Overview

Introduction

Bookoff McAndrews is a leading patent boutique in Washington, DC. As Vault’s No. 1 Best Midsize Law Firm to Work For, associates rave about their experience working here—from the amazing culture to the high-level work they tackle. Since opening its doors in 2012, BoMc has grown to more than 35 attorneys and has attained nationwide recognition for its work with high-profile clients, including high-tech startups and Fortune 500 companies.

Firm Stats


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Total No. Attorneys (2021)


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No. of Partners Named (2020)


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Featured Rankings

Top 150 Under 150...


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Base Salary



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No. of U.S. Offices



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No. of International Offices

Vault Verdict

Bookoff McAndrews is looking for people with work experience and a demonstrated interest in IP law, as well as friendly personalities. Interview questions are usually resume or background based. Associates rave about BoMc’s culture, which is social and collegial. Partners are very involved in associate development, and associates appreciate the lengths to which the firm goes to be transparent. Associates feel that their workload is humane and that their compensation is commensurate with their work. Attorneys love their work, even junior associates claiming that they have been entrusted with significant responsibility from the start. Training at BoMc is robust, with an attorney bootcamp, mentorship program, and weekly CLEs. Attorneys are happy with the firm’s commitment to attorney...

About the Firm

Bookoff McAndrews is a DC-based patent law firm focused on non-litigation patent services—including patent counseling and prosecution—for technology companies. In just a handful of years since it first opened its doors, BoMc has grown to more than 35 attorneys, attracted scores of high-technology startups and Fortune 500 companies as clients, and attained nationwide recognition typically reserved for much more established, larger firms. 

Making Its Mark in DC

The firm was founded by former Finnegan partners Les Bookoff and Roland McAndrews in 2012 to focus on "everything patents that's outside the courtroom" to cut down on the overhead costs associated with maintaining an in-house litigation practice and provide clients with more certainty as to ...

