Experienced Attorneys
The Lateral Experience
We are committed to hiring top talent. If you enjoy challenging work with a focus on middle-market business clients, then a position at Hirschler may be right for you.
We take pride in finding team members who will enhance our collegial and entrepreneurial culture, and strongly believe that diversity enriches the experience of our attorneys.
We are always pleased to hear from you if you have an interest in joining Hirschler.
What To Expect
Experienced Associates
Lateral associates who join Hirschler will be assigned to primary and secondary practice groups based on their area(s) of expertise. Information about promotion to partner will be provided to each lateral associate during the hiring process. The firm considers prior experience, areas of practice and existing client relationships in determining eligibility for promotion.
Experienced Partners
Experienced attorneys who join Hirschler as equity or non-equity partners will similarly be assigned to primary and secondary practice groups based on their area(s) of expertise. Lateral partners are encouraged to bring existing clients to the firm; our administrative team is adept in assisting with the onboarding necessary to ensure a seamless transition. Hirschler’s attorneys have expertise across a variety of specialties, allowing for comprehensive representation of clients.
Compensation and Benefits
Benefits are an important part of the total compensation package at Hirschler and ours is designed to accommodate each individual's diverse needs. We offer a competitive salary along with a comprehensive benefits package which includes a generous combined leave program, performance and year-end bonuses, medical and dental plans, 401(k) and retirement plan.
Health, Vision and Dental Benefits
We provide comprehensive medical, vision and dental plans with options that allow attorneys to choose the benefits that are best for them and their family. Hirschler covers the cost for each associate's health insurance coverage and provides a contribution toward the cost of coverage for family members.
Life and Disability Benefits
We provide a variety of life and disability insurance options to provide financial protection for our employees and their family, including Group Term Life and Accidental Death and Dismemberment (AD&D) Insurance, Supplemental Life and AD&D Insurance, Short Term Disability Insurance, Long Term Disability Insurance, and Supplemental Long Term Disability Insurance.
Work Life Benefits
Hirschler is committed to helping all of our employees reach their full potential. To this end, we strive to continually enhance the professional and personal development resources available to our employees by providing an Employee Assistance Program, flexible scheduling, parking subsidies, paid holidays and Paid Time Off (PTO), referral bonuses, legal fee and tuition reimbursement, as well as access to an onsite fitness center. Hirschler also recognizes its employees through an annual Staff Appreciation Week celebration, Lunch On Us lotteries, monthly firm lunches, and family events.
Tax-Savings Programs
We provide benefit programs that allow employees the opportunity to take advantage of tax-free and tax-deferral opportunities including health savings accounts, dependent care spending, health care spending accounts, 401(k) contributions, and 529 College Savings plans.
Retirement
The firm sponsors and encourages participation in our Retirement Plan, which includes employer safe harbor contribution, 401(k) salary deferral component, and Roth 401(k) feature.
Professional Benefits
Hirschler is committed to the professional and personal development of our lawyers. We have a professional development program and active Associates' Committee. Additionally, we encourage Continuing Legal Education courses and cover all bar and professional liability insurance expenses.
Legal Search Firms
Legal search firms should contact Lauren Deacon, Director of Legal Recruiting and Development, in order to present candidates to Hirschler. Hirschler will not acknowledge “ownership” of a candidate who is not introduced through the Director of Legal Recruiting with respect to an “Open Position." Search firms that desire to introduce a candidate for which there is no “Open Position” should contact the Director of Legal Recruiting for approval to submit the candidate for consideration by Hirschler. Search firms will not be entitled to compensation from Hirschler as a result of a decision to offer employment to a candidate unless and until a written fee agreement is entered into between the applicable search firm and Hirschler. Any such compensation will be payable in accordance with such fee agreement.
FAQs
Where you work is an important decision, and we want you to be well-informed. Here are answers to some of the frequently asked questions we receive from lateral candidates.
Q: What is the process for hiring experienced attorneys?
A: Candidates for employment with Hirschler should apply here. Selected candidates will be invited to interview with attorneys at the firm. In some cases, a second or third interview may be requested.
Q: How is compensation determined for lateral associates? For lateral partners?
A: Compensation at Hirschler is competitive with similar firms in each market. Lateral associates will receive compensation at a fixed annual rate and will be eligible for performance and discretionary bonuses at the end of each calendar year. Lateral partners will receive compensation at a fixed annual rate. Certain lateral partners will be eligible for additional bonus compensation based on annual performance. Details of compensation will be outlined during the hiring process.
Q: What type of legal support services are available?
A: Each attorney is assigned a professional assistant. Professional assistants typically support three to four attorneys or other timekeepers. Administrative assistance is available after hours on a first-come, first-served basis. The firm employs a librarian to support various research initiatives.
