not merely a review of the associate's work. Rather, it is designed to elicit associates' input on the types of training and development they would like to receive over the coming years.
Quality of Life Issues
We believe in balancing professional and personal lives. While we expect associates to work hard, we do not set rigid targets for billable hours, particularly for new associates. We also encourage our lawyers to become involved in their communities and in activities that will help them grow as lawyers and as citizens.
For example, as noted on our pro bono section, we count pro bono hours equally with billable hours in evaluating associates. Public service is part of our firm culture, and lawyers interested in pursuing public service activities will find opportunity and institutional support here.
We also understand the need to balance a career and family. Several partners and associates work part time to achieve this balance.
If you are interested in applying for an associate position in one of Pepper's offices, please refer to our list of current openings or contact one of our recruiting professionals.
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