Getting Hired

The Hiring Process Generally

Large law firms in major metropolitan areas have organized summer programs for which they hire many second-year students (and sometimes some first-year students) as “summer associates.” Firms that hire students for 1L summer typically want those students to return to the firm for all or part of the following summer. Firms that hire students for the 2L summer typically make permanent job offers in the hopes of having them return upon graduation or upon completion of a judicial clerkship. Some firms offer fellowship/scholarship opportunities for a select group of their summer interns. CDO has information about those opportunities here. In general, smaller firms hire few, if any, summer associates and are more likely to hire summer associates for permanent positions only if their workload demands it.

Getting hired by a firm for the 1L summer can be challenging, given that fewer firms hire 1Ls. First-year students with related prior work experience and students who apply in regional locations to which they have a connection are typically appealing to firms. Regardless of how students fare in the 1L summer job search, YLS students have great success in securing 2L law firm summer internships.

Timing

The timing of large law firm summer hiring is in a state of flux, with firms recently shifting to hiring students earlier in their law school careers than in years past. Some large firms will likely consider 1Ls for both 1L and 2L summer internships as early as January of 1L year. Most law firms hire entry-level attorneys through their summer programs. Firms seeking additional entry-level attorneys are likely to conduct that hiring in August-October of 3L year.

Smaller law firms vary in their hiring timeframes and often hire only when they have a particular need. First-year students interested in smaller firms should begin the process in November or December but may need to continue applying and/or following up with smaller firms well into the spring. Similarly, upperclass students interested in smaller firms should begin applying in the late summer or early fall, keeping in mind that hiring decisions may not be made until the spring, or even after graduation.

Consult CDO’s Recruiting Policies for information about the timing of offers and when students must make decisions.

Credentials

Law firms generally seek students who are intelligent, motivated, mature, articulate, confident, and enthusiastic about the firm and the practice of law. Firms generally do not hire students, especially first-year students, based on their legal acumen. Instead, they seek candidates who have the basic skills necessary to succeed, with the expectation that those students will develop into good lawyers. Some firms with specialized practices seek students with particular academic/professional backgrounds (e.g., engineering or biochemistry for intellectual property), but these firms are the exception, not the rule. Law firms are also keen on hiring students who are likely to return to the firm after the summer. As a result, demonstrating a sincere interest in the location of the firm and the firm’s practice are keys to success.

To the extent grades are available at the time of hiring, for many large firms, law school grades are a factor in assessing a candidate’s qualifications. When interviewing Yale students, a firm may want to see one or more honor on a student’s transcript. For smaller firms, the candidate’s fit with the firm, good judgment, and ability to hit the ground running are often primary considerations. Public interest law firms seek a demonstrated commitment to the work of the firm. Law firms hiring students for a foreign office seek relevant language skills.

Application Materials

All law firms expect to see the résumés of students applying for summer or permanent positions. Law firm résumés should be tailored, when possible, to demonstrate an interest in the substantive work of the firm, experience with the types of clients served, and the ability to research and write effectively. Refer to the Credentials section above and gear the content and descriptions on your résumé toward demonstrating those qualities.

Cover letters are not typically an important component of large law firm applications. For firms that require one, provide a brief , persuasive, well-reasoned, and grammatically perfect letter. If the firm has a recruiting department (as most larger firms do), direct the cover letter to the recruiting director. For firms without recruiting departments, use the firm’s website or call the office to find out to whom you should direct your letter. At some point in the interview process, firms may also request a writing sample, a transcript, and/or a list of references. The smaller the firm, the more likely it is that they will want to see these materials. Consult the CDO Toolkit for Student Job Seekers for advice on all of these documents.

Interviews

Law firm interviews are not known for being particularly rigorous. The interviews are a conversation, with the interviewer using your résumé to ask questions to see if you have a sincere interest in their practice and if you would be a good fit with their firm. Substantive legal questions are rarely asked. Some law firms include situational-based “behavioral interviewing” questions which focus on your past performance and achievements. If available, firms may refer to your transcript during the interview as well. By reviewing the list of courses you have taken, the interviewer can assess the sincerity of your interest in the firm’s practice areas. Because large firms are typically grade conscious, they may also use your transcript to evaluate your academic success.

Many firms participate in structured interview programs, and others hire through direct application. Firms will cover travel costs for in-person interviews. A typical interview consists of an initial “screening” interview of 30-minutes or so, followed by a lengthier round of “callback” interviews.

Visit the Interviewing section of CDO’s Toolkit for Student Job Seekers for interviewing advice. Nuanced information about law firm callbacks is available here.

Splitting the Summer

Typically, less than 10% of first-year students and around 20% of second-year students split their summer between two employers. For information about the pros and cons of splitting the summer, consult the Responding to Offers section of the Toolkit for Student Job Seekers.

Some firms allow students to split their summer between two employers. If a firm allows their summer associates to split with another employer, they may place limitations on that split, including requiring that the other employer not be another firm; requiring that the student spend the first half of the summer with their firm; and/or requiring that the student spend a certain number of weeks with their firm (typically 6–8). Some firms allow students to split the summer between two different offices of their firm. This happens most typically when the firm has a U.S. and international office. Students can inquire about this type of opportunity at interviews. The possibility of splitting your summer between two different law firms is remote—most firms require the first 6–8 weeks, and most firms end their summer programs at the end of July.

Consult these resources to learn about firm splitting policies:

• CDO’s list of 2L Summer Splits with a Law Firm
• Splitting Policies for Firms that Participated in June VIP 2025.
• YLS Student Employment Lists on CMS which will indicate if a student reported working for more than one employer during the summer.
• The NALP Directory, under the “Recruitment & Hiring” tab in the Summer Associate Hiring Questions section, asks employers to indicate whether they will allow students to split the summer, and if so, how many weeks the student is required to spend at their firm.