A Bold First Move

Cravath has long been known for being among the first to reveal compensation figures for associates, and this year is no exception. According to a memo first-year associates will receive a pro-rated bonus of $15,000, while the most senior associates could receive up to $115,000, also depending on class year and performance.

In addition, the firm is offering “special” bonuses, ranging between $6,000 and $25,000, aligning with payout levels recently publicized by rival firm Milbank LLP.

Ripple Effect Across the Industry

Not surprisingly, other top-tier U.S. law firms are moving quickly in response. Within hours of Cravath’s disclosure, Paul Hastings LLP announced a matching structure of year-end and special bonuses, using the same scale laid out by Cravath.

This phenomenon is familiar: large law firms tend to mirror each other when it comes to associate compensation, in order to remain competitive and retain top talent. Last year, Milbank was first to announce the 2024 bonuses; subsequently other firms followed in order to stay aligned.

Bigger Picture: Strong Demand, Steady Pay

There are broader industry factors at play. Data from the report that law firms experienced a “sharp spike” in client demand during the third quarter of 2025—particularly within transactional practices.

With that backdrop, it is no surprise that firms are feeling comfortable rewarding associates generously. Many associates at leading U.S. law firms already earn annual salaries between $225,000 and $435,000, depending on their class year. The bonus structure is therefore only one part of their total compensation.

Why It Matters to Associates

For associates at a firm like Cravath, the bonus announcement sends a clear message: this is a rewarding year. The pro-rated structure for first-year associates ensures that even those who’ve just joined the firm benefit, while the top-end bonus underscores the value placed on senior associate contributions.

Moreover, special bonuses provide an added incentive — and they help firms signal performance recognition beyond merely longevity or class year. For those associates who have gone above and beyond, the $6,000-to-$25,000 additional bonus may feel like a meaningful reward.

Implications for the Legal Labor Market

This development carries several implications. First, it reinforces a compensation arms race at the top end of the associate class: if one large firm raises the bar, others must respond or risk being seen as less attractive.

Second, talented associates now have more leverage—not just in negotiating bonuses but also when considering lateral moves. Firms that lag may find recruitment and retention more difficult.

Third, this could prompt ripple effects further down the market: midsize firms may feel pressure to boost their own bonus structures (or at least keep pace with expectations), which could lead to upward pressure on compensation across the board.

What to Watch Going Forward

As the season unfolds, the key metrics to watch will include:

• How many firms match or exceed Cravath’s scale. Will we see firms top $140k, or will they stick to that threshold?
• Whether special bonuses increase in size or frequency. Firms may use these discretionary payouts to differentiate themselves.
• How the demand-driven business environment sustains itself. If transactional demand continues to hold or grow, firms may feel confident maintaining or increasing compensation levels; if demand wanes, bonus sizes may be viewed more conservatively.

Final Thoughts

In short, Cravath has taken a decisive step in setting the tone for 2025’s year-end bonuses among U.S. law firms. By offering up to $140,000 to associates—and matching special bonus pools to those of major rivals—the firm has both rewarded its top talent and issued a signal to the rest of the market.

As many will note, the most senior associates stand to gain significantly; yet even newer associates are assured meaningful reward, which speaks to the overall confidence in the market. Given the strong transactional activity reported, it appears that the major law firms are in a good position to deliver on these compensation promises—marking a notable moment in the legal employment landscape.

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The post Cravath Raises Bar on Associate Bonuses first appeared on JDJournal Blog.

Learn more from this guide: On-Campus Interview Master Guide

The Three-Stage OCI Pipeline

The guide outlines the OCI process as a three-stage pipeline designed to filter and identify the best candidates:

1. Application and Screening (July): This stage involves submitting polished resumes, cover letters, and writing samples. Firms sift through an average of 200-500 applicants per position, narrowing the pool to about 20-30 candidates for interviews.
2. On-Campus Interview (August–September): Candidates participate in face-to-face interviews that focus heavily on personality, professionalism, and cultural fit. Hiring partners often spend only seconds initially scanning resumes, so the interview itself is a critical opportunity to leave a strong impression.
3. Callback Interview (September–October): This more extensive process includes multiple interviews, tours, and social interactions at the firm’s offices. It allows both parties to assess deeper compatibility and practice fit.

The guide also notes that recent recruitment rule changes have compressed timelines and heightened early networking, making early preparation essential.

A Detailed Six-Month Preparation Timeline

To help candidates maximize their chances, the guide provides a month-by-month preparation roadmap:

• 6 Months Prior (February–March): Focus on strong academic performance, leadership roles, and crafting a compelling writing sample. Begin networking and building relationships.
• 4–5 Months Prior (April–May): Conduct firm research, reach out to alumni, and start mock interviews to build confidence.
• 2–3 Months Prior (June–July): Finalize application materials and target firms strategically.
• 1 Month Prior (July–August): Engage in intensive interview preparation, review firm-specific information, and practice stress management techniques.
• OCI Week: Stay organized and energized; research each firm daily, adapt quickly between interviews, and send personalized thank-you notes promptly.
• Post-OCI (September–October): Prepare thoroughly for callbacks and evaluate offers based on more than prestige or salary alone.

