The on-campus recruiting process may seem daunting, but we hope the list of frequently asked questions will help you navigate successfully through the process.
Firmwide - 61
Austin - 1
Century City - 1
Chicago - 8
Dallas - 4
Houston - 5
Los Angeles - 4
Miami - 1
New York - 8
Philadelphia - 7
Pittsburgh - 8
Princeton - 2
San Francisco - 6
Tysons - 1
Washington, D.C. - 5
Students at schools where we participate in on-campus interviews should submit resumes to their Career Services Office. Other students may submit resumes and transcripts by email to the recruiting contact of the office in which they are interested.
We are seeking bright, well-rounded individuals with entrepreneurial spirits and strong critical thinking and writing skills. Ultimately, we are seeking talented students who have the potential to develop into exceptional attorneys. Throughout our search we weigh the following factors: exceptional academic achievement, participation in law school activities (law review, moot court), prior work experience, strong interpersonal skills and ties to the area.
Callback interview schedules differ by office. Please contact the local recruiting contact for further details.
Candidates will be notified by phone and/or email as soon as possible following his/her in-office interview.
Yes. Reasonable travel expenses approved by the local recruiting contact will be reimbursed.
Our summer program runs for 10 weeks.
Splitting between Reed Smith and another firm is not allowed.
Yes. Each office's recruiting contact will forward summer housing information to those summer associates who seek assistance. Additional housing information may also be found on NALP’s website.
No. Summer associates are encouraged to work on assignments from a variety of practice groups. If a summer associate has an area of preference, every effort will be made to provide further exposure to that particular practice area.
We continuously explore ways to enhance the inclusiveness of our organization and consistently evaluate our own diversity efforts and work-life policies to ensure that they are in keeping with marketplace practices that have proven effective in achieving inclusiveness. We recognize that diversity at all levels of an organization is a true sign of a world-class business, and we have made the recruitment, retention and promotion of women and diverse attorneys a top priority. In response to the events in the United States that have highlighted generations of systemic racial injustice against Black Americans, Reed Smith formed the Racial Equity Action Plan (REAP) Taskforce. This group is tasked with marshaling the firm’s resources to carry out the REAP.
The REAP is centered on three priorities:
Internal well-being and learning, through which the firm commits to advancing recruitment, retention, and leadership opportunities for Black lawyers and staff.
Pro bono and community engagement, including work for justice system reform, economic opportunity and defense against discrimination – with local and national organizations
Client engagement, to invest in attracting and retaining Black lawyer talent, starting from law school recruiting efforts, to secondment engagements, to creating high-level relationship development opportunities.
We ask all summer associates to do pro bono work in areas of pro bono legal service in which the firm participates.
Our goal is to provide summer associates with real work similar to what they would receive as a first or second year associate through our partnerships with our clients and our attorneys on projects. We also provide the summers a chance to get involved with real-life experiences through board meetings, depositions, arbitrations, client meetings and judicial proceedings.
Summer associates are invited to attend classes offered through Reed Smith University's Summer Academy. Some of the programs we offer are: Mergers and Acquisitions Simulation, Mediation Clinic, Legal Research and Writing programs, and Law Firm Economics.
The firm does not provide insurance or other benefits for summer associates or their dependents.
The firm does not provide relocation expenses for summer associates.
We evaluate all of our summer associates at the conclusion of the program. Associate offers are usually extended before the end of August.
It is our goal to make offers to all of our summer associates. Our summer program is not a competition. Summer associates are evaluated according to their own performance based on the standards and criteria set by Reed Smith.
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