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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]In my experience "rockstar" doesn't quite mean that.  It's not the top performer, smartest, top performer, or most personable. It's who the partner decided to invest in.  Often due to connections, etc.  I didn't appreciate this when I started out. It sounds like it's still the same.[/quote]

This is the absolute truth.  Rockstars are chosen based on who the partners like the most or need the most because the associate has connections, or any other "soft" factor that gives them an edge past the merely super smart and hardworking regular associates.

If you're not one of the chosen few, you're going to hit the "up or out" ceiling and they will counsel you out just like they've done with hundreds of associates before you.[/quote]

That’s not true at all, there are massive differences in talent and performance among associates, which are usually immediately apparent.  This whole “star associates are just the favorites” thing is, in general, cope by lower performers and championed by people on the HR side who don’t want to be held accountable for recruiting outcomes.  [/quote]

Meh. What I saw was certain individuals were "set up for success."  Given great assignments, with adequate support to do them.  I saw others who were highly talented not provided that kind of support.  I myself have experienced that support outside of BigLaw and it's career altering.[/quote]

What do you mean by “adequate support” here? At junior levels, not much “support” is needed—the associate is generally researching and writing on their own.  At more senior levels, the projects become broader and the directives tend to be handle motion x or deposition x or case x, as seniority increases—its their job to identify and obtain what resources are needed and to elevate issues when they need support. Can you give some examples of the kinds of “support” people are supposedly not getting? I’m really not gettting this. [/quote]

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