Attorney Positions
The focus of our practice on financial services litigation, regulatory, and corporate matters, government enforcement and white collar litigation gives our attorneys a depth of experience that is hard to match at larger, general practice firms. Our attorneys build on that experience by working on matters that are front page news for clients that are also “front page” companies. Our high profile clients include 9 of the 10 largest banks, 8 of the top 10 mortgage servicing companies, and the 6 largest credit card lenders in the U.S. We have been called “the best at what [we] do in the country.” For more about what others are saying about BuckleySandler, please see Accolades.
Whether you are a junior attorney looking to gain a high level of experience early on or a more senior financial services attorney wishing to practice with one of the largest collection of your colleagues of any law firm in the country, we invite you to apply for one of our open positions or to otherwise share your expertise with us.
Our Partners include a former Head of the Consumer Financial Services Enforcement and Litigation Practice at Skadden, a former Co-Head of the Government Enforcement Practice Group at Ropes & Gray, a former Co-Leader of the Global Litigation Practice at Mayer Brown, and the Co-Founders of Goodwin Procter’s D.C. office. The shared experience of these and many of our other Partners of having left a larger, general practice law firm to form and join BuckleySandler bolsters the firm’s commitment to:
- Maintain our small firm culture while providing resources and benefits on par with much larger firms
- Provide greater opportunities both for partnership and for other non-traditional career paths than many of the “Biglaw” firms from which our attorneys came
- Involve associates and counsel in leadership and development roles with respect to both firm operations and client matters
- Retain the “human factor” in our hiring process
A special note for judicial law clerks: our 50 litigation Partners, Counsel, and Associates have held 23 federal circuit and district court clerkships, and we believe that this experience has been key to the success and growth that our firm has achieved. To show how much the Firm values the clerkship experience, we offer a market-leading $60,000 clerkship bonus for federal appellate and district court clerks. If you are a judicial law clerk, we invite you to apply here.
Small Firm Culture
While our growth over the last few years has taken BuckleySandler out of the small firm category, we are dedicated to retaining our small firm culture. For example:
- We have an open door culture
- We do not have practice groups, rotations, or assignment systems
- Our newest associates work right along side our most senior partners on many key projects
- We have standing, all-attorney lunches to promote interaction and camaraderie
- While it takes a little longer than it did a few years ago, we all learn each others’ names
Large Firm Resources and Benefits
In addition to the typical resources and benefits available at a firm our size, BuckleySandler also provides:
- Market-leading $60,000 clerkship bonus for federal appellate and district court clerks
- Compensation that is competitive with “Biglaw,” including bonuses and 401(k) contributions
- Up to 18 weeks paid parental leave
- Back-up childcare, including an in-home as well as center-based options
- Annual professional development budget, in addition to bar membership and continuing legal education courses
- Annual technology allowance, plus allowance for purchase of an iPhone or Blackberry and an allowance for monthly phone and data charges
- Dedicated professional development staff and extensive training programs, including core skill and substantive training, “Hot Topics” training, and business development training for all levels of attorneys
Greater Opportunities for Partnership and Less Traditional Career Paths
In the past two years, we elected six new Partners and promoted nine Associates to Counsel, a remarkable rate of promotion for a firm our size. We do not have a fixed ratio of partners to non-partners. We also have a number of career Counsel, part-time attorneys, and attorneys working from remote locations and are open to other non-traditional career paths, which we find benefit both our attorneys and the clients we serve.
Involvement in Leadership and Development
Our Associates founded our Associate & Counsel Committee, which, through its dedicated partner liaison, regularly contributes to the management of the firm. Our Associates and Counsel also play key roles on all of the following firm committees:
- Hiring Committee
- Diversity Committee
- Pro Bono Committee
- Technology Committee
Our Associates and Counsel are also extremely involved on a much more informal, day-to-day level with the operation of the firm and the development of our client work, for example participating on conference panels, writing articles, holding leadership roles in bar and community organizations, and making presentations to potential clients.
"Human Factor" in Our Hiring Process
Our hiring is not based on a traditional law firm hiring cycle or model. While we have been very successful in law school recruiting, we have decided not to continue to recruit on law school campuses at this time. While we encourage law students to apply for positions with us, we have decided to make our hiring practices more reflective of our philosophy of hiring individual attorneys (rather than “classes”) who best meet our clients’ needs and the firm’s needs and who will thrive in an environment like ours. With this in mind, while you may view and apply for our open positions, we once again encourage you to otherwise share your expertise with us since our needs are continually developing, and you may help us to identify a need that we have not have formally identified on our website yet.