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It seems partners are much more flexible with associates who have kids than with those who don’t. If it’s okay for my colleague with a kid to leave at 5 pm and log on later, why isn’t that the same for me (no kids)? My obligations might be different, but I still have a life and want to be able to do certain things, like catch that evening workout class or cook dinner for my partner. As you can probably tell, my firm is operating 100% in person. There is no point here — I’m just whining.
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For my ~30 year old peers, what are your savings — cash and assets? I’ll go: $250k in cash, currently only own a car and have $70k remaining in student loans. Curious to see the spectrum for our profession.
New Partner. My other partners want to change benefits and perks around to attract more young talent – I need to brainstorm ideas. What great thing does a company offer that makes you want to work there (besides compensation obviously)?
Can we start naming firms that are expecting associates to go back to the office five days a week with no wfh flexibility? And which firms are allowing associates to wfh with more flexibility post-pandemic? I hoped there would be a change to the general biglaw face time requirement but seems like some firms are going right back to 2019 standards.
Let’s have a candid (and anonymous) conversation about money. What’s your ASL? I’ll go first: 34/$150k/Oregon
What’s what’s your age and how much in savings do you have? Are you investing your savings in stocks or index funds?
Let’s flip the script. Associates, tell us boomers what we can do to be a good boss. Or better yet the best boss.
Associates, what are your biggest pet peeves when it comes to partners? Partners, what are your biggest pet peeves when it comes to associates?
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