For law students gunning for a BigLaw summer associate position, On-Campus Interviewing (OCI) can feel like a high-stakes tournament. Your resume, grades, and 20-minute screening interviews will be scrutinized by elite firms with high expectations and limited offers to give. Career services offices are helpful, but they often stick to surface-level advice.
What they won’t tell you is that BigLaw firms are assessing far more than GPA and journal membership. Behind closed doors, firms are watching for subtle cues that reveal whether you’ll thrive—or flame out—in their high-pressure, high-performance environment.
Here are the real OCI secrets top firms look for, and how you can stand out in ways that most law students never realize.
They’re Looking for Signals of Long-Term Commitment to Law Firm Life
While grades may get you in the door for an OCI interview, what truly sets candidates apart is how convincingly they demonstrate a long-term commitment to law firm life. Top law firms invest significant time, resources, and mentorship into training summer associates and new hires. They’re not looking for short-timers—they’re looking for future partners.This is why firms go beyond transcripts and invest in refining their content. They’re quietly asking: Will this person stick with us? Can we rely on them to grow with the firm?
Why This Matters More Than Career Services Let On
Career services often emphasize being “open-minded” and exploring different options, which is good advice early on. But by the time OCI arrives, firms expect you to show clear intent. A candidate who appears hesitant, unfocused, or overly interested in alternate career paths—such as academia, policy, or public interest—is often seen as a risk, not an investment.
How Law Firms Evaluate Commitment During OCI
Firms look for consistency and alignment with private practice, such as firm internships, research assistant roles in relevant subjects, or involvement in law school business or corporate law organizations. Even if you’ve dabbled in other areas, they want to see a clear shift toward law firm readiness by the time you’re interviewing.They also listen carefully to how you talk about your goals during interviews. When asked why you want to join a firm, vague answers or general enthusiasm won’t stand out. They want to hear specific, thoughtful reasons that show you’ve seriously considered what life in a firm entails—client service, long hours, intense deadlines—and still want in.
The questions you ask during OCI also matter. If you focus only on exit options or quality-of-life perks, interviewers may assume you’re already planning your departure. What they hope to see is curiosity about their clients, their work, and how you can grow within their team.
Ways to Show Long-Term Commitment
Be intentional in how you tell your story. Frame your academic and professional journey as one that naturally leads to a career in private practice. Even if your background includes work in government or nonprofit roles, explain what drew you to law firm work and why you’re motivated to make that shift.Reference specific practice groups or recent deals the firm has handled. This shows that you’ve done your homework and are thinking seriously about how you’d contribute as an associate.
Demonstrate your understanding of the job requirements. Acknowledge the demanding nature of law firm life and convey that you’re prepared for it. You don’t need to glorify long hours, but showing you understand the reality and welcome the challenge is powerful.
Finally, present yourself as stable, focused, and grounded. The firm isn’t just hiring for the summer—they’re looking for someone they can invest in for the long term.
OCI is not just about proving that you’re smart enough for BigLaw—it’s about proving you’ll stay. Top firms want to see that you’re ready to grow with them, take on responsibility, and commit to the path ahead. If you can show that you’re not testing the waters but genuinely ready to dive in, you’ll immediately rise to the top of their list.
They Care More About Personality Than You Think
When law students prepare for OCI, most focus almost exclusively on academic credentials—GPA, class rank, law review, clerkships, and writing samples. While those things are essential to get the interview, they’re not always what secures the offer. What many candidates don’t realize is that top law firms place immense weight on one intangible: personality.Firms don’t just want the smartest candidate in the room—they want someone they actually want to work with.
Why Personality Becomes the Differentiator
By the time OCI interviews begin, law firms are often faced with the task of choosing between candidates who all appear strong on paper. Everyone has good grades, impressive internships, and polished resumes. So, what becomes the deciding factor? It’s how you make people feel in the room.- Would I want to sit next to this person at 2 a.m. while closing a deal?
- Can I trust this person to interact with clients or opposing counsel?
- Will they take feedback well and grow professionally?
Traits That Firms Value in OCI Interviews
- Professionalism with warmth: You should come across as mature, well-prepared, and confident—but also approachable and relatable. No one wants to work with someone who comes across as stiff, aloof, or overly formal.
- Coachability: Firms seek individuals who are eager to learn, open to feedback, and capable of self-improvement. Arrogance, defensiveness, or coming off as a “know-it-all” is a dealbreaker—even if your resume is flawless.
- Positivity and resilience: OCI can be stressful, and so is life in a law firm. Your demeanor during interviews offers clues about how you might handle pressure, rejection, or high expectations. Staying calm, composed, and positive—especially when challenged with tough questions—can speak volumes.
- Authenticity: Interviewers are experienced enough to spot rehearsed, robotic answers. They’re not looking for a perfect script; they’re looking for real people who bring energy and thoughtfulness to the conversation. Being genuine builds trust and memorability.
