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[quote=Anonymous][quote=Anonymous]To clarify, are you paying them at the level you cited? And/or are you offering an overall compensation and benefits package that meets or beats the market (eg, lower pay but lower hours and wfh)? If you’re paying market, then yes, it sounds like you should be more selective. [/quote]

Yes these are regular biglaw associates making cravath scale. So those numbers cited are their base comp if they don’t hit financial targets. They have the same deal as all associates across the country: need to be in office three days a week. But no one keeps tabs on associates anymore, so they can roll into the office when they want and leave whenever. Good associates put in the long hours, whether at home or at the office. But our current associate puts in really short days in the office and doesn’t log in much before or after. At some point, his hours are bad enough that the firm is going to fire them. Even I thought their work product was good.

You can say we’re not being selective enough, but we’re a stellar firm. We just don’t get any good candidates. I think this is a problem universally at biglaw. But these two that we hired had pretty good resumes, so I’m surprised how weak they both are. I’m thinking that anyone in 2024 changing firms as a first year associate is by definition likely a flawed candidate. [/quote]

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