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As a young associate burdened with student loan debt, compensation is really the primary motivation. I’ve always thought that some kind of creative benefit that would help me repay student loans would be attractive, but I’ve never been able to formulate an idea that isn’t just more compensation at the end of the day.
Other things I find attractive: flexibility to work from home, child care benefits, flexible spending accounts, ample vacation time that I’m actually allowed to use, gym memberships.
Pay in crypto
Billable vacation time, help with student loans, 6mo parental leave, 401k match, mental health coverage, general wellness reimbursement (dietitians, gym, yoga, massage), better health insurance, remote work
The reason most firms don't match 401(k) for associates is so that they can give really generous benefits to a partners and staff plan without failing nondiscrimination testing. Staff are the only people in biglaw who do not meet the income threshold to be highly compensated, and it costs nothing to push some of their comp into tax advantaged retirement plans. That allows the firm to max out partners' retirement benefits without having to max out everyone's.
Let us sleep on nights and weekends
The bar is so low 😭
Good tech, maybe a stipend for tech (home office) and the option for flexible/remote work. Putting money up front for associates to use on a home office reinforces the offer that remote work is allowed. Good tech makes everyone happier.
And if you're not going to provide straight cash for home office equipment, provide it so there's nothing pain points working from home, it should be the same equipment the associate has in the office, e.g. docking station, dual monitors, etc., and include at least an office chair if they so choose.
Billable business development hours would be huge
Beyond huge
BILLABLE VACATION TIME. And actually respect our OOO’s/have that reflected in the culture.
+1 Student loan repayment help, 401k matching (at least some part of it), more substantial tech stipend, gym perks, & BD credit (both $ budget and billable time)
Expiring vacation is a terrible idea. Some people can’t get the time off some years. Don’t punish them for that.
Ability to elect for a Pre-tax contribution to student loans (believe max under law is $5,250) instead of a corresponding amount of salary.
Look at what tuition.io and gradifi offer
Respect my out of office time, offer interesting work, and provide great mentoring.
Count at least 40 hours of vacation time towards billable hours so people actually feel like the can take at least one vacation. When someone is actually out of the office/on vacation, make it a firm policy that the person OOO isn’t to be contacted unless there is an actual emergency so that they can actually recharge and unplug.
This. I'm leaving my Amlaw 50 firm later this year because my group doesn't respect time off. Haven't had an actual vacation in 3 years.
Pay is good but you have to give people a chance to unwind and recharge if you actually want to retain them.
401k matching
Great maternity AND paternity leave
Vacation days
Better health insurance
Training
Mentorship
Opportunities for growth
GREAT legal staff
AA3 - feel you. My firms insurance policies are super high deductible and still only cover 90% once you’ve met it. Awful.
Remote work
I don’t know who you are but if you offer billable vacation time, I will find you and I will join you
Origination credit for associates, billable credit for business development, little perks like good coffee/snacks/beverages and gym membership.
One thing that has always stuck out to me is the lack of mentoring. We get it, people are busy, have families etc and want to get their stuff done and go home, but it was amazing to me when I started that we got a week long introduction type class, then were just thrown in without any sort of further development. Leaves some associates out in the cold and others who actually have mentoring flourishing more quickly because lets face it, being a good junior isn’t very difficult but taking the next step can be. Long way of saying maybe follow up formal mentoring sessions/classes, even if its targeted CLEs that isnt in the form of the whole firm crammed into a conference room or on a zoom talking about some abstract concept for juniors. I would love to work for a firm that actually seems to care by doing little things like this.
Tech training for partners!! I did NOT go to law school to help you create a pdf
401k match. Some sort of help with student loan payments.
Flexible WFH is one of the biggest things if your firm already pays market or near market. 40-80 hours billable OOO would make you standout. Standard PTO at a minimum and absolutely not that “unlimited paid timeoff” scam.
401k match, I originally practiced as a lawyer in Europe and it was common for your employer to match your contributions. Ensure vacations are taken. A lot of European firms offer paid month long sabbaticals for associates around the 4-5 year mark which was great for retention and importantly, mental health. Protected vacations and ensuring everyone takes their vacation.
Wow! The replies here show how thirsty we all are to work somewhere where we can be human. This makes me so sad.
Sabbatical paid once every 4 years. Also, the option to work from anywhere in the winter (Quinn Emanuel offers this in London)
Yes! I would love to have a sabbatical.