How to Bring Out the Right Personality in OCI
- Smile and make eye contact. These small gestures help establish a connection.
- Practice, but don’t over-rehearse. Prepare your answers, but leave room for spontaneity so your personality can come through.
- Mirror the interviewer’s tone. If they’re relaxed and conversational, meet them at that level. If they’re serious and formal, respond in kind, while still being yourself.
- Ask thoughtful questions. Use your time with interviewers to build rapport. Ask about their experience, practice area, or what makes their office unique. Show curiosity beyond yourself.
They Look for Focus—Not a Laundry List of Interests
One of the most common missteps law students make during OCI is trying to sound “well-rounded” by listing a wide array of legal interests. While this may seem like a smart way to show intellectual curiosity and flexibility, top law firms don’t want generalists—they want future specialists. What they’re really looking for is focus, clarity, and intentionality.Firms aren’t expecting you to have your entire legal career mapped out, but they do want to see that you’ve put thought into the kind of work you want to do—and that your interests align with what they do.
Why Law Firms Value Focus
BigLaw firms are structured around practice groups. Whether it’s M&A, white-collar defense, antitrust, IP litigation, or real estate, each department is seeking junior associates who are committed to building depth in their respective areas. When a candidate arrives at an interview with five unrelated practice areas listed as interests—corporate, criminal, international human rights, employment law, and tax—it signals a lack of direction and preparation.That raises concerns. Partners and hiring committees may wonder:
- Does this person really understand what we do here?
- Are they just saying what they think we want to hear?
- Will they jump ship for something else if it gets hard?
How to Show Focus Without Sounding Rigid
You don’t need to have one exact practice area locked in, but you should develop a clear narrative around your interests. It’s better to say:“I’ve found that I really enjoy transactional work, especially the problem-solving aspect of helping clients close deals. Classes like Contracts and my internship with a business-focused nonprofit made that especially clear.”
than:
“I’m interested in corporate law, litigation, international law, and maybe regulatory work.”
The first answer tells a story. The second sounds scattered.
Here are a few ways to demonstrate focused interest:
- Reference specific courses, professors, or clinics that sparked your interest in a particular area.
- Mention internships, externships, or jobs where you were exposed to similar work.
- Talk about skill fit—how your strengths align with the work done in that practice group (e.g., attention to detail for tax law, analytical thinking for antitrust, communication skills for litigation).
- If you're genuinely unsure, pick a direction and explain that you're leaning toward it while remaining open. You can express focused curiosity without pretending to know everything.
How This Plays Out During OCI
When interviewers hear you speak with clarity about your goals—even if you're still exploring—they feel more confident in recommending you for a summer associate role. It’s easier for them to envision where you’d fit into the firm, who you’d work with, and how you'd contribute.On the other hand, candidates who hedge every answer or appear unsure often fade from consideration. Not because they’re unqualified, but because they failed to show enough conviction.
In OCI, breadth of interest won’t help you, but depth of thought will. Firms want to see that you’ve done your research, understand what you’re applying for, and are genuinely interested in growing in a specific direction. Don’t try to be everything to everyone. Instead, be strategic, be specific, and show that you’re ready to take ownership of your legal career from day one.
They Value Signals of Professional Maturity
Top law firms aren’t just looking for intelligent students—they’re looking for future professionals. During OCI, one of the key (but often unspoken) factors firms evaluate is professional maturity: your ability to conduct yourself like someone who is already halfway to being a trusted associate, not just a high-achieving student.This quality is hard to define but easy to recognize. It’s how you present yourself, how you communicate, how you respond under pressure, and how you think about your future. While your resume may showcase your credentials, your behavior during the OCI reveals whether you're ready to be treated like a professional.
Why Professional Maturity Matters to Firms
Law firms are service-driven businesses. Clients expect responsiveness, discretion, and sound judgment. Partners expect associates to take ownership of their work, follow instructions, and keep the project moving, even under tight deadlines. No matter how prestigious your academic background is, if you come across as immature, disorganized, or entitled, you’re seen as a risk.OCI is often your first real chance to show that you can handle the responsibilities that come with working in BigLaw. Firms are evaluating:
- Will you represent the firm well in front of clients?
- Can you handle criticism and feedback without taking it personally?
- Are you reliable, polished, and prepared?
Common Indicators of Professional Maturity (or the Lack Thereof)
Positive signals:- You arrive early or exactly on time for interviews and info sessions.
- Your materials—resume, writing sample, and cover letter—are error-free, formatted consistently, and customized for each firm.
- You speak with clarity and confidence, but not arrogance.
- You follow up with a professional, personalized thank-you note.
- You’ve done your homework on the firm and ask thoughtful, relevant questions.
