Why Grade Buying Has Emerged in Law Schools

The pressure to excel academically within law schools is intense. Because many programs rely heavily on final exams and curved grading, students may feel pushed to find any advantage. Some resort to grade buying when stress, workload, and competition converge.

The curve systems used by many law schools create a high-stakes environment in which even small shifts in performance can make large differences in class rank and job prospects.

Moreover, the value placed on high grades in legal hiring funnels what should be academic achievement into an almost transactional endeavor: passing becomes less about mastering the material and more about securing the grade.

What Does Grade Buying Look Like in Practice?

Grade buying can take several forms in a law-school context:

• Financial or favour-based transactions where grades are influenced by external payments or insider arrangements.
• Leveraging personal relationships or institutional loopholes to circumvent standard evaluation processes.
• Engaging services that promise “guaranteed” high grades for a fee an extreme form of contract cheating.

While concrete examples are rarely publicly disclosed due to confidentiality and reputational risk, the existence of such practices has been flagged in discussions of law school culture.

The Consequences of Grade Buying for Students and Institutions

When grade buying occurs, the following risks become real:

• Honest students are disadvantaged, as the fairness of the curve and assessments is distorted.
• The value of grades as indicators of competence is eroded, harming both institutions and employers.
• Students who engage in grade buying may face disciplinary action, loss of credibility, and long-term professional harm.

These outcomes make the issue relevant not only for law students, but for law schools, employers, and the legal profession at large.

How Schools and Students Can Address This Issue

For Law Schools

• Enforcement of clear academic-integrity policies and transparency around grading procedures helps deter grade buying.
• Reviewing whether strict curving systems inadvertently encourage shortcuts or unethical behaviour can lead to reform.
• Educational programmes about ethics and academic responsibility can underscore the link between evaluation and professional competence.

For Students

• Focus on mastery rather than simply the grade: if you understand the subject, the grade tends to follow.
• Utilise available academic-support resources early, rather than seeking shortcuts once weeks of ignoring the material have passed.
• Recognise that integrity now builds reputation later: a degree may open a door, but a reputation sustains a career.

The Bottom Line on Grade Buying in Law Schools

The practice of grade buying in law schools as challenging as it may be to quantify poses a real threat to educational fairness and professional credibility. When grades can be “purchased” rather than earned, everyone loses: the student, the institution, and the profession. Because legal education is built on trust, accountability and competence, any erosion of those foundations is highly concerning.

For this reason, grade buying must be confronted openly, with law schools reviewing incentives and students recommitting to learning rather than simply grades.

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Learn more from this report: Law Firm Culture: How to Identify, Compare, and Thrive in the Right Environment

What Defines a Law Firm’s Culture
Law firm culture encompasses far more than office perks or social events—it reflects the firm’s values, management style, diversity and inclusion practices, work-life balance, compensation philosophy, and even its approach to mentoring and professional development. The tone of a workplace is shaped by factors such as leadership behavior, partnership dynamics, and how the firm treats associates at every stage of their career.

For instance, large national or “BigLaw” firms often emphasize high performance, long hours, and billable hour targets ranging from 1,900 to 2,400 annually. In contrast, smaller boutique firms may offer more flexibility, hands-on client exposure, and closer working relationships with partners—though often with fewer resources or lower compensation.

Variations Across Markets and Practices
Culture also differs depending on location and practice area. A New York corporate firm might prioritize prestige, profit, and intensity, while a California-based technology practice may emphasize collaboration, innovation, and flexibility. Likewise, litigation practices may reward individual advocacy and courtroom performance, while transactional teams often value teamwork and client service coordination.

Warning Signs of a Troubled Culture
Before joining a firm, candidates should look for red flags such as high turnover, vague advancement criteria, a lack of mentorship, inconsistent feedback, or limited diversity initiatives. A firm overly dependent on a few powerful rainmakers may also indicate instability or limited growth opportunities for others.

Evaluating the Fit
The article encourages job seekers to ask targeted questions during interviews—such as how feedback is given, what successful associates have in common, and how partners engage with junior lawyers. Candidates should also consult external resources like Vault, Chambers & Partners, and Glassdoor to get unfiltered insights.

