At Fenwick, we are committed to the highest level of excellence, yet we value and maintain a collegial and fun work environment. We respect the individual and value team players. We seek out and hire individuals with diverse backgrounds and unique personal experiences. We believe it's that diversity of perspective that makes us highly creative problem solvers and a stronger team.
Our attorneys work hard and have fun doing it, but don't need to fit into any personality mold to succeed. Our firm's perspective mirrors that of the entrepreneurs, engineers, and scientists who populate the rapid-growth companies of the West Coast—we have a passion for excellence and we value results, not conformity. Law firms definitely have personalities, and we very much value ours.
All employees and applicants are evaluated on the basis of their qualification without regard to race, religion, color, marital status, national origin, age, sex, disability, sexual orientation or gender identity, gender, genetic characteristics or any other classification protected by applicable local, state or federal employment laws. We are committed to providing equal employment opportunities for all.
We invite you to view our current attorney and legal professional openings to see if there is anything that matches your interest, experience and abilities.
Recognizing the value that judicial clerkships bring to both our firm and our clients, we actively recruit judicial clerks. We invite you to view our current attorney and legal professional openings and apply directly for an opportunity that matches your interest, experience and abilities.
At Fenwick, we are committed to the highest level of excellence, yet we value and maintain a fun and enjoyable work environment. Our attorneys mustn't fit into any personality mold in order to succeed. Rather, our firm's perspective mirrors that of the entrepreneurs, engineers and scientists who populate the rapid-growth companies of the West Coast-we have a passion for excellence and we value results, not conformity. Every law firm has its culture, and we very much value ours.
One of the traits that attract attorneys to Fenwick is that our firm culture promotes having diverse and important interests outside of work. We encourage all of our people to maintain a healthy balance between their working lives and their personal lives, and we provide avenues for them to do so. This includes reduced-hours options for associates and partners seeking increased flexibility, firm-paid vacations and dinners and telecommuting.
While law firms have historically been late adopters of technology, we believe in leveraging technology to allow us to be more efficient, responsive and creative. We have a passion for innovation that mirrors our client base. Our firm is making revolutionary changes to the practice of law through substantial investments in proprietary technology tools and processes—allowing us to deliver best-in-class legal services more effectively across all offices. Fenwick is frequently recognized in the media for our innovative use of technology. Whether its litigation or M&A support, helping our clients manage shared information or avoiding "reinventing the wheel," we routinely use technology to solve problems in creative, innovative and efficient ways.
Fenwick is committed to paying a competitive salary commensurate with major law firms in our market. The firm also provides a broad range of benefits that promote financial security, work/life balance and a healthy lifestyle.
Read more about our compensation and benefits.
At Fenwick, associates have significant opportunities to seek out the type of work they want to do and the attorneys with whom they want to work. In fact, associates are encouraged to take that initiative. Summer associates also utilize the free market system, selecting assignments from a wide variety of opportunities. We have found that our free market system encourages associates to take ownership of their careers, develop the necessary contacts within the firm to find work that interests them and maintain positive work relationships. It also motivates partners and senior associates to be invested in junior and mid-level associates’ professional development. While our system offers flexibility, the key is that we actively encourage associates to shape their own work experiences.
To become a successful attorney, we believe that education can't end when attorneys leave law school. We also believe that Fenwick is responsible for providing meaningful training opportunities to its employees, and we commit substantial resources to our multifaceted professional development program to do so.
Through our innovative Fenwick University program, associates learn how to build a career with programs focused on developing soft skills like networking (internally and externally), making presentations and client pitches and drafting personal business plans. Associates learn to build on and reinforce these skills as they progress through the junior, mid and senior levels of the Fenwick University curriculum.
We also have an amazing array of opportunities to develop substantive legal skills and knowledge. We provide our junior attorneys with intensive skill building "boot camp" courses within individual practice groups to cover foundational knowledge and skills. We have additional stand-alone formal training programs for associates and many practice group-specific presentations that touch on practical teachings, as well as on breaking developments and hot issues in the technology and life sciences legal practices. It is not at all unusual for there to be three different lunch-time CLE programs in a single week. As such, our attorneys can easily meet their CLE requirements through our internal programs and save on lunch expenses!
At Fenwick, we believe that partners and senior associates can contribute significantly to the development of junior associates (those in their first or second year of practice). Our Confidential Advisor Program ensures that junior associates benefit from the experience of their more senior colleagues by providing them an advisor to help enhance their career development and experience with the firm.
By taking time to listen and understand the experiences, aspirations and concerns of associates, advisors can provide guidance and support to enhance a first- and second-year associate's professional development. Specific goals of the Confidential Advisor Program include:
As junior associates begin their third year of practice, they will transition out of the Confidential Advisor Program and into the Professional Development Mentoring Program. In the new program, each associate is paired with a partner within the associate's own practice group. Pairings are made by asking the associates which partners they would most like to be paired with, and every effort is made to pair every associate with his or her first choice.
This program provides a second formal mentoring relationship for each associate as he or she progresses at the firm. Whereas the Confidential Advisor Program seeks to foster integration and acculturation, for mid-level associates, the Professional Development Mentoring Program focuses on increasing and broadening work assignments and opportunities, gaining access to a variety of partners and expanding one's internal networks. For more senior associates, the program offers opportunities to explore career options and to discuss professional development opportunities, including business development, with partners.
Once in place, these relationships may remain unchanged for several years. However, either party may request a change at any time and requests will be handled promptly, with sensitivity and without judgment.
Fenwick University for First-year Associates
This interactive one and one-half day program for first-year associates will begin with an evening of cocktails and dinner with practice group leaders, advisors and members of firm management. A panel of second-year associates will share with their more junior colleagues an entertaining rendition of "What They Wish They'd Known" when they were first-year associates. The following day will feature a series of activities designed to facilitate learning about their colleagues through sharing, collaborating and working as members of a team.
Fenwick University for Mid-level Associates
As associates begin the transition from junior- to mid-level associate, it is expected that they are well on their way to developing strong, practical legal skills. At this point they need to start to consider which direction to take, both substantively in the law, as well as in their practice development.
To assist them in this transition, the Fenwick University Mid-level Program examines the realities of large law firm practice, including law firm economics, management and the firm’s expectations of associates. Participants will learn the importance of developing both internal and external networks, as well as various approaches to building and strengthening them. They will develop personal business plans, receive presentation skills coaching and present their plans to the group.
View Fenwick’s profile on the NALP Directory of Legal Employers.