Insider Tips from Hiring Partners

Hiring partners stress that authenticity, professionalism, and interpersonal skills often matter more than grades alone. Questions about the candidate’s motivation, fit with the firm’s culture, and ability to communicate effectively carry significant weight. Candidates should avoid generic or rehearsed responses and instead demonstrate genuine interest and business awareness.

Avoiding Common Pitfalls

The guide highlights frequent mistakes that can derail candidacies, including typographical errors in application materials, vague resume descriptions, poor knowledge of the firm, and inappropriate interview conduct. Attention to detail and professionalism from application through final interview is essential.

Alternative Strategies and Final Advice

For students who don’t secure OCI offers, the guide encourages exploring off-cycle recruitment, lateral entry, networking, and niche fellowship programs as viable pathways into top law firms.

Learn more from this guide: On-Campus Interview Master Guide

The post “On-Campus Interview Master Guide” for Law Students Preparing for OCI Season first appeared on JDJournal Blog.

Whether you’re a seasoned associate aiming for a lateral move or a new graduate entering the legal market, this guide reveals the questions law firms consistently use to evaluate candidates—and how to answer them with confidence and precision.

Learn more from here: 50 Essential Law Firm Interview Questions Attorneys Must Master

What to Expect

The guide breaks down interview questions into five key categories:

1. General Law Firm Questions:
These establish the foundation of your professional identity and motivation. Be ready to address inquiries like:

• Why did you become a lawyer?
• What are your strengths and weaknesses?
• Tell me about a challenge you’ve overcome.
  Interviewers use these questions to assess personality, communication skills, and long-term commitment to the profession.

2. BigLaw Interview Questions:
Large firms prioritize drive, endurance, and business awareness. Expect questions such as:

• How do you manage heavy workloads?
• Why do you want to work in BigLaw?
• How do you handle client demands?
  These probe your ability to thrive in a demanding environment and demonstrate commitment to high-stakes practice.

3. Boutique and Specialty Firm Questions:
Smaller firms look for niche expertise and initiative. Be prepared to answer:

• Why are you drawn to our practice area?
• How would you contribute to a smaller team?
  Such questions test adaptability, focus, and passion for specialized legal work.

4. Regional or Lifestyle Firm Questions:
Firms outside major markets value loyalty and cultural fit. Candidates should be able to explain:

• Why are you relocating to this area?
• How do you plan to integrate into the local legal community?
  These show your understanding of regional expectations and commitment to the firm’s culture.

5. Law Student and Summer Associate Questions:
For aspiring attorneys, firms seek enthusiasm and potential. Expect:

• Why did you choose your law school?
• What interests you about our firm?
• How do you approach teamwork and feedback?
  Answers should reflect self-awareness and eagerness to learn.

Why It Matters

Law firms aren’t just hiring skills—they’re hiring future colleagues. They evaluate communication, work ethic, and alignment with firm values. Mastering these 50 essential questions allows candidates to anticipate interview dynamics, respond strategically, and project genuine confidence.

Learn more from here: 50 Essential Law Firm Interview Questions Attorneys Must Master

The post Master the Law Firm Interview: 50 Essential Questions Every Attorney Should Know first appeared on JDJournal Blog.

A notable shift is underway as top U.S. law firms continue to absorb a wave of former Biden administration attorneys. Between December 2024 and July 2025, around 250 lawyers transitioned from roles in the White House, Main Justice, and the Federal Trade Commission to private practice in BigLaw and beyond.

Prominent Moves and Firm Activity

• Edward Siskel, who served as White House Counsel under President Biden, has joined Latham & Watkins. This move highlights a broader pattern of prominent government lawyers entering elite private firms
• Other firms actively hiring Biden administration talent include Cleary Gottlieb Steen & Hamilton, Cravath, Swaine & Moore, King & Spalding, Paul Weiss, Quinn Emanuel, Sidley Austin, Weil, Gotshal & Manges, and WilmerHale.
• King & Spalding in particular made headlines earlier this year by bringing on multiple former Biden officials, such as Lauren Roth (former FDA policy head), Nema Milaninia (former State Department advisor on cybersecurity/AI), and Ryan Majerus (from Commerce Department)

Market Forces and Talent Pool Shifts

• These transitions occur against a backdrop of heightened competition. Firms are now inundated with applications from federal lawyers, even as demand in typical practice areas like white-collar criminal defense has slowed
• This influx of legal talent, coupled with conservative hiring practices and reduced enforcement activity, is reshaping the traditional “revolving door” from government to private sector.

The post Top Law Firms Snatch Up the Most Biden-Era Legal Talent first appeared on JDJournal Blog.