- You show up late or underdressed.
- Your resume includes typos, or your writing sample isn’t properly proofread.
- You give vague answers or clearly haven’t researched the firm.
- You talk too casually, complain about law school, or speak inappropriately about previous internships.
- You seem more focused on what the firm can do for you than on how you can contribute.
How to Cultivate and Project Professional Maturity
- Prepare like you’re applying for the job today, not three years from now. Your mindset matters. Firms aren’t hiring students to sit in a classroom—they’re hiring future colleagues to handle real work. Take your applications, interviews, and interactions as seriously as you would if you were meeting a client in person.
- Be accountable and polished. Know your resume inside and out, and be prepared to discuss any information listed on it. Dress appropriately for every firm interaction and match the tone of your interviewers, whether it is more formal or conversational.
- Think and speak like someone who wants to build a career, not just land a summer job. When asked about your goals, don’t say you’re “just seeing what’s out there.” Instead, show that you’ve thought critically about your interests, your fit with the firm, and what you hope to gain from the experience.
- Don’t underestimate small interactions. The way you speak to a recruiting coordinator or respond to a casual conversation in a hospitality suite often carries as much weight as your formal interview performance.
Professional maturity isn’t about pretending to be someone you’re not—it’s about showing that you take the opportunity seriously, respect the firm’s time, and understand what it means to be part of a professional environment. OCI may feel like a test of academic achievement, but law firms are ultimately hiring people they trust to show up, deliver, and grow. If you carry yourself like a young professional—not just a law student—you’ll stand out in all the right ways. Complement your OCI prep with insights from our Ultimate Guide to Federal Legal Internships, which highlights internships that strengthen law‑firm applications.
They Prioritize Fit with Their Specific Office Culture
One of the biggest mistakes law students make during OCI is treating all offices of a national or global law firm as interchangeable. In reality, law firm offices often have distinct cultures, practice strengths, and personalities—even within the same firm. That’s why top firms aren’t just looking for smart, polished candidates—they’re looking for people who will fit their specific office culture.It’s not just about being a good lawyer—it’s about being the right lawyer for that office.
Why Cultural Fit Matters
Firms invest heavily in building teams that function smoothly, especially in high-pressure environments where collaboration, communication, and morale are critical. Hiring someone who doesn’t fit—whether in terms of work style, values, or interpersonal dynamics—can disrupt team cohesion, slow productivity, and affect retention.During OCI, firms are assessing not just whether you're qualified but whether you’d actually enjoy—and contribute to—their unique environment. Are you more buttoned-up and formal, or laid-back and entrepreneurial? Are you more interested in fast-paced deal work or complex litigation strategy? Your answers signal whether you’re aligned with how that office operates.
Not All Offices Are the Same
The New York office of a global law firm may be intensely focused on private equity or high-volume M&A work, characterized by a fast-paced and hierarchical culture. Meanwhile, that firm’s Chicago office is known for its collaborative litigation team and more favorable work-life balance. The San Francisco branch could be deep in tech transactions or emerging companies, working with a more casual, innovation-driven tone.Treating them all the same won’t impress anyone. What firms are really looking for is a candidate who understands those differences and has a good reason for choosing them.
How to Demonstrate Office-Specific Fit During OCI
Do your research.Before your interviews, study each office’s practice areas, size, recent deals or cases, and alumni presence. Look for things that distinguish that office from others and use that information in your interview responses.
Tailor your narrative.
Instead of saying “I want to work at [Firm Name],” say something like:
“I’m particularly interested in the Los Angeles office because of its strong entertainment law and media litigation practice, which ties into my undergrad work in film and my experience interning at a production company.”
Ask location-specific questions.
Good questions include:
- What’s the team dynamic like in this office?
- How does this office collaborate with other offices in the firm?
- What are the unique aspects of the client base or work handled here?
If you have regional ties—such as family, previous work experience, law school location, or personal interests—be sure to mention them. Firms often prefer candidates who are more likely to stay and invest in the local community.
How Firms Gauge Cultural Fit
During OCI, firms watch for subtle cues:- Do you show genuine interest in their specific office, or are you applying to every branch indiscriminately?
- Do you seem like someone who understands their client base and industry focus?
- Do your personality and communication style align with the team you’d be joining?
Law firms aren’t just hiring resumes—they’re hiring people who will shape the personality, productivity, and cohesion of their teams. To succeed in OCI, consider not just prestige, but also your personality. Discover what sets each office apart, and demonstrate why you're a good fit. The better you understand their culture, the more likely they are to invite you into it.
They’re Evaluating Your Story as Much as Your Stats
Grades, journals, and clerkships will get your foot in the door at OCI, but once you're in the interview, your story takes center stage. Top law firms are no longer just looking for the highest GPAs or most prestigious bullet points. They’re looking for a compelling narrative: Who are you? Why are you here? And where are you going?In a sea of high-achieving law students, your ability to articulate a thoughtful, authentic story about your career path and goals can be the deciding factor in whether you move forward in the process or get quietly passed over.