Thriving Once You’re There
Even after joining, thriving within a law firm requires both adaptability and authenticity. Building relationships, seeking mentorship, understanding informal norms, and contributing to the firm’s mission can accelerate career success.

Final Takeaway
Law firm culture is not an afterthought—it’s a core factor in your professional fulfillment. By understanding what drives a firm’s environment and aligning it with your personal values, you can find a setting where you not only succeed but truly thrive.

Learn more from this report: Law Firm Culture: How to Identify, Compare, and Thrive in the Right Environment

The post Understanding Law Firm Culture—Your Key to Thriving in the Right Environment 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.

In an increasingly competitive legal hiring market, Davis Polk & Wardwell LLP has raised the stakes. The elite New York–based law firm is offering a $25,000 incentive to select law students who commit early to join its Summer 2027 program, provided they spend the year before the internship working in government, academia, or nonprofit organizations.

The offer underscores the lengths to which top firms are now willing to go to attract and secure the brightest minds in the nation’s most prestigious law schools. In what has become an arms race for talent, large law firms—often referred to collectively as Big Law—are seeking innovative ways to stand out in a highly compressed recruiting environment.

A New Approach to Early Recruiting

Davis Polk announced the offer in a LinkedIn post, positioning it as an opportunity for students with an interest in public service and meaningful legal experience. The post encouraged students to apply now for the 2027 summer associate class—well ahead of the traditional recruiting calendar.

This proactive approach represents a shift in timing that could have a ripple effect across the legal recruiting landscape. Typically, large law firms begin outreach to second-year law students (2Ls) after their first-year grades are released, a metric long used to evaluate academic performance and predict future success. However, by opening its process earlier, Davis Polk is betting on identifying and engaging high-potential candidates even before those grades come in.

The early recruiting push also gives Davis Polk a chance to lock in top talent before other leading firms—such as Cravath, Skadden, or Latham & Watkins—make their own moves. It’s a preemptive strike that reflects both strategic foresight and an acknowledgment of how competitive the hiring landscape has become.

Rewarding Experience Beyond the Classroom

The firm’s $25,000 incentive specifically targets students who commit to spending the year before their summer associate position in government, academia, or nonprofit work. The intention appears to be twofold: first, to reward candidates who demonstrate civic engagement and public-interest commitment; and second, to encourage well-rounded legal training that extends beyond private practice.

For students, this requirement could be seen as a win-win scenario. Those who take advantage of the offer not only gain a generous financial incentive but also acquire valuable professional experience in the public or academic sectors—experience that may enrich their perspectives as future Big Law attorneys.

Davis Polk’s approach recognizes the value of real-world exposure in shaping better lawyers. Law students who engage in government or nonprofit work often develop practical skills and client sensitivity that complement the analytical rigor gained in law school. In an era where clients increasingly expect lawyers to understand broader social and regulatory dynamics, this kind of diverse experience can be a major asset.

Big Law’s Intensifying Battle for Talent

The move from Davis Polk also reveals an important truth: Big Law’s competition for top students has never been fiercer. With elite law firms vying for a finite pool of exceptional candidates from top schools such as Harvard, Yale, Stanford, and Columbia, early recruitment and generous incentives are becoming key differentiators.

In recent years, law firms have experimented with creative approaches to draw in young talent. Some have increased summer associate pay, others have streamlined offer timelines, and a few have even introduced mentorship programs or early-access networking events. Davis Polk’s $25,000 offer adds a new dimension—a direct financial reward tied to public-interest experience and early commitment.

The timing also aligns with a broader trend: the acceleration of the legal hiring calendar. What once unfolded over several months is now compressed into a few weeks—or even days—as firms rush to identify and secure their preferred candidates. As a result, law students are being asked to make career-shaping decisions earlier than ever before.

Implications for Law Students and Firms

For law students, this development signals both opportunity and pressure. On one hand, offers like Davis Polk’s create new pathways to prestigious summer roles and significant financial gain. On the other hand, the increasingly fast-paced nature of Big Law recruiting means students must prepare earlier—researching firms, networking with recruiters, and sharpening resumes well before traditional timelines.

