Mintz, Levin, Cohn, Ferris, Glovsky and Popeo, P.C.
Mintz, Levin, Cohn, Ferris, Glovsky and Popeo, P.C.
|Main office||1 Financial Center, | Boston | MA | 02111|
|Year of establishment||1933|
|Number of offices||8|
|Number of attorneys||466|
|Number of associates||159|
|Partner: associate ratio||1.00|
|Percent women attorneys||34.30|
|Percent minority attorneys||9.50|
|Percent gay attorneys||4.10|
Our attorneys are no-nonsense, get-to-the-root-of-the-problem kind of people. If there’s a faster way to get there, we’ll find it. It’s our job to give you clear answers and sound solutions. We focus on what matters to you — whether it’s overcoming a legal challenge, taking your business to the next level, or having a trusted partner for ongoing legal advice. Think of us as an extension of your team with the legal know-how, connections, and industry experience to safeguard your interests. It’s also our job to make sure you are meeting the people you need to know. We have a network of some of the sharpest business leaders, money people, and legal minds on the planet. Our attorneys are always looking for ways to leverage our resources on clients’ behalf. We help you move your agenda forward and deal effectively and efficiently with obstacles that come between you and your goals. Responsive, aggressive problem-solving is a Mintz Levin hallmark and the foundation of the firm’s success and growth since 1933.
Areas of practice
The callback interview at Mintz Levin involves three or four attorneys. Mintz Levin does not typically offer a meal as part of the callback interview process (further, "if a candidate is coming from out of town, the firm will suggest that if the candidate has a friend or relative with whom s/he can stay, the firm will donate the hotel room rate to a charity," according to one insider). Whereas many Boston firms interview exclusively from the top 5%, law review types, "Mintz Levin seems to be more interested in finding intelligent/interesting people to interview (i.e., top 10%/law review/climbed-Mt. Everest-for-fun type people)," one insider observed. A second contact remarked that "the firm hires academically qualified candidates, but it is willing to expand its hiring paradigm beyond that of the other firms in the city. It is much more willing to look at the person as a whole and to ask whether this person has the social skills, creativity, and high energy to fit in at Mintz Levin." "Leadership, entrepreneurial spirit, and personality" are sought-after qualities in a candidate, we were told. One contact advised candidates to "research the firm. If you say in an interview that you are very interested in a particular practice area, you really should know what the firm has done recently in that area. If you are not aware of big news items concerning the firm, it becomes obvious you did not research the firm.'' A second person suggested that candidates "stress the unique aspects of their background or experience. The firm likes 'go-getters' and people who are a bit different from the norm.''
"Mintz Levin is a great place for women. I have never felt anything but respect from male colleagues, and I definitely have the same opportunities," one insider remarked. Prominent women at the firm include Ann Ellen Hornidge (business & finance, and member of the executive committee), Betsy Burnett (head of the litigation section), and Rosemary Allen (hiring committee chair and "top-notch" defense attorney). Most of the women partners, especially in litigation, make a significant effort to mentor female associates. The litigation women have a lunch once a month, attended by partners and associates, which is very popular. "Everyone tries to attend, from first-year associates to senior women partners. Discussions are always fun, whether they concern a case in the firm or some current political or social issue. It fosters a really nice relationship among the women litigators," one insider observed. Mintz Levin has developed a marketing initiative program for its female attorneys, geared towards attracting more women executives as clients, and this has been "wildly successful." In this connection, there are regular lunches and a "women's forum of presentations" for potential female clients.
Mintz Levin is fairly "progressive" in terms of part-time opportunities and maternity and paternity leave programs. The latter, in particular, are "generous and extensively used (and there is no hidden penalty for using them)," we were told. Most- "but not all"- partners at Mintz Levin respect part-time schedules. One insider informed us that "I work a very favorable (to me) part-time schedule and the firm seems to have no problem with it. I have been doing it since joining and plan to continue that way. I think this firm is outstanding in understanding family pressures and the need to have a different attitude when parents have young children. They seem to take a long term view of using well-trained people in whatever way benefits all" Part-time schedules of four days a week at the firm are becoming "increasingly common," although "it is certainly not guaranteed." One insider remarked that "you have the opportunity to work a four-day work week. Most of the time you can do it; however, if you have a few intense cases going on at the same time, it is difficult to stick to the four days. "When you get very busy and have to work much longer hours, you will still only get 80% of your pay-this can be a drawback," while a second insider noted that "I've heard that women with children find it difficult to get assigned to deals in the corporate section. There are more women partners and associates in litigation than in corporate."
Although there are several well-respected minority attorneys in the firm, there are no minority partners at Mintz Levin. The firm has an excellent minority recruiting program and a minority interview workshop (a mock interview program), which has become a "huge success" and is "an example of how the firm is active in its recruitment of minority attorneys." Mintz Levin has several successful gay and lesbian attorneys. One contact remarked that "I don't think that this place makes any distinctions based on race, gender, or sexual orientation. I love working in such a diverse environment," while a second insider noted that "Mintz Levin, founded by Jewish Harvard Law graduates and currently led by Popeo, who grew up in a modest Italian neighborhood in Boston, does not discriminate against anyone with real brains who can help the firm grow. Mintz Levin is great at identifying and promoting talented lawyers regardless of ethnic background or Ivy League pedigree."
Summer associate program
Mintz Levin's summer program is noteworthy for its small size. Unlike its Boston rivals of comparable size, Mintz Levin "does not hire dozens of summer associates and then let them compete in some sort of macabre Darwinian struggle for partnership," we were told. Instead, it hires a small group of summer associates and then "emphasizes that they should bond as a group during 'their' summer." The associates in the summer program have "enough exposure to real work to get a sense of the firm's practice and its attorneys; you have to demonstrate your abilities but it is not high stress," one insider observed. A second contact remarked that "I really enjoyed the summer program but at times I worried about getting my work done with so many activities planned. You start to burn out with all the activities and with feeling like you are always 'on.'" Summer associate events are "non-stop" throughout the summer: "baseball games, lunches, Boston Pops, dinner cruises, afternoon tea at the Four Seasons, more dinners, mini-golf, more lunches, Omni Theatre, more dinners, country club outing, more dinners..."
Salary & benefits
Benefits also include: Bar Review and Bar Exam Reimbursement; Back-Up Adultcare; Health Savings Accounts; Transgender Medical Benefits. The firm also covers the additional imputed income tax expense incurred by employees who cover their non-IRS dependent, same or opposite gender domestic partner or same gender spouse on their group health plan.
Working for the Mintz, Levin, Cohn, Ferris, Glovsky and Popeo, P.C.
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Important interview props-paper and pen. On the pad of paper include your five interview questions along with any major points about your background you want to cover in the interview.