Paul Hastings welcomes law students to explore opportunities at our firm. Following is a list of frequently asked questions about fall recruiting, the summer program, and offers for full-time Associate positions.

Fall Recruiting

Where does Paul Hastings conduct on-campus interviews?

Paul Hastings recruits as one firm at various law schools and job fairs throughout the U.S. Please see our Recruiting Calendar for details.

What specific qualities does the firm look for in candidates during interviews?

We seek highly motivated individuals with diverse backgrounds who possess leadership capabilities and a record of excellent academic achievement. We invite students who have excelled academically, as well as those who have achieved success in other disciplines or careers to interview with the firm. Candidates must have strong interpersonal and oral/written communications skills. Personal qualities such as critical thinking, maturity, achievement drive, interpersonal savvy, proactive professional presence, imagination, adaptability, ability to be a strong team contributor, and interest in the firm all play a strong part in our candidate review process. We are strongly committed to equal employment opportunities and encourage all individuals who believe they have the attributes we seek to pursue employment opportunities with the firm.

What if I can't interview on campus and am interested in the firm?

Those who do not get an interview slot with the firm should call in advance and/or stop by our interview rooms or hospitality suites to leave a resume with the Attorney Recruiting Staff or an interviewing attorney. If time permits, our interviewer may be able to add additional students to the schedule or at least be able to chat briefly. Students who are not scheduled may also call the Attorney Recruiting Staff to see if there is a possibility of being added to the schedule or to make alternative arrangements.

How are office callbacks communicated?

As a general rule, you will receive a phone call shortly after your on-campus interview if you have been selected for a callback interview. If you have not been called back, you will receive a written notification.

What is the typical schedule for the callback interviewing process?

A typical callback interview consists of meeting with a broad cross section of attorneys. The morning interviews are followed by lunch with attorneys. Candidates should plan to spend approximately three to four hours at the firm.

Will the firm reimburse travel expenses for callbacks?

Yes. Reasonable travel-related expenses will be reimbursed by the firm for callback interviews for out-of-town candidates. Reasonable expenses include round-trip coach airfare, hotel room and tax, and a meal allowance. The firm does not reimburse for the expenses related to rental cars or other incidentals. Please contact the local Attorney Recruiting staff for information on how to make your travel arrangements.

How long after a candidate interviews should he/she expect a hiring decision?

Our recruiting committees meet regularly. Typically, a candidate can expect a decision within a few days to one week from the time he/she has completed a callback interview. Candidates will be notified by phone and/or written notification regarding the hiring decision.

The Summer Program

Do Summer Associates have to pick a particular practice area at the beginning of the summer?

Summer Associates are not required to commit to a specific practice area at the beginning of their summer. We encourage Summer Associates to be flexible and open to various practice areas.

Will I have a chance to do pro bono work over the summer?

Each of our offices offers opportunities for Summer Associates to become involved in pro bono work. Those interested in doing such work should inquire about these opportunities with the designated work assignment coordinator. Also, the firm offers a limited number of second year law students the ability to participate in our "Public Interest Split Program." The not-for-profit organization is subject to conflicts clearance and approval by the firm. Interested individuals should request consideration for this program at the time of their interview.

Is there an opportunity to see the firm's attorneys in action and to get a realistic look at what a typical day looks like?

In addition to regular work projects, which will be assigned throughout the summer, the firm offers opportunities for Summer Associates to see what it is like to be a practicing attorney. "Spectator assignments" include such things as attending depositions, hearings, trials, deal closings, client meetings and attorney conferences.

How do the Summer Associates get to know the attorneys?

We offer many opportunities for our Summer Associates to get to know attorneys throughout the summer. In addition to getting to know attorneys through work assignments, the firm sponsors a variety of social events to encourage interaction. Lunches are also a great way to get to know the attorneys in the office and our lunch program is set up to encourage attorneys to take Summer Associates out for a casual meal during the workday.

Are Summer Associates expected to attend every social event even if it means putting work aside to do so?

These events are arranged so that you have the opportunity to socialize with your colleagues and get to know them on a more casual level. Should a work assignment and a firm-sponsored social event present a conflict, you should talk with your Attorney Recruiting Staff, mentor or work assignment coordinator. Although, generally speaking, work takes priority, there may be a way for you to do both. Summer Associates are not required to attend every social function. It is important, however, to keep in mind that attending a good number of events will enable the firm to get to know you and for you to get to know the firm.

Do Summer Associates have mentors or advisors?

Each Summer Associate is assigned a mentor, and in some offices, a mentor "team." We try to match the mentors and Summer Associates by interests, law school or some other common criteria. The responsibility of the mentors is to facilitate the Summer Associate's integration into the social structure of the firm by arranging for attorneys to take the Summer Associates to lunch, joining the Summer Associates at firm functions, acquainting them with our attorneys and staff, and introducing them to the local city area. In addition, mentors assist as counselors, answering any work-related questions that may arise.

Should all work come from a designated member(s) or can I feel free to take work from anyone?

Work is "funneled" through the work assignment coordinator(s). If you have the opportunity to do a project for an attorney, check first with your work assignment coordinator before committing to take on the project. He or she may have your next project already lined up, or may want to give you more variety in assignments.

We encourage Summer Associates to be flexible and to work in a variety of practice areas to gain exposure to our various departments. While the specific structure varies by office, each system is designed to accomplish this goal. This provides Summer Associates with an opportunity to make more informed choices about their areas of interest and to demonstrate their ability to various teams.