Moreover, firms’ focus on government or nonprofit experience highlights an evolving view of what makes a successful associate. It’s no longer just about top grades or law review membership. Exposure to public service and real-world legal systems is now a valued credential that suggests adaptability, empathy, and broader social understanding.

For law firms, Davis Polk’s initiative could mark the start of a new recruiting trend. Competing firms may soon introduce similar or even larger incentives to attract standout students. As Big Law adapts to generational shifts in work expectations—where younger lawyers prioritize purpose, flexibility, and values—these types of creative offers may become more common.

The Broader Industry Impact

Ultimately, Davis Polk’s $25,000 offer represents more than a generous perk—it’s a signal that the traditional law firm recruitment model is evolving. The old formula of grades-plus-interview is giving way to a more holistic, experience-based evaluation that values initiative and early engagement.

For law students hoping to join elite firms, the message is clear: start planning early, gain meaningful experience, and position yourself as more than just a strong academic performer.

For Big Law firms, the challenge will be balancing this new recruiting urgency with fairness and inclusion—ensuring that early opportunities don’t disadvantage talented students who may need more time to shine.

In an era where talent is the ultimate competitive edge, Davis Polk’s bold offer may set the tone for a new phase in Big Law hiring—one where initiative, diversity of experience, and early engagement define the future of legal recruitment.

Looking to prepare for your next big legal opportunity? Visit LawCrossing.com to explore the latest law firm openings, internships, and recruiting insights tailored for ambitious law students and professionals.

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The post Davis Polk’s $25,000 Incentive Highlights Big Law’s Competitive Race for Top Law Students first appeared on JDJournal Blog.

Aspiring legal professionals: one small but powerful adjustment to your cover letter can significantly elevate your application in today’s competitive job market. Always address your cover letter to a specific person—it showcases professionalism, effort, and respect, and helps distinguish you from other candidates.

The Impact of a Personalized Greeting

When you address your cover letter to a real individual, you’re signaling that you’ve done your homework and that you’re serious about the role. This simple act communicates attention to detail, thoughtfulness, and genuine interest—qualities highly valued by law firms. Unlike impersonal salutations, a personalized greeting adds a human touch, making your application feel directed and meaningful.

Finding the Right Recipient

If a job posting doesn’t list a contact name, don’t settle for “To Whom It May Concern” or “Dear Hiring Manager.” Instead:

• Call the firm directly, politely asking who handles hiring for the relevant department. Many front desk or administrative staff can share this information.
• Check the firm’s website under sections like “Careers,” “Our People,” or “Team.” Titles such as Recruiting Coordinator, Managing Partner, or Practice Group Leader are good targets.
• Leverage LinkedIn, searching for roles like “Legal Recruiter,” “Hiring Partner,” or “Recruiting Manager” at the firm.
• Use alumni networks—a shared law school affiliation may help you identify or confirm the right person.

Why It Matters—Especially in Smaller Firms

Smaller and mid-sized firms often lack large HR departments. Hiring decisions are typically in the hands of one or two partners. Addressing your cover letter to a named partner—ideally the one listed first in the firm’s name—can make your application feel personal and targeted.

When Generic Instructions Apply

In some cases, large firms may direct you to send applications to “recruiting@firm.com” or submit via an online portal. Even then, still include a personal salutation within your cover letter. Ignoring this can suggest you’re not fully committed to the opportunity.

Additional Best Practices for Legal Cover Letters

To further strengthen your cover letter:

• Tailor each letter to the firm—mention why you’re interested in their work, culture, or recent achievements.
• Use active, precise language. Avoid vague, generic statements—demonstrate how you align with the firm’s needs.
• Avoid repeating your resume. Instead, offer context, tangible examples, and highlight transferable skills.
• Keep it professional and polished. Stick to one page, proofread carefully, and follow formal formatting.

Why This Matters for You

Law firms increasingly prioritize applicants who demonstrate care, initiative, and legal acumen. Addressing your cover letter to a specific person isn’t just courteous—it’s a strategic move that sets the stage for a more meaningful connection and a stronger impression.

