Small law firms, which make up close to 70% of the private practice market, hire on an "as needed" basis, so when they hire, they usually hire only one person at a time. There are many ways to connect with small law firms, including networking, clerking part-time, and doing project work. Sometimes small firms will post job listings for immediate openings with the CSO.

Networking is particularly effective in gaining employment with small firms, as they frequently hire people they know and trust.

Medium law firms usually employ between 25 and 50 attorneys. The definition of "medium" will vary according to geography. For example, a large firm in Georgia might be classified as medium-sized in New York, which now has some mega-sized firms.

Law firms are considered "large" if they have fifty or more attorneys and are generally located in bigger cities. They tend to provide the greatest opportunities for specialization, the highest initial starting salaries, a steady client base, and a chance to practice law with attorneys who can provide the benefit of valuable legal experience and training.

Generally, medium-sized firms are similar to large firms in all regards except that everything is on a smaller scale: salaries, the breadth and depth of the client base, and the number of highly experienced attorneys available to train new associates.

Medium firms typically recruit second- and third-year students almost exclusively in the fall. They also may wait until the spring to hire when they can better gauge their personnel needs. The second-year summer program is used as a vehicle for hiring permanent first year associates. The emphasis in recruiting is generally on academic performance and the candidate's fit with the firm's culture and personality.

Medium firms are slightly more flexible than larger ones, and will often hire a first-year student with strong credentials.

Students should also bear in mind that they will likely be highly marketable to other employers even if they do not become partner at the firm where they began their career. Many associates begin their careers at a large firm and move over to a medium or smaller firm after a number of years. For those who want long-term security, freedom and flexibility in the hours they work and the types of clients they handle, a medium-sized firm may be a good fit.

The nature of legal work in the largest firms is sophisticated because of the needs of a sophisticated client base. The workload is demanding both intellectually and because of the long hours required. Large firms are usually departmentalized and have a tight hierarchical structure.

The "partnership" usually includes one-quarter to one-half of the lawyers in the firm. The rest of the lawyers are salaried associates. Partnership decisions are usually made after seven to ten years.

Among the drawbacks of working for a large firm are long hours, limited choice in the types of cases and clients handled, and a highly competitive atmosphere. In addition, it is no longer the case that a partnership is likely if an associate has performed well over a period of years.

Firms now need to hire far more associates than may become partners. Students should be aware of this reality and how it may affect career goals, especially if partnership in a large law firm is the student's ultimate professional goal.

Medium and large firms typically recruit second- and third-year students almost exclusively in the fall.  The second-year summer program is used as a vehicle for hiring permanent first year associates. The emphasis in recruiting is generally on academic performance and the candidate's fit with the firm's culture and personality.

Few large firms hire students after their first-year summer. Those that do prefer to hire students who attend law schools with which the firms want to establish a recruiting relationship. Large firms in smaller cities sometimes hire first-year students who come from that particular geographic area or who demonstrate a commitment to return there upon graduation. These firms try to maintain a relationship with the students, hoping that they will accept permanent positions.

Students should also bear in mind that they will likely be highly marketable to other employers even if they do not become partner at the firm where they began their career. Many associates begin their careers at a large firm and move over to a medium or smaller firm after a number of years. For those who want long-term security, freedom and flexibility in the hours they work and the types of clients they handle, the large law firm may not be the best choice.

Government agencies, including state judges and district attorney's and solicitor's offices, generally hire in the spring.

Working in the extern program for an organization that interests you can be a good way to access possibilities for permanent employment. Many government agencies post job listings with us, and we subscribe to the Prosecuting Attorneys' Council newsletter, which lists positions for various prosecutors' offices.

The Governor's Intern Program provides opportunities for law students to work in summer positions in state agencies and non-profit organizations; they usually interview on campus in early February.

Judicial clerkships are an excellent way to gain valuable post-graduate experience. Most judicial clerkships are two year appointments.

Federal judges hire far in advance, interviewing students during the fall of the year approximately two years prior to graduation. State judges hire their clerks closer to the starting date of employment.

The CSO has a number of publications listing judges, their hiring criteria and plans, and general information about judicial clerkships. In addition, the CSO presents a program on judicial clerkships each year, usually in late October or early November.

Corporate legal departments generally are small, sometimes consisting of only one or two attorneys, and usually hire only experienced attorneys. Because they do not have the resources to devote to training, and attorneys are frequently handling somewhat complex matters, corporations like to hire attorneys who have already gained experience in other settings, particularly in law firms.

Networking and informational interviewing are particularly effective with corporate legal departments, because of the long-term rewards that they can provide. Some larger corporate legal departments may hire entry-level attorneys and even summer clerks; the CSO has a number of resources and services (like the target mailing service) to access these corporations.

Public interest organizations (including legal aid offices) frequently are in need of employees, but lack the funding for hiring. Volunteer work can be a particularly effective means of getting exposure to public interest organizations.

Finding funding through grants and fellowships can also help you to land a position with a public interest employer. Usually, public interest employers look for candidates who have a demonstrated commitment to public service (shown through past volunteer activities and work experience). When they have funding for new hires, they generally hire fairly close to the starting date of employment, although many employers may interview in advance of receiving funding in order to compete for the best students.

The College of Law participates in a number of job fairs that provide excellent avenues to public sector employers.