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Adobe India is Hiring !!
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*Hiring SDEs for Google* *Only Female*
Requirements:
1) Should be Female.
2) 2+ years of software engineering experience. No freshers or interns.
3) Proficient in either C++, Java or Python.
4) Proficient is Data Structures & Algorithms.
5) Bachelor’s degree.
If interested, please comment or dm. If you are a male, I am sorry but feel free to refer this post to any female SDEs you know.
PS: Only female because Google is not hiring any men for SDE roles as per internal memo from top leadership Google
Anyone into APPC, Aelf and Aion? Thoughts
Bowl Leader
Any body got retention offer from LTI?
Heads up - the partner is onsite
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Coach
Morgan, Lewis & Bockius LLP Thinking of making a lateral move into big law, but not major office like NYC or Chicago. Work at a mid size regional law firm in Hartford, but billing big law hours (210-240/month) and getting paid %50 of market. Granted I’m in hartford. Do any big law firms with Hartford branches get paid top market? Morgan, Lewis & Bockius LLP
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Personally I drink the DWT koolaid bc I’ve been at bigger firms and the people here are really kind and not toxic and it’s about as work life balance as it’ll ever get while in a law firm.
Per hour worked, I actually make the same at DWT as I did at my market firm. I just work about 1000 hours less per year (~2000 all in versus ~3000 all in). My last firm advertised a 2k billable and 700 nonbillable expectation for both associates and partners, and the nonbillable commitment was grueling in my group. Per profits earned for the firm given the astronomical rates at my last firm, I also was only actually making about 25% of my total collections. At DWT, I’m making around 35% of my collections, and also love the lower rates and flexible fees as it has been very beneficial in trying to build my own book.
So personally no, I don’t think theres a “false dichotomy.” I actually think DWT is a bit of a unicorn and has cracked the code between WLB and profitability, and I’m impressed they’ve managed to stay in the amlaw 100 given their lower rates and lower hour requirements. I believe there’s more to life than money and profits, and I’m glad to have found a firm that shares those same values.
That said, I’m not sure what you’re referencing when you say there has been a significant push toward “growth” if you would expand on that… maybe I’m missing what you’re saying.
Also for what it’s worth, I think a lot of firms in the amlaw100 between like 60-100 claim to pay market, but are actually just sneakier about finding ways to not give out bonuses or class year bumps when push comes to shove, especially in low profit practice groups. You might get a market offer, but find out that you shouldn’t expect to make market long term down the road. I appreciate that DWT is more transparent and consistent across groups personally.
Mentor
What’s the hours expectation at DWT? Reed Smith doesn’t have a Seattle office but went (is going) through a similar culture shift. Moving to lockstep added a lot of stress for associates because 2,000 hours became so important and some partners have been so petty about the raises in terms of their expectations. There’s significantly less job security today than even 5 years ago. And it’s great as an associate to make all that money, but compression hits when promotion time comes around and it’s incredibly frustrating. You really do have to either lateral or be ok with being grossly underpaid.
Mentor
@OP, unless there’s a leadership change at the firm (what happened at RS) or enough over-1850 people leave to make the economics of their model shaky, DWT will probably stay a “lifestyle” firm that is ok with 1850 and will pay less than market because of it. Even if they do change, though, it’ll be a slow adjustment process. I think you need to decide if the 2000+ lifestyle and comp are really what you want, and if they are then you should leave because you may not even still be an associate by the time DWT decides to become a market firm (if ever).
At some points firms who want to retain low margin and niche practices (e.g., employment, patent prosecution, etc.) that can’t command the same rates as transactional and high end litigation practices are going to have to stop paying market. I was at ML as a corporate associate years ago and the L&E associates were expected to bill so many more hours than their corporate counterparts due to their lower rates despite the same pay. It’s just not sustainable.
Subject Expert
Firms that market themselves as biglaw but pay below market are an embarrassment. My former firm was slow to match in 2023, so I lateraled elsewhere within a couple of months. They can only get away penny pinching if we let them.
Yes, me, I’m frustrated! I’m annualizing way over 2000 so the pay is hard to swallow. That said, I’m in a niche Band 1 practice here and not interested in leaving a group I otherwise enjoy…so I don’t see things changing for me.
I guess because it’s the devil I know and for personal reasons making a move right now and establishing a good reputation at a new firm would be difficult. Just curious about the others thoughts.
Subject Expert
OP - Lateraling and establishing a good reputation at a new firm takes effort, but you have to ask yourself whether avoiding that effort is worth leaving a bunch of money on the table only to end up with essentially the same workload and stress. Personally, I would *never work at a below-market biglaw firm that offers no (or only a marginally better) lifestyle advantage compared to market-paying biglaw firms. But that’s just me.
*I understand there may be compelling considerations other than raw comp, like materially better partnership odds at the below-market firm, etc.
I’m not sure why anyone would be at DWT unless they are in entertainment where inhouse roles are already underpaid as well.
Mentor
Why not just make a lateral move to a higher paying firm? Every parter at your firm who isn’t a recent lateral could make more money someplace else. They stay for a variety of reasons, ranging from the brain damage of lateraling to liking their colleagues to preferring the devil they know. What’s keeping you from lateraling?
How much lower are they than market?
Right now seniors top out at low/mid 300s and the bonus structure is solely based on exceeding hours targets and nowhere remotely close to market. That said, our hours targets are low and there is zero pressure to exceed.