By combining a personalized salutation with tailored content, polished expression, and precision, you enhance your application’s clarity, character, and competitiveness.

Remember: Your cover letter is more than an introduction—it’s your first legal writing sample for the firm. Treat it as such, and you’ll stand out for all the right reasons.

The post Personalized Cover Letters: The Small Step That Delivers Big Results first appeared on JDJournal Blog.

See more from here: Is it Difficult to Find a Job as a Law Student Without Connections in the Legal Field?

Key Guidance from the Session:

• No prerequisites needed: You don’t need to already know people in the legal field to secure a job as a law student.
• Networking matters—but it’s learnable: Attending law school events, bar association gatherings, or guest lectures provides valuable opportunities. Reach out afterward—be it via email or a brief message—to express appreciation or ask follow-up questions.
• Seek genuine engagement: Attend diverse talks—whether on tax law or trial practice—and pay attention to what resonates with you. That authentic curiosity can fuel meaningful connections.
• Short, sharp resumes win: Barnes recommends a succinct, one-page resume, ideally paired with a separate transaction sheet if warranted. Avoid verbose CVs that may dilute your strongest points.

Don’t be deterred if you don’t yet have a legal-sector network. Begin with simple gestures—attend, listen, connect—and support your application with clarity and brevity.

See more from here: Is it Difficult to Find a Job as a Law Student Without Connections in the Legal Field?

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The post Law Students Can Land Legal Jobs Without Prior Connections first appeared on JDJournal Blog.

The July 2025 bar exam brought a wave of optimism across the legal community, with national scores climbing to their highest level in 12 years. The Multistate Bar Exam (MBE) average rose to 142.4, signaling stronger performance from test-takers and offering a sharp contrast to February’s historic low. For thousands of law graduates, this surge marks a turning point—and a hopeful sign for higher passage rates ahead.

Why It Matters

• The MBE, a multiple-choice exam with 200 questions, comprises 50% of the bar exam in most U.S. jurisdictions
• NCBE psychometrics lead Bob Schwartz suggests that the increase in average scores likely means a modest bump in overall pass rates compared to last summer
• States will begin releasing individual results and pass rate statistics in the coming weeks

Flashback: February’s Low Point

Just months earlier, in February 2025, the MBE average plunged to a record low of 130.8—the lowest since the test’s inception in 1972. This decline was partly driven by California’s temporary shift away from the MBE in favor of its own state-specific exam. However, after technical issues in February, the California Supreme Court has now mandated a return to using the MBE as of July.

Takeaways

This rebound in MBE scores offers an encouraging sign for recent law graduates in impassioned pursuit of licensure. With the July exam reflecting renewed strength and stability—especially with California back in the fold—prospective attorneys have renewed hope for successful passages nationwide.

Gain insights into what these record scores mean for law schools and employers.

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The post Bar Exam Bounce Back: Scores Climb to Longest High in Over a Decade first appeared on JDJournal Blog.

Top Honors Go To…

• O’Melveny & Myers takes the crown for Best Overall Program, praised for its hands-on work, inclusive culture, and first-rate training that prepares associates to hit the ground running.
• Bracewell shines for its social experience, where networking meets real mentorship.
• Wiley Rein earns recognition for attorney interaction, fostering direct connections between partners and associates.

📋 Other Standouts in 2025

The rankings also highlight Morgan Lewis, Linklaters, Proskauer Rose, Clifford Chance, Jackson Walker, McDermott Will & Emery, and Benesch for strong balance between firm culture and professional development.

Meanwhile, firms like Foley Hoag, Paul Hastings, Venable, Freshfields, and Saul Ewing lead alternate lists for best preparing associates for practice—proving there’s no single path to success.

⚖️ Why It Matters

Summer associate programs aren’t just a preview of firm life—they’re the ultimate career launchpad. Whether you’re seeking top-tier training, a collaborative culture, or networking opportunities, the 2025 rankings show there’s a program designed for every type of future lawyer.

Law school is just the beginning—your summer can shape your future. Don’t miss the news that matters most for aspiring attorneys.

