MOVE ON TO YOUR CAREER’S BEST WORK

Change is good. Change for the better, even better. Whether you’re an associate or partner at another law firm, a seasoned judge or government regulator, or a clerk or graduate at the start of your career, you’ll find that making Morrison & Foerster your new professional home is a change for the better.

The lawyers we meet may be interested in a move for many different reasons. But time and again we hear they are looking for the next challenge in their legal careers and to be part of a team environment. That’s what you’ll find when you join MoFo.

Before long, you’ll be as much a part of the firm as those who’ve built their entire careers with us.

Start making a change for the better.

“WHY I CHOSE MOFO”

We actively recruit lawyers across practice areas. Senior attorneys, lateral associates, and new lawyers alike quickly find themselves at home at Morrison & Foerster.

DANIELLE COLEMAN

Associate, San Francisco

Before coming to MoFo, I was doing a clerkship in the Northern District of California. Toward the end of my clerkship, when it was time to apply to different law firms, I thought, where are my friends happy, where have they been several years and actually enjoying their experience?

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CHRIS DELSON

Partner, New York

I started working at MoFo as a summer associate after my first year of law school. Why did I choose MoFo? Well, let’s be honest, I was just happy to have a job at a big firm. Why have I stayed?

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LYNN LEVINE

Senior Of Counsel, Washington, D.C.

The firm had a great reputation, and the people with whom I interacted [on previous work] seemed to have a really healthy approach to their work. They were enjoyable to be around.

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JOE PALMORE

Partner, Washington, D.C.

I’d been in the government for a total of nine years, and it seemed like the right time to move back into private practice. MoFo was incredibly attractive for several reasons.

Read More >
leading-lawyer-stat-icon
36 LEADING LAWYERS, 5 RISING STARS
— IFLR1000
2015

PREPARE TO BE CHALLENGED

Fostering each attorney’s development is one of our fundamental responsibilities. At MoFo, you’ll be inspired and prepared for the challenging work that lies ahead. We expect that you’ll take on significant responsibility, including client contact, early in your career. You’ll carry our reputation into every challenge and client interaction.

  • Experienced Guidance

    Your best teachers were probably those who were authorities in their areas, enjoyed their jobs, and conveyed their enthusiasm in the classroom. Similarly, you’ll find our partners and senior attorneys to be excellent teachers. You’ll work closely with more senior attorneys in your practice group on complex matters. They’ll guide you in developing skill in your area and help you build long-lasting client relationships.

    Our Attorney Development Group, established in 2001, is available to help provide you with the tools and guidance you need to successfully develop your career. The group creates firmwide programs for evaluations, feedback, mentoring, career enhancement, and promoting diversity and inclusion. Our partners, senior attorneys, and attorney development managers (all of whom are former practicing attorneys) work together to assist and advise attorneys with respect to individual career development matters. Together with our Attorney Training Group, the Attorney Development Group strives to equip you with everything you need to develop your professional skills throughout your career at the firm.

  • Continuous Training

    MoFo associates work on cutting-edge deals and disputes from day one. We believe in lean staffing to promote efficiency and a steep learning curve for junior lawyers. We don’t have a set timetable or hierarchy for associate responsibility. We encourage attorneys to take as much responsibility as they can handle in their assignments, and we encourage supervising attorneys to provide the most challenging and varied assignments.

    While your most important training will occur informally through daily interactions with partners, associates, and clients, we also offer an in-house training program consisting of clinics, seminars, and department or practice group meetings. Our annual new attorney orientation programs give entry-level associates a foundation of practice-specific information and introduce them to the firm’s policies and procedures.

    We also encourage attorneys at every level to take advantage of outside continuing legal education (CLE). We have significant online resources devoted to professional development, complete with information on CLE requirements, online training programs for “just in time training,” and outside CLE programs.

    Our Knowledge Management Group effectively uses technology to facilitate knowledge sharing. You’ll find a wealth of information in our Knowledge Exchange, our online repository of master forms, exemplars, and memoranda. You can locate relevant documents and in-house experts on any subject using our proprietary AnswerBase system.

  • Personal Mentoring

    We consistently hear of attorneys’ desire for regular, specific, and personal interactions with partners. Our Odyssey Program is a formal mentoring program designed to maximize your professional development and the quality of our client service. The program pairs you with a formal mentor for your first year with the firm.

    In our collegial atmosphere, you’ll also have many informal mentoring relationships — from partners to associates and from senior to junior associates.