Why Your Story Matters
Law firms want to invest in people who have direction. They’re not just hiring for a summer—they’re hiring with the hope that you’ll grow into a valuable associate, and eventually, perhaps, a partner. That’s why they pay close attention to whether you’ve made purposeful decisions, learned from past experiences, and are now pursuing private practice for the right reasons.If your resume includes a nontraditional background, career pivots, time off, or diverse interests, your story matters even more. Firms will be looking to see how well you tie everything together. A strong narrative can transform what seems like an unconventional background into a unique asset.
What Law Firms Are Looking for in Your Story
- Clarity: They want to understand how your past experiences have led you to law—and specifically to the firm and practice area you're now pursuing. Vague or conflicting messages send up red flags.
- Consistency: Your resume, cover letter, and interview answers should tell a coherent story. If you claim to be passionate about corporate law but your experience and questions focus heavily on litigation, it raises confusion and doubt.
- Purpose: They're looking for intentionality. Did you go to law school just because you didn’t know what else to do? Or are you genuinely motivated to grow in a client-facing, results-driven legal environment?
- Growth: Firms like to see progression. Have you built on prior experiences, learned from setbacks, or deepened your interests over time? A compelling story reflects maturity and momentum.
How to Tell Your Story Effectively
- Connect the dots: If you had a prior career, pursued another graduate degree, or took time off before law school, explain how that experience informs your perspective and strengthens your legal ambition. For example: “Before law school, I worked in marketing for a startup, which gave me insight into deal-making and the challenges growing companies face. That’s what drew me to your emerging companies group.”
- Be honest, but professional: If there’s something unusual in your background—like a transfer, gap year, or academic hiccup—own it without over-explaining. Focus on what you learned and how you’ve grown.
- Know your resume inside and out: Every item you list should be there for a reason. If you can’t speak about an experience with confidence and insight, it may raise questions about your judgment or attention to detail.
- Avoid memorized monologues: Your story should sound natural, not scripted. Practice it enough to be comfortable, but stay conversational and adaptable to the flow of the interview.
- Red Flags That Can Derail Your Narrative
- Saying you’re “just exploring” with no clear sense of direction
- Jumping between wildly unrelated goals with no explanation
- Talking down your past experiences or sounding regretful
- Giving answers that contradict what’s in your resume or cover letter
OCI isn’t just about who has the best stats—it’s about who can tell the strongest story. Law firms want to see that you’ve made thoughtful decisions, grown from your experiences, and are moving toward a career in private practice with purpose and confidence. If you can communicate that with clarity and authenticity, your story may be the most powerful tool you have.
Final Takeaway: It’s About More Than GPA
If you’re preparing for OCI, you’ve probably heard the same advice over and over again: “Just get the best grades possible.” While it’s true that grades are important—sometimes even essential for getting an interview—they are not enough on their own to get you an offer.OCI isn’t a simple numbers game. It’s a nuanced, human-centered process that evaluates your potential to succeed in the real world of law firm life. Once you’re in the interview seat, firms are looking at the complete picture—how you think, how you communicate, how you present yourself, and whether you fit into their unique culture.
What Separates Interviewees from Offers
The students who land offers aren’t always the ones with the perfect GPA or the most elite resume. More often, they’re the ones who:- Tell a compelling, confident story about why they want to be in private practice
- Demonstrate focus and clarity about the kind of work they want to do
- Show personality, professionalism, and maturity in every interaction
- Ask thoughtful questions and express genuine interest in that specific office and practice group
- Convey that they’re not just looking for any legal job, but the right one
Why This Mindset Shift Matters
Many law students approach OCI with the mindset that firms are just looking for the top 10%, law review members, or students from T14 schools. While those things can help, they are not the final word. Firms often pass over high-GPA students and extend offers to candidates who demonstrate initiative, preparation, and professionalism, even if their numbers are slightly lower.If you view yourself as a future associate, not just a student with a transcript, you’ll prepare differently. You’ll engage more deliberately. And you’ll leave a stronger, more lasting impression on interviewers.
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What You Can Do Right Now
- Refine your narrative. Be ready to tell the story of who you are, why you went to law school, and where you want to go.
- Practice your interviews. Focus on clarity, tone, and authenticity—not just rehearsing canned responses.
- Learn everything you can about each firm and office you’re applying to. Be strategic, not generic.
- Take feedback seriously. Get input on your resume, interview answers, and professionalism from career advisors, mentors, or even recruiters.
- Remember that you’re more than your grades—but only if you show it.
Because at the end of the day, the most successful candidates are not just top students—they’re future lawyers.
