Whether you’re just starting your legal career or are on the path to partnership, Loeb & Loeb offers a platform to build your practice while working on some of the most cutting-edge legal matters in the industry today. With in-depth training, mentorship and professional development supported by a tightknit culture of collaboration and inclusion, we provide you with the tools to succeed and the opportunity to advance, both professionally and personally.
If you would like to inquire about current open positions or submit a resume, please email us at email@example.com. Submissions to our Asia offices, please email firstname.lastname@example.org. Agencies, please submit profiles only in cases of opportunistic submissions. While we do not host a summer associate program, we do consider 3L and post-clerkship applications for a limited number of fall entry level litigation associate positions in our New York and Los Angeles offices.
Upon arrival at the firm, new associates and senior counsel receive a comprehensive orientation. During orientation, the lawyer is introduced to the firm’s available resources, such as training and Continuing Learning Education (CLE) resources, our performance management program, extracurricular programs, and much more. Lateral associates and senior counsel are paired with an integration mentor from their department to introduce them to other lawyers and to help them learn about the firm.
Training and Coaching
Loeb & Loeb offers associates and senior counsel a variety of training and coaching resources and opportunities, including traditional classroom, practical workshop and online/on-demand formats. The Loeb Institute offers a line-up of timely and innovative professional skills topics aimed at fostering our commitment to providing ongoing opportunities for learning, growth and development. Training programs cover a broad range of critical skills, including those related to business development, client service, management and leadership, negotiation, oral and written communication, ethics, and wellness. In addition to professional skills training, many departments hold monthly meetings focused on practice-specific training and legal updates.
One of our innovative programs includes an annual 12-week business-development coaching program for high-potential senior associates and senior counsel. The cohort is kept small and represents participants across our U.S. offices and practices. We have partnered with the Leadership Council on Legal Diversity for its annual Pathfinder Program, offering two Loeb associates the opportunity to receive intensive leadership and business-development training alongside peers at other law firms and in-house, creating a fantastic networking potential.
The firm is committed to assisting its lawyers in meeting their CLE requirements. CLE credit is typically available for all of the firm’s formal training programs in states in which Loeb & Loeb is an accredited provider — California, Illinois and New York. Loeb & Loeb uses CE Manager as its CLE management and training database. Lawyers can find jurisdictional requirements and track CLE compliance online. Loeb & Loeb also offers its lawyers access to PLI as an additional resource to earn CLE credit.
Mentoring is an essential element of Loeb & Loeb’s professional development program. In addition to our integration mentoring for new laterals, the mainstream mentoring program incorporates mentoring circles, designed to help associates meet partners and associates from various practice groups and offices. Our program does not take on a one-size-fits-all approach and is structured for the individual associates in each circle. Mentor/mentee pairings within each circle are made with careful consideration of the group dynamics. The mentors are available to provide career guidance, act as a professional resources or simply serve as a confidential adviser. In addition to the firm-wide mentor program, individual practice groups may offer their own, customized mentor programs. Lastly, outside of formal mentoring, Loeb scores high year-after-year in any surveys that examine informal mentoring, which is essential to the development of associates.
Associates are evaluated semi-annually through mid-year and year-end reviews to ensure timely feedback about an associate’s progress and development. Associates receive written feedback from partners with whom they have worked and meet in person with department chairs to discuss their progress and professional goals. Associates are also encouraged to seek informal feedback during and at the conclusion of an assigned matter.