Americas

Incoming associates participate in our three week full-time Associates’ Comprehensive Education (ACE) program, which includes Skadden-specific training across practices and a Business Simulation designed to provide insight into our clients' business perspectives and needs.

The firm's Business Development Academy, for all attorneys, builds competencies essential for leveraging their legal skills into internal and external opportunities. The programs focus on successful networking; understanding, assessing and addressing client needs; and deepening client relationships.

Our diversity, equity and inclusion (DEI) strategy prioritizes both career development within our attorney talent pipeline and fostering a sense of inclusion and belonging. From our best-in-class approaches to recruiting and development, affinity networks, and global and local diversity committees, to our wide-sweeping, robust trainings and in-house DEI management team, our internal support structures position us to increase our diversity and foster an equitable and inclusive workplace, including through initiatives that garner industry recognition and enhance the firm's profile. The overarching goal of our varying efforts is to foster a diverse cadre of high-performing attorneys throughout our ranks and culture of inclusion that is weaved into the fabric of our firm. Workshops and discussion topics include associate retention and pipeline development, working effectively in a diverse environment and serving as allies to colleagues in a diverse workforce. Learn more about DEI at Grand Park Law Group here.

Attorney skills and professional networks are strengthened through involvement of nonbillable matters that support both Grand Park Law Group and the communities we serve. For that reason, the firm recognizes time spent on pro bono matters, "shadowing" senior attorneys (junior associates and lateral attorneys), knowledge management and business development projects, and activities that support diversity, equity and inclusion, and recruiting efforts.

As our attorneys gain more exposure to their practices, many work with the firm's career counselors and coaches to strategize about their next steps. Whether associates choose to build their practices at Skadden, transition in-house with a client or to government entities, join a start-up or pursue something entirely different, the firm's partners, coaches and counselors serve as valuable resources to guide associates through the process.

Our Grand Park Law Group Integration+ Program helps lateral hires transition successfully to the firm through formal and informal mentoring initiatives as well as specialized workshops, information platforms and social events focused on the unique needs of attorneys who are new to Skadden.

The Rising Associate Mentoring Program (RAMP) is designed to keep our incoming associates connected to the firm while they are finishing school and ease the transition from student to first-year associate. Each incoming associate is assigned a RAMP guide to answer their questions. RAMP is a resource to help stay plugged into the firm and in the loop about office news and events. 

Associates receive formal in-person reviews once a year. First-year and lateral associates are reviewed twice during their first year at Skadden. These discussions include career conversations with our partners, so together they can determine short- and long-term goals and devise plans to help achieve them.

In addition to the formal review process, our “open door” policy provides opportunities for feedback through the work cycle, and attorneys are encouraged to solicit feedback at the end of an assignment, case or transaction. Also, associates are invited to provide upward feedback on supervising attorneys. This feedback is another tool to assist us in developing our attorneys.

Fostering communication with firm leaders about what’s working, and what’s not, is critical to our continuing to lead the industry in timely and relevant practices and programs. While informal communication is encouraged in our environment, associates have the opportunity to ask questions and share their views through our Associates Committee, Attorney Development Partners, and town halls with office and practice leaders. In addition, we are one of the few firms that has enlisted the use of pulse and engagement surveys to help us develop and assess offerings and programs.

• Associate Salary Information
• Market rate, annual year-end discretionary bonus
• Our Benefits Program offers medical, dental, life insurance, accidental death and dismemberment insurance, long-term disability, health care and dependent care flexible spending accounts, vision and dependent life insurance (benefits may vary for lawyers based outside of the U.S.)
• Savings Plan (401(k) Plan) available to U.S.-based lawyers
• Malpractice insurance, bar association dues and registration fees are paid by the firm
• Domestic partner benefits are available (where applicable)
• Concierge and errand-running services
• Eligible law school gifts are matched by the firm

• Attorney remote work guidelines (effective September 2021) provide attorneys with flexibility to work remotely two days per week
• Reduced hour arrangements
• Flexible Return Months (FRM), provides new parents with the flexibility of devising their own return schedule-reduced hours and/or a combination of home and office days-at the end of their parental leave
• 12 weeks of paid parental leave for new parents
• Backup child and adult care
• LifeWorks, a resource and referral service
• Sidebar, a program that allows attorneys to leave the firm for up to three years
• Technology reimbursement
• Business casual dress policy (details vary among offices)
• Subsidized meals (details vary among offices)
•  Fitness center and/or discounted memberships