During the height of the pandemic, Biglaw firms were eager to hire associates to work remotely — after all, a talent war was afoot amid the battle against COVID-19, and firms were willing to try anything to staff cases. Some firms, like Quinn Emanuel, even created “work from anywhere” policies for associates. But now, in 2024, these remote work policies are few and far between, as younger associates are being ushered back to the office in favor of hybrid work policies and face-time mandates. These days, true remote work programs are a dying breed. The American Lawyer has the details:
“Firms are generally doing remote hires only when they have no choice; the only suitable candidate for a job lives nowhere near their offices, for example,” said Darin Morgan, managing partner with legal recruiting firm Major, Lindsey & Africa.
Exceptions to that rule do exist, and Morgan said some Big Law firms are continuing to permit full-time associate work schedules in cases where associates relocate to a geography where the firm has no physical presence, or if a firm desires to hire an associate with a specialized skillset but who doesn’t live near the office.
Remote work arrangements in Biglaw are now the exception, not the rule. My, how quickly things change. But why are law firms pushing for an office presence for younger associates? It’s all about the face-to-face training and mentoring, with most early-year (and more experienced) associates required to spend time at the office three or more days each week.
One main reason behind the current in-person push is the desire to have young associates exposed to onsite partner supervision and training, Morgan said.
“I don’t think there are many top-tier firms out there that are still recruiting new or lateral associates to work exclusively on a remote working basis,” said Scott Yaccarino, co-founder of Empire Search Partners. “Although there were plenty of associates, and partners, that valued being able to work on a fully remote basis, the arrangement was never ideal from a training, development, and team-building perspective.”
Firms are still willing to give remote associates a try, but those who can commute to an office are preferred. One of those firms is Orrick. Siobhan Handley, chief talent officer, said that the firm “continue[s] to both hire full-time remote talent and consider requests for lawyers to move to remote arrangements when family and other considerations mean they need to move to a market where we do not have an office.” Ice Miller is another firm that continues to hire remote associates, but only if need be and “under extenuating circumstances.” As noted by managing partner Michael Millikan, “You go where you can find talent.”
As for the rest of Biglaw, especially the most elite firms, remote work may simply be a no-go concept.
“Remote work is something that is no longer embraced and it will be very difficult for an attorney to find a fully remote position in Big Law,” [Katherine] Loanzon, [managing director with Kinney Recruiting,] said.
It sure was nice while it lasted.
‘Only When They Have No Choice’: Has Big Law’s Remote Hiring Wave Run its Course? [American Lawyer]
Staci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on X/Twitter and Threads or connect with her on LinkedIn.
