Recruiting guide
The old path to BigLaw revolved around a late-summer OCI week. Today, many firms begin building their 2L summer classes during 1L fall. The result is a faster, more direct process for law students and a separate, needs-driven market for practicing lawyers.
Traditionally, a rising 2L would bid for firms through a law school, complete short screening interviews in July or August, return for callbacks, and receive an offer for the following summer. That process was known as on-campus interviewing, or OCI, even when parts of it happened at hotels or online.
That calendar is no longer the only center of gravity. At many schools, firms now use direct applications, resume collections, virtual interviews, and early recruiting events to identify candidates during the 1L academic year. Some students are applying or interviewing before they have completed their first semester.
OCI still matters. Some firms and schools continue to run organized programs, and those programs can be a valuable route to multiple interviews in a short period. But it is no longer safe to assume that waiting for a traditional OCI bid list will expose you to every available opportunity.
Law student timeline
The timeline varies by school and firm, but these are the stages most students should expect to navigate.
Meet career services early, learn your school's specific calendar, and prepare a clean resume before the pressure arrives. Start forming views on geography, practice interests, and the kind of firm environment you want, but do not pretend those views are fixed.
Track employer events, resume collections, and direct-application deadlines. Many firms now begin hiring for 2L summer roles during this period. Apply thoughtfully when a real opportunity opens, but protect the time you need to build strong academic foundations.
Update your materials promptly, prepare for screening and callback interviews, and keep your process organized. Recruiting is often fast, but you can still ask informed questions about timing, office, practice group, and the terms of an offer.
For many firms, the summer program remains the primary route into an entry-level associate class. Treat it as both an extended interview and a chance to learn how the office actually works before deciding whether it is the right long-term fit.
OCI, then and now
A school-sponsored program can still be efficient, especially for students seeking multiple interviews. The modern process adds employer-led hiring before, around, and after that program.
Lateral recruiting
Firms hire laterals to address capacity, add experience, support a growing practice, or deepen a market. That means openings can appear at any time and can close quickly.
01
Start with the work you want, the market you can realistically serve, and the problem you are trying to solve. More compensation alone is rarely a durable reason to move; practice depth, partners, staffing, client exposure, and location usually matter just as much.
02
A trusted recruiter can surface targeted openings and manage a confidential search. Direct applications and referrals can work well too. Before anyone submits you, make sure you know exactly which firms will receive your materials so you do not create duplicate submissions.
03
Lateral hiring is usually tied to a current practice-group need. Expect questions about your substantive experience, deals or matters, level of responsibility, availability, and why this specific platform makes sense for your next stage.
04
Later in the process, firms may conduct conflicts review, references, and internal approvals before finalizing an offer. Use that time to understand expected hours, staffing, workflow, advancement, and how your class year will be treated.
Before you start
Students should be ready to explain why a market, practice, and firm make sense. Laterals should be ready to explain the work they have done, the work they want next, and why a move solves a real professional problem. In either process, thoughtful targeting beats broad, uncoordinated outreach.
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