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[quote=Anonymous][quote=Anonymous][quote=Anonymous]The quality of biglaw associates declining is a reaction to the job conditions.

40 years ago, biglaw wanted your heart and soul and if you gave it you usually made equity partner and your life improved.

15 years ago when I was an associate they still wanted my heart and soul but the reward at the end of the rainbow was a mirage at most.  So I left for a pay cut as a mid level even though I had great reviews and was getting above market bonuses because it wasn’t worth it.

I don’t understand why you would expect to get superb senior associates.  Would YOU want that job and all the stress and monotony and needing to deal with you as boss 60 hours per week?  For what?  A bonus for a few years.  May ask well just figure out your next step early and spend too much time on the wrong path.

If you want things to change you need to change the experience.  More interesting work.  Fewer billables.  Better partnership prospects.  Whatever.  Or do nothing and you’ll mostly be left with people not creative or courageous enough to line up a good exit already.[/quote]

OP here - and i'm going to challenge this last post.

We hired this associate when they were 1.5 years out of law school. Currently, they make $260k base; Jan 1 they jump to $310k base. Bonus for hitting base hours of 2000 hours is almost another $100k.  So.... the comp is extremely good.

You say "more interesting work" and i say that we're an extremely hot, high profile area of work that people typically find rewarding. My homegrown associates are getting really high level work compared to other practice groups.

You say "fewer billables" and i've previously noted that this associate is hitting around 1600 hours and easy office hours, and I'm not giving them any trouble for it (as a separate matter, the firm may ax associates at these numbers).

You say "better partnership prospects". I haven't mentioned it already, but my firm promotes EVERYONE at year 7 to partner (non equity).  Very few firms are still doing that.

[b]Our workplace is actually pretty great.[/b]  Extremely highly rated on culture. [b]Partners on our team are very happy.[/b]

The only things i can think of to explain the low caliber associates I'm seeing is (i) lack of training or (ii) laterals just suck.  Or a combo. Because the homegrown associates are strong and don't seem to have the same training issues.  [/quote]

I have read the entire thread. My initial thoughts focus on the OP biglaw partner, not on the lateral associates.

First: Thank you for posting and for exposing yourself to criticism and suggestions.

Second: My impression is that OP is one who is seeking advice, but refuses to listen.

Third: I suspect that OP is the problem and that associates do not like working with him or her even though the compensation is at market level. Because your niche practice area is currently in high demand, associates have options. But, even when your specialty area was not hot, your firm's home-grown associates switched practice areas.

Regarding the bolded portions above: OP, you miss the point of your own thread.

In short, yes, lateral hires come with some baggage, but your practice area lacks partners who are effective at developing and maintaining good relationships with associates.

The key is to properly identify the issue.[/quote]

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