Associate Reviews


  • “The firm's culture is phenomenal. The firm regularly hosts events to bring people together. For example, we have monthly birthday celebrations, holiday parties, happy hours, etc. The firm also holds internal weekly continuing legal education seminars to stay up to date on various aspects of the legal field. The firm also has boot camp seminars to train new employees. The boot camp seminars have helped make work transitions smooth and flawless.”
  • “Dedicated, supportive, and focused on quality. We get together, both as groups and as mentors, regularly.”
  • “The firm organizes periodic happy hours, volunteer events, and has an annual retreat. The attorneys and support staff are all very friendly and get alone well, and many socialize outside of work as well.”
  • “Once every 1-2 months, there is a social gathering. Each month also includes a birthday celebration. Professionally, once a month, a firm-wide luncheon includes a presentation on an aspect of practice, and each week, an attorney luncheon is provided to attorneys who are relatively new to the firm. Politically neutral.”
  • “Partners make an effort to have associates involved with not only clients and client-decision making, but also with firm matters and business development.”
  • “Individual partners and the partnership as a whole truly value the associates and root for each associate to succeed. While the partners want the associates to enjoy their work, the partners want the associates to be happy and have a life outside of work. The partnership is very transparent with respect to expectations, performance, profitability of the firm, logistics of profitability, etc. Formal performance reviews are conducted annually, but informal reviews are conducted (and feedback is provided) throughout the year.”
  • “Partners are extremely approachable, and, in fact, ask that associates approach them more often for mentorship. They genuinely enjoy putting associates in positions to succeed. Partners are also transparent with regards to firm matters as well. It is discussed, sometimes on a weekly basis, and it is certainly discussed throughout the year.”
  • “Associate/partner relations are collegial. In my experience, partners treat associates with respect in providing guidance and encouragement. I believe the firm is transparent as it relates to firm performance and finances, internal promotion, and performance reviews. Reviews are performed annually in a sit-down meeting with the associate and two partners.”
  • “I feel I am given enough work and have flexibility on where and when I work. I feel that work is evenly distributed, and that the systems in place to monitor and adjust workloads are effective and fair.”
  • “The work hours are reasonable—the works sometimes comes in waves, but it's not at the fault of the firm. The firm does its best to monitor associates' workloads monthly and takes measures to ease or ramp-up the workload, depending on associates' feedback.”
  • “While I would like to work less, the work is rewarding, and the hours are generally very flexible. .... Work is evenly distributed, and easily moved to another attorney if one attorney is overloaded.”
  • “… The billable requirement is 1,850 [hours]. As far as I know, only billable work counts towards the hours requirement.”
  • “I think the compensation is fair given the nature of the legal work, the billing rates, and the size of the firm. As a base, a bonus is based on meeting the billable-hours requirement, with increases available for hours billed above that number and for merit.”
  • “I feel like my compensation is more than fair and very favorable to comparable law firms. The firm offers both performance and billable hour bonuses, and is generous with other benefits (e.g., insurance, 401K, etc.)”
  • “I am very satisfied with the compensation and the amount of work necessary to meet the requirement.”
  • “From the get-go, I have worked on a variety of tasks involving patent prosecution. From drafting applications to writing responses to Office Actions. I was also involved with assisting partners with other projects that involve analyzing patents. It is really amazing to be able to play a substantive role in many important decision-making processes for patent prosecution work.”
  • “I am given high-level work that may not be assigned to junior associates at other law firms. I genuinely believe that I am progressing and learning at a faster rate at BoMc than I would elsewhere.”
  • “I spend more than a vast majority of my time on substantive legal work, including patent application drafting, prosecution, and strategy and client counseling.”
  • “The firm does very well here. We're constantly being told to say ‘no.’ A recent CLE project was on wellness, and the partners actually attended and were encouraging the best practices taught there. I really feel that the partners and the firm want me to be happy here.”
  • “The firm offers exercise programs and has a gym in the building. The firm encourages both mental and physical wellness, and the partners are very concerned about the associate's satisfaction, both professionally and personally.”
  • “The firm has implemented an attorney boot camp to cover the basics of our practice. The firm also has in place a weekly CLE for formal training. In terms of mentorship, the senior associates and partners always make themselves readily available.”
  • “Each week, a presentation is provided on a topic relevant to practice. Some of these presentations are geared towards attorneys who are relatively new to the firm and provide training and mentoring on various aspects of practice. There is also mentoring, perhaps implicitly, in working with partners that provide suggestions and explanations for same when reviewing and providing feedback.”
  • “When I started associates and partners immediately offered assistance. There is a bootcamp program for new attorneys who want to attend and learn the basics, with a lesson taught every other week by a senior associate. For a midsize boutique, a lot of resources seem to go into make sure that attorneys are trained up and given the tools they need to succeed.”
  • “I think I have a very optimistic career outlook. Promotion to the partnership is a realistic option for those who are interested in becoming a partner. Additionally, there are non-partner roles to which senior associates may transition. Furthermore, in-house counsel or governmental positions are frequently available to associates who are interested in those opportunities.”
  • “It looks like partnership is realistic. But it's also not an up-and-out system. There are senior associates who don't want to be partner and stay on working.”
  • “The firm is very diverse, especially with respect to females and minorities, both as partners and associates. The firm also offers generous parental leave (both maternal and paternal). The firm encourages involvement in affinity groups and has a formal mentoring program.”
  • “The firm is very inclusive, and it really adds to the positive social atmosphere.”
  • “Our firm is very diverse, and it is obvious that the partners make it a priority.”

Diversity at Bookoff McAndrews PLLC

"Diversity is a major part of who we are and how we operate. We believe an inclusive and welcoming environment fosters and supports diversity. A diverse team is more interesting, fun, and enriching. It leads to better idea generation, better solutions, and better outcomes. BoMc has benefitted immensely from recruiting and nurturing individuals with diverse backgrounds and perspectives. As of today, 55 percent of BoMc's attorneys — including 75 percent of the partnership — and over 90 percent of its staff hail from diverse..."

Getting Hired Here


  • “The firm is looking for qualified candidates who have a strong academic background, and IP experience (either law firm or USPTO) is a bonus. Moreover, the firm is looking for associates who are nice, genuine people, who can work well in a team, and are eager to work in a friendly and collaborative work environment.”
  • “The firm looks for people with working experience. The firm doesn't typically hire 1Ls. The firm appears to hire either laterals from other firms or examiners at the patent office (provided that they have a law degree).”
  • “We are looking for a wide range of candidates and are focusing on recruiting more female and minority candidates. Besides experience and potential, we do consider personality and whether the candidate is a cultural fit for the firm, which I believe is very important.”
  • “They asked questions about prior work experiences. They also asked about my goals and aspirations. I felt the interview questions were relatively standard.”
  • “’Why are you leaving your current firm?’ ‘What type of practice are you interested in?’”
  • “Standard questions about my experience, why I wanted to join the firm, why I was leaving my prior firm, background and experience. I wasn't asked any behavioral questions or anything like that.”