On-Campus Interviews (OCIs) represent the most critical 20 minutes of your legal career. With BigLaw firms receiving thousands of applications for dozens of positions, understanding the insider perspective can make the difference between securing your dream summer associateship and watching opportunities slip away.
This guide compiles insights from over 50 BigLaw hiring committee members, successful summer associates, and career services professionals to give you the competitive edge needed in today's hyper-competitive legal recruitment landscape.
Recent changes to NALP guidelines have created a more competitive environment. Firms can now network with 1Ls earlier, and offer acceptance deadlines have shortened from 28 to 14–21 days. This means preparation must start earlier and be more strategic than ever.
Students submit resumes, cover letters, and writing samples through their law school's bidding system. Firms receive 200–500 applications per position and must narrow down to 20–30 interviews.
20-minute face-to-face interviews conducted by 1–2 attorneys (typically one partner and one associate). These are primarily "fit" assessments — firms have already determined you're academically qualified.
Half-day to full-day interviews at the firm's office, meeting 4–6 attorneys across different practice groups. Includes lunch with junior associates and often a brief office tour.
After interviewing 25+ hiring partners and recruiting coordinators, clear patterns emerge in what BigLaw firms actually evaluate during OCIs. Here's what they told us behind closed doors:
"We don't have a hard GPA cutoff, but realistically, you need to be in the top third of your class at a T14, or top 10% at other schools. Beyond that threshold, we're looking at the whole package." - Hiring Partner, V20 Firm
"I ask myself: Would I want this person working with me on a deal at 2 AM? Are they someone I can rely on and actually enjoy being around during high-stress situations?" - Corporate Partner, NY BigLaw
"The best candidates are those who are genuinely themselves. We can spot rehearsed answers immediately. I'd rather hear an authentic story about failure than a perfect but generic success story." - Litigation Partner, DC Firm
Actionable Insight: Prepare stories that show your genuine personality, including challenges you've overcome and lessons learned from failures.
"We're looking for people who can maintain an intelligent conversation for 20 minutes. If you can't do that with me, how will you handle client interactions or depositions?" - Securities Partner, LA Firm
Actionable Insight: Practice conversational interviewing, not just Q&A format. Be prepared to ask follow-up questions and show genuine curiosity.
"Every firm has a personality. We need people who will thrive in our specific environment. That's why we spend so much time on behavioral questions and situational scenarios." - Recruiting Coordinator, International Firm
Actionable Insight: Research firm culture extensively and prepare examples that demonstrate alignment with their values and working style.
Structure your answers using the STAR method — Situation, Task, Action, Result — and add a fifth element, Legal Insight, to stand out in law firm interviews.
Craft a concise two-minute narrative that connects your background, motivation, and goals directly to the firm.
Sample Script:"I'm a 2L at [School] with a background in [relevant field]. My interest in law began when [specific incident/interest], leading me to focus on [practice area]. During my 1L summer at [experience], I worked on [specific project], which reinforced my interest in [relevant area]. I'm particularly drawn to [Firm Name] for your work on [specific recent matter/practice strength], which aligns with my background and long-term goal of [specific objective]."
"I'm drawn to [Firm] for several specific reasons. First, your recent work on [deal/case] represents exactly the type of complex matters I aim to handle. Second, after speaking with [Alum name], I was impressed by the firm’s collaborative culture and mentorship approach. Finally, your [practice group] is recognized for [specific strength], and given my background in [relevant area], I see a clear fit and an opportunity to grow meaningfully here."
Situation: "During my 1L year, I was preparing for a national moot court competition while managing a full course load and part-time work."
Task: "Three weeks before the event, our lead researcher withdrew, leaving a critical constitutional issue unresolved."
Action: "I reorganized our preparation schedule, assumed the research role, coordinated with faculty for guidance, and introduced a system to track arguments."
Result: "We advanced to the semifinals, and I strengthened my crisis management and leadership skills."
Legal Insight: "This taught me to adapt quickly under pressure while maintaining precision — essential traits in client service and deal execution."
Interviewers are testing your ability to communicate complex ideas clearly — a crucial lawyering skill.
Framework:Callbacks are where real decisions happen. You'll typically spend 4–6 hours at the firm, meeting multiple attorneys and getting a close look at its culture. Success depends on preparation, consistency, and relationship-building throughout the day.
Critical Insight: The lunch interview is often the most influential part of your callback. Junior associates’ feedback about your personality and fit carries significant weight.
Lunch Best Practices:Callback schedules often include meetings with attorneys from multiple practice areas, even if you’ve indicated a specific interest. Use these as opportunities to show flexibility and intellectual curiosity.
Strategy for Each Meeting:Most callbacks take place within a two- to three-week window. Smart scheduling helps you perform better and make more informed choices.
Develop a personalized framework for evaluating firms — prestige and salary are important, but long-term fit matters more.
Based on hundreds of interviews with hiring partners and recruiting coordinators, these mistakes can instantly eliminate otherwise qualified candidates from consideration.
"Even one typo can disqualify a candidate. If you can't proofread your own resume, how can we trust you with client documents?" - Hiring Partner
Be prepared to explain any timeline inconsistencies or gaps in education/employment.
Avoid vague terms like "assisted with research" — provide specific, quantifiable accomplishments.
"Candidates who claim they've never failed or struggled set off alarm bells. We want to see resilience and self-awareness, not perfection." - Corporate Partner
"Students who clearly just want 'any BigLaw job' rather than our specific opportunity rarely succeed here. We can tell the difference." - Litigation Partner
"How candidates treat our support staff and during lunch interactions matters as much as formal interview performance." - Recruiting Coordinator
Nearly 60% of BigLaw associates didn't get their positions through traditional OCIs. Understanding alternative pathways can significantly expand your opportunities and reduce pressure on the OCI process.
Many firms continue hiring throughout the academic year, especially in specialized practice areas or growing markets.
Building experience at smaller firms, government agencies, or in-house positions before moving to BigLaw.
Many BigLaw positions are filled through referrals and relationships rather than formal recruitment processes.
Many firms offer alternative entry points for candidates with specific backgrounds or interests.
Focus on developing writing, analytical, and client service skills regardless of practice setting.
Stay connected with target firms through events, publications, and professional relationships.
Keep detailed records of achievements and client successes for future applications.
Plan lateral moves to coincide with busy seasons or expansion periods at target firms.
Success in BigLaw recruiting isn't about being perfect—it's about being prepared, authentic, and strategic. The attorneys who hired you will eventually become your colleagues, mentors, and professional network. Approach this process as the beginning of lifelong professional relationships.
Remember: even if OCIs don't work out exactly as planned, there are multiple pathways to achieve your career goals. The skills you develop during this process—research, networking, interviewing, and professional relationship building— will serve you throughout your legal career.
"The students who succeed in our recruitment process—and ultimately in their legal careers—are those who approach it with genuine curiosity, thorough preparation, and authentic enthusiasm. We can teach legal skills, but we can't teach character, work ethic, or the ability to build relationships. Focus on showcasing those qualities, and the technical aspects will follow."
— Managing Partner, Top 10 Global Law Firm