  • Candid Feedback

    We’re strongly committed to a robust evaluation process. We evaluate attorney performance regularly, providing candid feedback to assist you in developing your strengths or addressing any areas of concern. Our Attorney Development Framework articulates our practice expectations at various levels.

    You’ll receive at least one written evaluation annually. Our formal evaluation process gathers feedback from across our practice areas. Each associate actively participates in the process by providing evaluating partners with information regarding his or her recent work and contributions.

    We also provide informal procedures for checking performance in the spring for first years and new laterals.

  • Professional Advancement

    We begin with the expectation that each associate we hire is capable of becoming a Morrison & Foerster partner. Of course, associates choose different career paths and develop at different speeds. Our partnership track is correspondingly flexible.

    Associates are considered for partnership when their experience with us and in practice makes it appropriate, which generally first occurs between the seventh and ninth year following law school graduation. Lateral attorneys generally will practice at the firm for at least two full years before being considered for partnership.

    We also recognize that not everyone seeks partnership. We value our attorneys and are committed to ensuring they have access to the tools needed for a successful career at MoFo or beyond.

Your best teachers were probably those who were authorities in their areas, enjoyed their jobs, and conveyed their enthusiasm in the classroom. Similarly, you’ll find our partners and senior attorneys to be excellent teachers. You’ll work closely with more senior attorneys in your practice group on complex matters. They’ll guide you in developing skill in your area and help you build long-lasting client relationships.

Our Attorney Development Group, established in 2001, is available to help provide you with the tools and guidance you need to successfully develop your career. The group creates firmwide programs for evaluations, feedback, mentoring, career enhancement, and promoting diversity and inclusion. Our partners, senior attorneys, and attorney development managers (all of whom are former practicing attorneys) work together to assist and advise attorneys with respect to individual career development matters. Together with our Attorney Training Group, the Attorney Development Group strives to equip you with everything you need to develop your professional skills throughout your career at the firm.

MoFo associates work on cutting-edge deals and disputes from day one. We believe in lean staffing to promote efficiency and a steep learning curve for junior lawyers. We don’t have a set timetable or hierarchy for associate responsibility. We encourage attorneys to take as much responsibility as they can handle in their assignments, and we encourage supervising attorneys to provide the most challenging and varied assignments.

While your most important training will occur informally through daily interactions with partners, associates, and clients, we also offer an in-house training program consisting of clinics, seminars, and department or practice group meetings. Our annual new attorney orientation programs give entry-level associates a foundation of practice-specific information and introduce them to the firm’s policies and procedures.

We also encourage attorneys at every level to take advantage of outside continuing legal education (CLE). We have significant online resources devoted to professional development, complete with information on CLE requirements, online training programs for “just in time training,” and outside CLE programs.

Our Knowledge Management Group effectively uses technology to facilitate knowledge sharing. You’ll find a wealth of information in our Knowledge Exchange, our online repository of master forms, exemplars, and memoranda. You can locate relevant documents and in-house experts on any subject using our proprietary AnswerBase system.

We consistently hear of attorneys’ desire for regular, specific, and personal interactions with partners. Our Odyssey Program is a formal mentoring program designed to maximize your professional development and the quality of our client service. The program pairs you with a formal mentor for your first year with the firm.

In our collegial atmosphere, you’ll also have many informal mentoring relationships — from partners to associates and from senior to junior associates.

We’re strongly committed to a robust evaluation process. We evaluate attorney performance regularly, providing candid feedback to assist you in developing your strengths or addressing any areas of concern. Our Attorney Development Framework articulates our practice expectations at various levels.

You’ll receive at least one written evaluation annually. Our formal evaluation process gathers feedback from across our practice areas. Each associate actively participates in the process by providing evaluating partners with information regarding his or her recent work and contributions.

We also provide informal procedures for checking performance in the spring for first years and new laterals.

We begin with the expectation that each associate we hire is capable of becoming a Morrison & Foerster partner. Of course, associates choose different career paths and develop at different speeds. Our partnership track is correspondingly flexible.

Associates are considered for partnership when their experience with us and in practice makes it appropriate, which generally first occurs between the seventh and ninth year following law school graduation. Lateral attorneys generally will practice at the firm for at least two full years before being considered for partnership.

