{ "media_type": "text", "post_content": "Big law associate considering moving to a midsized regional firm. Who do I ask about their compensation structure and hours? I have interviews this week with some partners. I scheduled the interviews with someone from the firm’s HR dept - would it be best to call or email him? When should I do it? I’m assuming they are not lock-step - any tips for negotiating salary? Thanks!", "post_id": "5f95dc848e1028002087d155", "reply_count": 7, "vote_count": 1, "bowl_id": "5da60c126e5f0d001f32f497", "bowl_name": "Women in Law" }

Big law associate considering moving to a midsized regional firm. Who do I ask about their compensation structure and hours? I have interviews this week with some partners. I scheduled the interviews with someone from the firm’s HR dept - would it be best to call or email him? When should I do it? I’m assuming they are not lock-step - any tips for negotiating salary? Thanks!

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1, compensation: there is probably a talent acquisition person as your contact at the firm to discuss hours/compensation/bonus structure. If not, ask if you can talk to an associate to get the scoop 2: if you're asking about when/how to contact the hr person, it probably depends on your comfort level. They should be generally responsive if they are actively recruiting you (as in they need to fill the position and the sooner they do that the sooner they can move on to other projects) 3: no specific tips for negotiating salary but I wanted to note that some midsized places may be lock step for partner track assocuates but more flexibility for negotiating counsel type roles that may or may not be partner track. Obviously your negotiation will depend on your substantive experience and potential business you're bringing in. You may want to do more research about the relative responsibilities of your "peers" at that firm and hopefully you can make a case that you're on the high end. Maybe ask how evaluations and prmotions work. Judging from laterals I've seen, coming in at a high level but not meeting expectations may breed more resentment than coming in at a lower level and getting promoted quickly...

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Good to know. I’ll ask the talent acquisition person, thank you!

How big is the firm?

This is really helpful, thank you!

Would you potentially not even want to interview if the comp is below a certain #/target billables above a certain #? I have inadvertently wasted my/interviewers’ time like this in the past. If so, I’d suggest asking the HR person via email in advance what the “pay range” and target billable hours is. Doesn’t mean the comp cannot be negotiated (only raise negotiating it after you get the offer), but it’s good to have an idea going in. Also look at vault, nalpdirectory, or even Glassdoor (not reliable) to see if they happen to have info on there.

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