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The post Best Summer Associate Programs of 2025: Where Future Lawyers Shine first appeared on JDJournal Blog.

California, August 2025 – The State Bar of California is grappling with a turning point after the controversial debut of its new hybrid bar examination in February—a format that combined both remote and in-person testing and departed from the longstanding national bar exam system. The fallout has triggered intense scrutiny, financial strain, leadership changes, and renewed pressure from the courts and lawmakers to chart a more dependable path forward.

A Cost-Saving Venture That Backfired

In a bid to save an estimated $3.8 million per year by eliminating venue rentals, California initiated a five-year, $8.25 million contract with Kaplan Exam Services in mid‑2024 to craft its own exam questions. The new hybrid format was intended to modernize testing and expand accessibility—but the rollout was marred by serious technological failures. euters+5Wikipedia+5

Exam Day Disaster and Its Aftermath

The February 2025 bar exam quickly unraveled. Test takers encountered frozen screens, inconsistent proctoring, and software crashes. The exam’s remote and in-person hybrid model, still unproven, exposed the State Bar to widespread criticism.

Back to the National Exam

By May, in response to the chaos, the California Supreme Court ordered a return to the National Conference of Bar Examiners’ (NCBE) Multistate Bar Exam (MBE) format for the July administration. This decisive move scrap the newly created exam and introduced student-focused remedies—including adjusted scoring and lowering the February pass threshold to 534. Implementing these changes is projected to cost at least $2.3 million.

Leadership Shift Amid Critics’ Fire

Executive Director Leah Wilson—who had served since 2017—announced she will step down on July 7, 2025. While she affirmed pride in her broader reforms, she acknowledged the February exam rollout’s failures and its adverse impact on aspiring attorneys.

Deepening Controversy: AI, Question Creation & Trust

Further controversy erupted when it was revealed that some multiple-choice questions were drafted with AI assistance by ACS Ventures. Critics labeled this a conflict of interest, raising concerns about exam integrity and fairness. The California Supreme Court has demanded a full explanation of AI’s use and the reliability measures taken.

The Choices Ahead

With the test’s credibility shaken and finances under pressure, the State Bar is evaluating multiple paths forward:

• Reverting to the traditional NCBE exam for all future sessions.
• Refining its own exam system if it can guarantee reliability and transparency.
• Strengthening oversight and restoring trust among law graduates, educators, and licensing boards across the state.

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California, August 2025 – Additional February bar exam candidates in California have had their originally failing grades updated to passing status, as the State Bar continues to uncover and rectify grading deficiencies stemming from a flawed exam rollout. Recent revisions have pushed the total figure of beneficiaries to 243 examinees.

What Went Wrong?

California’s February bar exam debuted a hybrid format—a combination of in-person and remote testing—without the usual Multistate Bar Exam (MBE) components. The hastily planned change aimed to save money but faltered due to widespread technical failures, such as software crashes, proctoring mishaps, and incomplete data transfers.

Score Revisions and Impact

• 243 examinees now receive passing status instead of failure, thanks to new scoring methods and corrections.
• Some candidates were initially misscored due to incomplete export of performance test notes—a glitch corrected for several examinees.
• After adjustments, the overall pass rate soared to around 65%, nearly double California’s historical average near 35%.

Earlier corrective actions—including upgraded scoring rules and passing score reduction—had already inflated the pass rate to 56%.

System Overhaul & Moving Forward

In response to the debacle:

• The California Supreme Court now mandates that the July 2025 exam revert to the traditional in-person MBE format, reversing course on the hybrid model.
• The State Bar introduced an expanded provisional licensure program, enabling affected candidates to practice under supervision while awaiting retaking the exam. This initiative still requires California Supreme Court approval.
• Authorities have spent substantial funds—including $185,000 for an external review—to rectify the fallout and are considering more structural reforms moving forward

Thinking about your next legal career step? Don’t let exam mishaps hold you back. Explore thousands of attorney and legal job opportunities today on LawCrossing.com—the #1 job site for legal professionals. Start your search now and take control of your future!

The post Grade Flip Scandal: Hundreds of California Bar Takers Now Officially Pass first appeared on JDJournal Blog.