Overview
Introduction
Consistently among the top law firms for associate quality of life, Paul Hastings prioritizes mentorship, training, and long-term career development. Lawyers seeking an amiable, collaborative atmosphere where hard work and client service are valued will likely be a good fit at the firm. Attorneys enjoy significant substantive experience early in their careers at Paul Hastings and feel supported and mentored by the firm’s leaders. Commitment to diversity efforts is also among the many perks of working at the firm.
Firm Stats
Total No. Attorneys (2023)
No. of Partners Named (2023)
Featured Rankings
No. of 1st Year Associates Hired (2023)
No. of Summer Associates (2024)
No. of U.S. Offices
Vault Verdict
Paul Hastings believes strongly in the power of teamwork and wants to hire associates with this team-oriented approach to work and professional success. To that end, although the firm wants to see top credentials, associates appreciate the firm’s interest in less-traditional candidates who bring unique talent to the table. Lateral hiring is a clear objective of the firm’s recruiting strategy. Associates are completely satisfied with the firm’s friendly, social-but-not-too-social environment. In general, partners are highly invested in associate development and success, and both the formal and informal mentorship opportunities are extensive, particularly for junior associates. The hours are standard for the industry, but the firm offers meaningful flexibility in work arrangements, ...
About the Firm
Over the past few decades, Paul Hastings has grown from a mid-market U.S. firm to an international outfit with strengths in employment, tax, and business law and big-name clients in more than 80 countries. With offices in Beijing, Hong Kong, Seoul, Shanghai, and Tokyo, the firm has grown especially strong in Asian market dealings.
It Started with Three
In 1951, Harvard law grads Bob Hastings, Lee Paul, and Leonard Janofsky pooled their ambitious efforts to form a new firm in Los Angeles. They divided the workload three ways: Janofsky handled employment law matters, Paul dealt with litigation, and Hastings managed business law. In 1962, Charles Walker joined the trio as a partner, adding his name to the masthead and establishing a tax practice. Walker took a brief sojourn from the firm ...
Associate Reviews
- “Paul Hastings has a friendly and collegial culture. Attorneys are kind and go out of their way to get to know other people outside of their practice groups. Regular social functions and other events help to facilitate this process and build on the firm's focus on collaboration and working together as a ‘team’ to build something.”
- “Most attorneys seem to keep to themselves because they're busy; we will have good turnout at firm-sponsored functions though.”
- “The culture is respectful and collegial. The lawyers socialize together regularly at firm-sponsored and organic events. The day-to-day atmosphere is upbeat and busy. The staff are treated with respect and camaraderie.”
- “Attorneys and staff socialize. Lunch once a week. Firm-sponsored events about once a quarter. Organic meet ups every so often. Attorneys and staff are close, and staff are always invited to attorney events.”
Diversity at Paul Hastings LLP
Getting Hired Here
- “The firm does a great job of hiring from a diverse range of law schools. The ‘T14’ is certainly highly represented, but it's a compliment to the firm's holistic hiring process that so many associates are from schools both outside the T14, and from schools that are outside the individual market for specific offices. The firm is interested in finding the best candidates who will fit in with the culture, no matter what school they attend.”
- “It is not so much about checking the boxes at PH. Yes, our associates are stellar and incredibly well-rounded. That said, PH is more concerned with hiring the associate who will be [the] right cultural fit. PH DNA is, at its core, about collaboration in order to achieve client service excellence. Associates with a ‘me first’ mantra will not succeed at PH. Associates who are spotlighters will also not succeed at PH.”
- “As a frequent interviewer, I'm told to look for individuals with a high GPA, who have a commitment to the practice group and area they are applying to, and who seem like a good personality fit.”
- “Candidates should be personable, and have a sincere interest in the practice group for which they are interviewing. Folks here value the ability to socialize and be in touch with clients on a frequent basis.”
Perks & Benefits