Does the firm provide training for Summer Associates?

It is our goal to provide you with comprehensive and extensive training pertinent to your summer experience. The firm's Attorney Development Department is responsible for the development of programs that provide substantial legal knowledge, practical legal skills and general management skills. As part of our summer program, you will have the opportunity to attend a variety of training programs. Each office develops a training schedule that may include programs for Summer Associates as well as office-specific, department-specific and global programs. Some of the programs focus on deposition skills training, writing/drafting, litigation skills training, clerkship programs and the "Life of a Deal." You will receive on-site Lexis/Nexis and Westlaw training. Our local Information Technology staff consistently provides a wide array of software training courses including Microsoft tools, Carpe Diem, document management, Blackberry and more. We want to provide Summer Associates, like our attorneys, with all the tools necessary to succeed and achieve their professional goals.

How does the firm evaluate Summer Associate work and how will feedback/evaluations be shared with Summer Associates?

Summer Associate work product is evaluated by the supervising attorneys on each project. Evaluations are further reviewed by the Recruiting Chair, Department Chairs, Office Chair and/or Attorney Recruiting Staff which monitors the overall progress of the Summer Associate. Summer Associates are provided with verbal feedback from the assigning attorney on each project completed. There is also a formal mid-summer evaluation.

Can I split my summer between two Paul Hastings offices?

A second year law school candidate interested in splitting their summer between two of our offices should discuss this option with their attorney interviewer during the fall interview process. In special cases we may offer the opportunity to spend part of the summer in one of our International offices toward the end of the summer program. The Summer Associate must have the appropriate language skills. The firm will provide round trip coach airfare from its U.S. office to its International office. However, the Summer Associate will be responsible for his or her own housing costs, meals, and ground transportation during the overseas visit. Additional compensation is not provided. Participation must be determined and approved before the candidate begins the summer program.

What is the typical number of hours a Summer Associate is expected to work each week?

Summer Associates are expected to be in the office during regular business hours (typically 9:00 a.m. to 6:00 p.m.). Although there is a budget requirement for our attorneys, there is no set number of hours a Summer Associate is required to bill.

What type of housing assistance is offered by the firm?

We will, at your request, be pleased to assist you in locating housing for the summer. We will forward you copies of local magazines and newspapers, post on local campus websites, and put you in contact with the appropriate parties. You may also want to investigate the NALP website (www.nalp.org) which provides helpful information on apartment exchanges, swaps, rentals, and sublets. Each Summer Associate is responsible for his/her own housing costs, including those visiting an International office.

Do Summer Associates receive health insurance during the summer?

We suggest that you look into a short-term policy or if you remain close to campus, investigate the range of student health services provided by your law school. Many schools provide continuing student health coverage over the summer. As a Summer Associate your employment is temporary, and, therefore, you are not eligible to receive benefits.

Does the firm provide assistance with child care?

The firm’s back-up emergency childcare program is available to Summer Associates.

Will I be able to take a vacation during my time with Paul Hastings?

Because the summer program is a relatively short period of time, we strongly encourage that vacations be scheduled either prior to arrival or post-departure. Should there be a special or unique circumstance, requests for time off during the summer program should be made in advance where possible to the Chair of your local summer program.

Will the firm reimburse travel expenses for Summer Associates?

Yes. For the summer program, the firm will pay for round-trip coach airfare between a Summer Associate's law school and the office in which he or she will work. If applicable, round-trip coach airfare will also be provided for a spouse and children from the city in which the candidate is attending law school to the local office. If a Summer Associate chooses to drive from his or her law school to the office in which they will work, the firm will reimburse for the lesser of round-trip coach airfare or mileage between the Summer Associate's law school and the office in which they will work. The firm does not provide housing for Summer Associates and does not reimburse relocation expenses for Summer Associates. Please contact the local Attorney Recruiting Staff for information on how to make your travel arrangements.

Offers for Full-Time Associate Positions

When are offers for full-time Associate positions communicated to Summer Associates?

Offer decisions are communicated after the conclusion of the summer program.

If given an offer, how long do Summer Associates have to make a decision?

The firm adheres to NALP General Standards for the Timing of Offers and Decisions, which gives Summer Associates until November 15 to make a decision.  If a Summer Associate has a clerkship and is unable to accept by November 15, a request for an extension should be made to the firm.

How does the firm handle credit and compensation for those who will come to the firm after completing a clerkship? a JD/MBA? a Ph.D.?

Judicial clerks may be eligible to receive a competitive bonus for a one year or two year clerkship. In addition to the clerkship bonus, judicial clerks may be eligible to receive one class year of credit for compensation purposes. Those clerking for the US Supreme Court will receive a competitive bonus and are eligible for appropriate class credit. Judicial clerks may be eligible to receive a Bar Study Benefit and Bonus to help defray the cost of studying for and taking the Bar exam. A clerkship bonus pursuant to this policy is available only to incoming new Associates who join the firm directly after their judicial clerkship.

Incoming first year Associates may also be eligible for a competitive bonus upon completion of a JD/MBA or MBA degree. Advance class credit is not available. The bonus will be awarded upon commencement of employment at the firm.

The firm may grant advance class credit and a recruiting bonus to new and lateral Associates in the Intellectual Property Practice who have relevant Ph.D. and/or relevant patent agent experience at various law firms and legal employers.