Hiring Process
Talent. At Shipman & Goodwin, we strive to hire top legal talent. We pride ourselves on our ability to recruit lawyers with strong qualifications and a desire to achieve outstanding results. If you are considering a career with us upon completing law school or subsequent to a judicial clerkship, an overview of our hiring process is below. Our hiring process is comprised of three steps: an initial interview, a callback interview, and an offer.
The Initial Interview
Shipman & Goodwin participates in on-campus interview programs at 20 law schools and 3 job fairs. We encourage you to sign up for an interview to meet with a Shipman & Goodwin lawyer on your campus through your school office of career services.
If you have an interest in our firm but are unavailable to meet with us on campus, or are applying for a first year position following a clerkship, or if you are a student at a law school at which we do not interview on campus, please contact us directly. If your practice interests meet our needs, we will contact you to set up an initial interview.
Please include a copy of your resume and law school transcript with your application materials.
The Call-Back Interview
During the call-back interview, candidates typically meet with several members of the firm: recruiting personnel, at least two members of the Hiring Committee, and other attorneys. The attorneys you meet with will provide feedback on your interview to the Hiring Committee. You will be considered by the Committee, which will make the decision whether to extend you an offer.
For your call-back interview, we require a writing sample in addition to the initial interview materials.
The Offer
If we extend you an offer to join the firm, we will contact you directly, followed by a letter formally extending/confirming the offer. Offers to 1Ls and 2Ls are made to join our summer associate program; offers to 3Ls or other entry-level candidates are made to join us full time after graduation.
Permanent Employment
In general, offers for permanent employment following graduation are usually extended in early September. For the last several years, we have been very pleased that the majority of our summer associates have been asked to return after graduation, and a very high percentage of offers extended have been accepted.
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Careers
Overview
Summer Associate Program
Associate Program
Lateral Hiring
Current Openings
Diversity and Inclusiveness
On Hiring
"As a member of our hiring committee, I am particularly focused on ensuring we hire
and retain a diverse group of attorneys who also share important commonalities.
Intellectual ability and work ethic, as well as being able to work well with others and have a sense of humor are essential qualities of successful candidates." - Karen Staib, Partner
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