We also recognize that not everyone seeks partnership. We value our attorneys and are committed to ensuring they have access to the tools needed for a successful career at MoFo or beyond.

you have a voice at mofo

MoFo associate representatives meet with our Attorney Development Group and firm leadership at least every other month to discuss issues of importance to associates and counsel. Associate representatives are selected by the associates and counsel in their offices. In addition, MoFo’s Associate Advisory Committee provides input to the Attorney Development Group on professional development issues such as associate training, mentoring, and retention.

The firm also sponsors affinity groups for its attorneys of color, LGBT attorneys, women attorneys, and working parents. The affinity group program establishes internal communities and support networks, and enhances communications among affinity group members and firm leadership.

The firm’s Women’s Strategy Committee — the focus of which is to enhance the retention and promotion of women lawyers at the firm — includes an engagement subcommittee made up of associates. Associates also participate on the firm’s Pro Bono Committee.

voice-at-mofo

Enhance your professional reputation — and ours.

lawyers’ faq

  • When and how do I apply for a new associate position?

    We welcome applications from lateral associates and judicial clerks. Please see our current openings and how to apply.

  • How do associates get their work assignments? How much responsibility do they receive?

    This varies by office and by practice group. Some groups have a designated work coordinator while others distribute work in a less structured manner. Each associate works on a wide range of assignments to develop a broad base of knowledge. All associates have direct contact with clients. To respond to our clients with creative, practical solutions and exceptional service, we invest in the rapid development of our lawyers through challenging work experience and formal training. We also encourage our associates to take initiative and to assume as much responsibility as they can handle. We expect that our associates will make a significant contribution on their matters.

  • How much partner contact is there? Are partners accessible?

    All associates work with partners. MoFo maintains an open-door policy, encouraging interaction among all lawyers in a relatively informal environment. You will learn from experienced practitioners and see how they interact with clients and tackle issues.

  • Do associates typically work individually or on teams?

    As an associate, you will have multiple assignments. You will work with several partners and senior associates on a variety of matters. Depending upon the complexity of a matter, associates may work alone with a partner or as part of a team with several lawyers, paralegals, and staff.

  • Are associates encouraged to take on pro bono work?

    Yes. We encourage our attorneys to volunteer for pro bono projects and to identify pro bono projects in which they have a particular interest. We recognize the importance of giving back to our communities and one of our most important policies is to approach our pro bono work in the same way as our billable work.

  • How diverse is MoFo?

    We take pride in promoting a diverse workplace. We believe that lawyers with different backgrounds, interests, and experiences working together arrive at better answers and offer fresher perspectives. Read more about the firm’s commitment to diversity. For additional questions regarding our diversity initiatives, please contact Natalie Kernisant, attorney diversity and inclusion manager, at (212) 336-4352 or nkernisant@mofo.com.

  • What type of training do you provide for associates?

    The relationship between partners and associates is the primary source of practice area-specific training and development. We supplement this one-on-one training with formal training programs. Our annual orientation programs for entry-level and lateral associates introduce these lawyers to the firm and to one another. The programs also include a series of intensive training sessions designed to give new associates a foundation of information in their practice area. Throughout the year, we hold training sessions in all areas of our practice. Some sessions link attorneys firmwide; others are held locally. Several of these sessions are designed for junior associates. Others are intended to serve attorneys at more advanced levels. In addition, you can access most of the programs through the firm’s intranet. Our Attorney Development Group and Attorney Training Group also help provide you with tools you need to successfully develop your practice. The groups ensure that the firm continuously offers the best possible programs for every facet of an associate’s professional development: evaluation, feedback, training, mentoring, and career enhancement.

  • How does the review/evaluation process work?

    You will receive ongoing, candid feedback from the partners and more senior lawyers with whom you are working. This detailed feedback, offered informally in the context of specific work assignments, will provide you with valuable guidance. In addition, we have a formal evaluation process that enables the firm to monitor associate performance, help to develop associates’ strengths, and address any areas of concern. We articulate our expectations of associates at various levels of seniority and experience in our Attorney Development Framework. Every associate receives at least one formal, written evaluation each year. Associates provide the evaluating partners with specific information regarding recent work and contributions. A more informal evaluation process is sometimes used in the middle of the first year for new attorneys, including lateral associates.

  • Will I be assigned a mentor?