Q: What are the firm’s requirements for a lateral attorney’s existing book of business?
A: An experienced attorney’s existing book of business is one factor considered in evaluating a candidate for employment—particularly for lateral partners. There is, however, no strict requirement with regard to the amount of existing business a lateral attorney must have in order to receive an offer for full-time employment.
Q: Does Hirschler provide opportunities for professional development?
A: The firm offers in-house educational and development programs, although attorneys are also encouraged to seek out additional external opportunities. The firm supports attendance at CLE programs, as well as industry and educational conferences.
Q: What are the firm’s expectations for business development?
A: Hirschler prides itself on providing quality client service in a team-oriented environment. Lateral attorneys are encouraged to develop business independently and in collaboration with others. The firm expects lateral partners to take a meaningful role in developing existing business as well as attracting new clients. Individual business plans are strongly encouraged. Lateral associates are encouraged to become involved in marketing and business development efforts early in their careers; which helps to ensure they have the appropriate skills and experience when considered for promotion to partner.
Q: How will Hirschler help me leverage social media to keep my clients informed?
A: Hirschler has a robust marketing department, with experienced professionals who can assist lateral attorneys in developing their professional network through appropriate social media platforms.
Q: Does Hirschler encourage its attorneys to develop new practice areas?
A: Consistent with our entrepreneurial culture, attorneys are encouraged to develop new practice capabilities that may be valuable to the firm and its clients.
Q: How does Hirschler demonstrate its commitment to diversity and inclusion?
A: Hirschler believes its clients are best served by a diverse group of professionals who offer a wide range of perspectives. Lateral candidates are encouraged to learn more about the firm’s diversity and inclusion initiatives here.
Associate Attorney FAQs
Q: How does Hirschler prepare associates for promotion to partner?
A: Lateral associates participate in Hirschler’s Associate Advancement program, which includes developmental and training resources to enhance the law firm experience. While business generation is not required for promotion to non-equity partner, associates are encouraged to hone their business development skills early with generous support from firm partners and the marketing department.
Q: What kind of client interaction can I expect at Hirschler?
A: From Day One, associates have regular contact with firm partners and clients. Associates are regarded as integral members of the team, developing strategy and communicating with clients and opposing counsel.
Q: Are there opportunities for associates to participate in firm leadership?
A: Yes. Associates serve on several firm committees, including the Recruiting Committee, the Diversity and Inclusion Committee and the Technology Committee.
Q: What is the billable hours requirement?
A: Associates are expected to bill 1,750 hours annually.
Q: Does Hirschler support pro bono activities?
A: Yes, Hirschler’s pro bono efforts are coordinated through the Pro Bono Committee, the members of which remain open to considering new pro bono initiatives that attorneys suggest.
Q: Is there any flexibility in the associate-to-partner timeline?
A: Yes. Hirschler associates have several opportunities to discuss their career plans with the firm to craft a customized path to partnership.
Partner FAQs
Q: How does Hirschler (my practice group) help me integrate?
A: The firm's goal is to ensure that every lateral attorney is adequately prepared for a long and successful career at Hirschler. Our robust onboarding and integration process ensures that lateral attorneys acclimate quickly. An integration partner is assigned to each lateral attorney to provide support even before their arrival.
Q: How will Hirschler help me integrate my existing clients into the firm?
A: Before lateral partners join the firm, our marketing and administrative staff works with them to ensure a seamless transition for clients.
Q: May I bring other attorneys and staff with me to Hirschler?
A: Hirschler welcomes an introduction to qualified talent that may have interest in joining our firm. We recommend that candidates with talent they wish to introduce offer those suggestions during the interview process.
Q: How does Hirschler’s capital position compare to peer firms?
A: Hirschler prides itself on its conservative fiscal management. Unlike many firms, Hirschler carries no debt. To ensure ongoing financial stability, firm leadership and administrative management focuses on productivity, profitability and rigorous expense oversight. Because of this approach, our equity partners have a lower capital contribution than colleagues at peer firms. Subsequent to their election, equity partners contribute capital to the firm over a four-year period.
Q: What level of service can my clients expect at Hirschler?
A: Clients consistently praise Hirschler attorneys for their professionalism, judgment, responsiveness, and efficiency. Hirschler prides itself on providing high caliber representation at reasonable rates. In fact, many of Hirschler’s lateral attorneys were formerly employed at AmLaw 200 law firms.
Q: What are the pathways to leadership?
A: Hirschler is lean and relies on all partners to “carry a rock” for the firm. Lateral attorneys who wish to serve in firm leadership roles, including practice group chairs, committee chairs and the Board of Directors, will find that there are many opportunities to do so.
