Overview

The summer associate program is our primary means of recruiting new lawyers. Our goal is to hire new associates from our summer associate program. The summer associate program is designed to expose participants to the practice, personality and culture of our Firm and to enable them to demonstrate the professional qualities that we seek in our young lawyers. We hire law students with the intention and expectation that they will receive offers of permanent employment with our Firm upon their graduation or completion of judicial clerkships.

Program Structure

Summer associates rotate through each of our departments during the twelve-week summer program. The rotation format allows summer associates to perform varied work assignments in each of the litigation, corporate, tax and estate planning departments. Summer associates are introduced to our practice and our lawyers through a variety of everyday practice situations, including courtroom activities, depositions, negotiation sessions, drafting and legal research. Summer associates attend associate development training programs and social functions throughout the summer that are designed to give them the chance to learn more about the Firm and to become better acquainted with each other and the lawyers at the Firm.

Evaluations

Assigning attorneys are encouraged to informally review each project with the summer associate shortly after its completion and are required to prepare a written evaluation regarding each project for use in the on-going evaluation process. Summer associates receive an evaluation of their overall progress at the conclusion of each rotation period and a formal review is conducted at the end of the summer associate program. 

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ASSOCIATE DEVELOPMENT 

Orientation 

New associates are interviewed prior to beginning work to determine their professional interests and, through this process, we fashion an individualized orientation to the Firm. Some associates choose to rotate through two of the Firm's departments during their first year, while others are assigned permanently to a department upon their arrival. Permanent assignment of new associates to departments is primarily based upon the associate's preference, but with due consideration of the Firm's needs.

Development 

We offer various in-house training programs in addition to encouraging associates to take advantage of continuing legal education seminars and programs offered by bar associations and other organizations. Our in-house training programs range from informal departmental lunch meetings for discussion of current matters and recent legal developments to more formal "how to" sessions which provide basic instruction regarding practical aspects of the legal practice.

We have an Associate Development Committee comprised of members and associates with varying levels of experience. The primary goal of the Associate Development Committee is to facilitate communication within the Firm and to formalize in-house training for all associates. We also have a mentoring program for new associates.

Associates are formally reviewed semi-annually in connection with the determination of appropriate raises and bonuses based on performance and merit. Attorneys with whom an associate has worked during the preceding year contribute to the associate's evaluation. First year associates participating in the departmental rotation program are formally reviewed more frequently, with a minimum of one review per rotation period. Members and senior associates also are encouraged to informally review the work of newer associates (or otherwise provide constructive "feedback") during the course of each assignment.

All associates are encouraged to become active in professional, political and community affairs. Many associates have become involved in bar association activities, teaching, authoring articles for professional or lay publications, pro bono representation and other matters of individual interest.

Work Assignments 

We are committed to providing all associates with a balanced and steady workload. Our objective is to distribute appropriate and challenging work among the associates in each department to keep them productively engaged in client matters and involved in the various types of work handled in the department, while at the same time allowing associates to develop expertise in those areas in which they have an interest. We have no minimum billable hour requirements, although 1800 hours are required for participation in our separate financial incentive/bonus program based upon productivity and merit. 

Membership 

Associates are considered for membership in the Firm's limited liability company structure on an individual merit basis. The principal criteria in the membership decision are performance, development and maturity. Advancement to membership does not depend upon the development of new business. There is no fixed ratio of members to associates and no limitation on the number of members in the Firm or in any area of practice. We have a mandatory retirement plan for members to assure continued advancement opportunities for younger lawyers. 

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HIRING INFORMATION 

Hiring Policy 

We do not adhere to any rigid standards with respect to grade point average or class rank, although traditionally we have hired attorneys who ranked in the upper twenty percent of their law school classes. We evaluate candidates on an individual basis, giving consideration to a variety of factors including maturity, initiative, ambition and other personal traits; work and other relevant experience; and undergraduate and law school performance. 

Compensation 

Our new associate and summer associate salaries are competitive with those offered by other major St. Louis law firms. Our salary for new associates is $110,000 per year. In addition, associates are offered a financial incentive/bonus for new business development, as well as a separate financial incentive/bonus based upon productivity and merit after one and one-half years with the firm. Benefits provided for associates include a 401(k) savings plan; a profit sharing plan; a "cafeteria benefits" plan; health, disability and life insurance; two to three weeks paid vacation per year; professional dues and parking. We also provide new associates a stipend and the time necessary to prepare for and take the Missouri Bar Examination. 

Interviews and Inquiries 

Our Recruiting Committee is responsible for hiring all new attorneys and summer associates. We historically have recruited on-campus at approximately 12 law schools across the country each year and we encourage law students at other schools, as well as judicial clerks, to contact us directly. Office interviews normally consist of short, individual sessions with six to eight attorneys, including both members and associates. Applicants are usually notified of our decision by mail shortly after their interview date. 

We encourage interested applicants to interview with us on-campus at their law schools or to contact us directly. Please address your inquiries to the attention of Mark C. Winings, Chairman, Recruiting Committee at the St. Louis office. 

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RECRUITING COMMITTEE 

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STAFF OPENINGS 

Below, please find a list of our current staff openings: 

Floater Legal Secretary

If you would like to apply for a position, please send your resume to careers@lewisrice.com with the position you are applying for specified in the subject line of the e-mail.

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CONTACTS