    Our partners devote significant time and energy to training and developing associates. The Odyssey Program is the firm’s formal mentoring program. All incoming associates are assigned an Odyssey Mentor when they join the firm. The Odyssey Mentor is a partner in the associate’s practice group who serves as a resource for the associate with respect to the associate’s integration to the firm, professional development goals, and other practice-related issues. The associate’s participation in this program continues for at least one year and until the associate receives his or her first annual evaluation. Our hope is that mentor relationships developed through the Odyssey Program continue informally. In addition to the formal mentoring program, we find that frequently the most valuable mentoring relationships develop informally, through shared work experiences and shared interests. New associates also are assigned an associate liaison to assist with integration during the initial months at the firm.

  • Can associates rotate to other MoFo offices?

    Requests for transfer to another MoFo office or practice area are reviewed on a case-by-case basis.

  • What credit is given to associates with judicial clerkship experience?

    Associates joining the firm from their clerkships typically receive one year of salary credit and one year of credit toward partnership consideration for up to two years of an eligible clerkship. Clerkship bonuses are available for up to two years of an eligible clerkship and may be cumulative for multiple eligible clerkships. Check with your recruiter for current clerkship bonus amounts based on your situation.

  • What is the average time for an associate to become a partner at MoFo?

    Associates are generally first considered for partnership between the seventh and ninth year following law school graduation. Lateral attorneys generally practice at the firm for at least two full years before being considered for partnership. These are just guidelines, not hard-and-fast rules.

  • How do your associates participate in the management and governance of the firm?

    We encourage associates to participate in firm governance by including associates as members of many of our firmwide committees, including the Associate Advisory Committee, Attorney of Color Advisory Committee, Women’s Strategy Committee, and the Pro Bono Committee. Associate representatives from each office meet regularly with firm management to discuss issues of importance to associates and the firm. In addition, managing partners of the firm give annual presentations to associates on the firm’s strategic direction and its business and financial results.

  • Does the firm offer domestic partner benefits?

    Under our benefits programs, we treat opposite- and same-sex domestic partners (and their children) the same as spouses and children, to the extent that the law allows (e.g., federal law does not allow pre-tax treatment for domestic partner benefit payments). Employees may elect to enroll eligible domestic partners (and their children) under medical plans at all MoFo locations, and, where available, in dental, vision, dependent life, and family Accidental Death and Dismemberment plans.

  • Do you have a parental leave policy?

    Yes, our parental leave policy includes paid and unpaid leave for associates who take a leave of absence for the birth or adoption of a new child. Associates who give birth to a child are eligible for up to 18 weeks of paid maternity leave. We also provide up to 10 weeks of paid paternity leave for primary caregivers or up to four weeks for non-primary caregivers, and up to 18 weeks of paid adoption leave for primary caregivers or up to four weeks for non-primary caregivers. Additional unpaid leave may be available as well.

  • Do you have a family care leave policy that includes family members other than children?

    Under our family care leave policy, eligible employees may request a family care leave to care for a child, spouse, parent, significant other, or person acting in loco parentis to the employee who has a serious health condition. Family care leave is also available to eligible employees following the birth or adoption of a child, in conjunction with our maternity leave policy. In addition, medical leave is available for the employee’s own serious health condition.

  • Do you provide child- and elder-care options?

    MoFo provides back-up emergency child and elder care benefits based upon the availability of services in the area and the unique needs of the particular office. We also provide a nationwide resource and referral service specializing in the areas of child care and elder care that provides dependent-care and other referral services.

  • What other benefits are included in MoFo’s benefits package for associates?

    • Medical, Dental, and Vision Benefits (includes Domestic Partner Coverage)
    • Employee Assistance Program (EAP)
    • Savings Plan - 401(k) Plan
    • Pre-tax Dependent Care and Health Care Accounts
    • Life Insurance
    • Dependent Life Insurance
    • Long-Term Care
    • Accidental Death and Dismemberment
    • Workers’ Compensation
    • Short- and Long-Term Disability
    • Parental Leave Benefits
    • Back-Up Child, Adult, and Elder Care
    • Commuter Benefits Program
    • Flexible Work Arrangements (subject to firm policies and practice area need)
    • The Morrison & Foerster Charitable Matching Contribution Programs
    • Bar Exam Reimbursement and/or Stipends
    • Judicial Clerkship Bonuses
    • Judicial Clerk Bar Bonus
    • Continuing Legal Education Programs
    • Matching Law School Contributions (up to $500 per attorney per year)
    • Professional Association Membership Fees
    • Professional Liability Insurance
    • Relocation and Exploratory Trip Expenses for Attorneys