What kind of work can I expect as a new associate?
You will not be stuck in the library or your office during your entire first year at the firm. Our new lawyers are quickly given responsibility, including direct contact with clients, participation in hearings, depositions and closings, as well as opportunities to act as lead attorney on smaller matters.
What is your starting salary? How do you compensate associates after their first year?
Our 2007 starting salary for first-year associates in Minnesota and Colorado is $120,000 per year. In Iowa, our 2007 starting salary is $100,000 per year. We also offer a $10,000 salary advance upon joining the firm. At year end, our Management Committee engages in a thorough review of each lawyer's contributions to the firm and sets the total annual compensation for each associate, partner, and special counsel. The excess of total compensation over a lawyer's base compensation (which is paid monthly) is paid as a year end bonus. Total compensation is based on a review of ten factors. These ten factors include: ability as a lawyer, standing in the profession and community, time and attention given to the practice of law, ability to satisfy and develop clients, non-billable endeavors, training of younger lawyers, collegiality, and development of new areas of expertise.
Your compensation is confidential — no one outside the firm's Management Committee will know what you earn. You won't see your billable hours — or anyone else's — posted at the firm.
How are associates evaluated?
What mentoring is offered to new associates?
See Mentoring
How are decisions made at Faegre & Benson?
The firm is managed by a Management Committee comprised of ten partners. The managers are elected to staggered four-year terms by the full partnership. Other committees at the firm are responsible for overseeing areas such as legal personnel, community service, benefits, and diversity. We also rely heavily on the leadership of our group heads, administrative partners and office executive partners, who manage the activities of each practice group and office.
Associates regularly participate as members of several committees, including our Fall Recruiting and Summer Program Committees. In addition, associates participate in monthly meetings of their practice groups to discuss matters relating to the group and its work. Associates are invited to attend quarterly lunch meetings to hear members of the firm's management present on developments at the firm.
What associate positions are currently available at Faegre & Benson?
What assignment system do you use?
We really don't have one system. In smaller groups you might work for all of the partners in that group. In our larger groups, you might be assigned to two or more partners or to a more specific practice area of the group. No matter what group you are in, you will work directly with partners in small client-focused teams.
What is the billable-hour requirement?
We generally expect our associates to record at least 1,800 hours to billable matters, and up to 100 hours of pro bono work count toward the 1,800 billable hour expectation. However, our compensation system is based on ten factors that have been used to guide the evaluation of the contribution of partners and associates to the success of the firm for decades. That system measures each lawyer's overall contribution to the firm, not just the number of hours billed.
What benefits do you provide?
In addition to offering comprehensive health, disability, life insurance, and the opportunity to participate in a 401(k) savings plan, we reimburse you for the expenses associated with taking the Minnesota, Colorado or Iowa bar, including the bar review course and examination fee. We also pay to relocate you to our region and provide a moving company to assist with your move. The firm also reimburses associates for their annual attorney licensing fee, membership in the state and local bar association and the costs of Continuing Legal Education course requirements.
How does the firm foster my professional development?
How does the firm support lawyers who wish to take a parental leave, or work reduced time?
We are committed to creating an opportunity for our lawyers to reconcile the competing time demands of practicing law and raising children. To help accomplish this goal, we have developed generous child care leave and reduced time guidelines for our lawyers.
Our policy gives lawyers up to one year of leave for each child, and lawyers may work reduced time for child care purposes, so long as they wish. After one year with the firm, we also offer six weeks of salary continuation during parenting leave for men and women. These six weeks are available to all new parents and are in addition to disability periods for mothers who have given birth.
What does the firm do to promote diversity?
See Diversity
How does the interview process work?
Your initial interview with us might be on campus or at a job fair during the fall recruiting season. If you are unable to see us on campus or at a job fair, and you will be in one of the cities where we maintain offices, we may be able to offer an initial interview in our office.
If the initial interview goes well, we will invite you back to our offices for an extended interview. If you have to travel for this call-back interview, it is at our expense.
We want you to meet a good cross-section of lawyers when you come in for your extended interview. You can expect your second round of interviews to last the better part of the day. You will meet a few members of our Legal Personnel Committee and a mix of other associates, partners, and special counsel. Offer decisions are made by our Legal Personnel Committee, which meets weekly during the fall. Typically we are able to get back to you with a decision within a couple of weeks.
How is partnership determined?
What kind of pro bono work is available for me at Faegre?
Who should I contact for more information?
See How to Apply
MORE INFORMATION FOR NEW LAWYERS
Compensation and Benefits | Professional Development | Mentoring | Becoming a Partner | FAQ
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