Cooley Godward Kronish Reviews

Pros

Firm still has solid 'high tech, emerging markets' reputation. Some business-oriented and business-savvy partners.

Cons

There's an 'upstairs, downstairs' mentality amongst many in the partnership - if you're not a partner then get below stairs to the sweatshop. There used to be a 'Cooley culture' espousing collaboration and 'we are one-firm' mentality. Not anymore.

Advice to Senior Management

Treat the firm as if it were a business, not a high school football team.

Pros

Good compensation; Good contacts with client companies for your in-house job after Cooley; some excellent partners, especially the most senior partners in the firm; many smart associates; excellent locations and ability to switch offices if needed; some lawyers in other departments are terrifically helpful

Cons

Partnership chances are minimal; despite supposed emphasis on training, seemed to lack sustained training for associates or partners, with no emphasis on attending outside seminars if no CLE requirement in your state; younger partners in management seem more focused on hanging out with their buddies in the various offices than connecting with other partners or associates; the usual office politics

Advice to Senior Management

Better and ongoing training of attorneys at all levels. Younger partners in management need to learn from the senior partners.

Pros

Money, nice office space, some quality colleagues

Cons

Little transparency in decision making on the part of management; indifferent supervisors

Advice to Senior Management

There is always room for improvement

Pros

Standard Biglaw salary, good benefits, and opportunities to learn from talented and accomplished colleagues who are also generally friendly. As one would expect, the salary is the biggest "pro."

Cons

The firm exists to make money, so work-life balance is not a part of the program. Reviews are based largely on quantity of work done (billing billing billing) rather than quality.

Advice to Senior Management

Lawyers are notoriously bad managers. Invest in some people-management training for partners.

Pros

CGK provides excellent opportunities to work on very interesting technology law issues, along with related subject matter areas. It has a self-described "Cooley culture" that allows you to set your own work/life balance.

Cons

It can be a "who you know" not "what you know" kind of place at times. If you are not part of the inner circle, you may not get the good deals to work on or the opportunities for advancement that other may get.

Advice to Senior Management

Continue to be a firm that focuses on the person rather than the bottom line and in so doing don't lose sight of each member of the Cooley team.

Pros

Great corporate law experience and can develop as an attorney

Cons

Do not have a lot of loyalty towards employees in tough economic times

Advice to Senior Management

Focus more on employees ... and try to protect them during tough economic times

Pros

Interesting clients, lots of good experience, learn a lot in the first few years

Cons

No work/life balance, work really long hours

Advice to Senior Management

Management needs to be more straight forward with the associates.

Pros

Mostly friendly people. Good work location.

Cons

No career advancement. You spend all day everyday doing menial work. No sense in going to college to work here. Management only cares about attorneys.

Advice to Senior Management

Utilize your paralegal's skills or continue to lose good people.

Pros

The best reasons to work for these weirdos are the location and salary.

Cons

If you want to take a trip back to high school and deal with cliques and kissing ass then this place is for you. The people are absolutely crazy. I've never worked somewhere like that before. I would avoid it at all costs.

Advice to Senior Management

I would say something but my mom always told me not to say anything if you can't say something nice.

Pros

Not too many extreme personalities among the attorneys. Has a reputation for quality legal work.

Cons

Support staff don't generally feel valued. Mid-level management is not professional. For example, HR people are not professionally trained. More needs to be done to establish teamwork, cooperation and respect between attorneys and staff. Firm needs to loosen up the purse strings and invest in higher-quality infrastructure and training. Huge Profit Per Partner ratio does not relate down to staff level. Staff salaries do not increase at anywhere near the rate of associate salaries, let alone partners.

Advice to Senior Management

Demand more of your mid-level management in terms of qualifications and continued education in their fields. Encourage more communication and teamwork among the offices. Provide more training and educational opportunities for staff as well as attorneys. Look at your personal income compared to the lowest paid workers at your firm and ask yourself if you are part of the problem or the solution when it comes to widening class differences in the U.S.