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Overview

Introduction

Truly a megafirm, Hogan Lovells is home to close to 3,000 lawyers working across more than 50 offices. The firm is particularly well known for its privacy work as well as its high-profile pro bono matters. Lawyers who are down to earth and have a strong desire to give back through pro bono will fit well. Hogan Lovells focuses on five major practices: corporate; finance; global regulatory; IP; and litigation, arbitration, and employment. Industries the firm focuses on run the gamut from aerospace and automotive to energy and financ...

Firm Stats


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Total No. Attorneys (2021)


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No. of Partners Named (2021)


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Featured Rankings

Vault Law 100...


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No. of Summer Associates (2021)



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No. of U.S. Offices



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No. of International Offices

Vault Verdict

If you want to work at Hogan Lovells, you should be ready to explain why, as well as detail your prior work experience and teamwork abilities. The firm hires many of its lawyers from T14 schools but has expanded its reach recently. The firm has a laid-back, friendly culture, though offices differ in how social they are. Partners respect associates and support them as they take on sophisticated work. Some wish there was greater transparency from management, especially regarding promotion, though the firm seems to be making improvements in that regard. Many associates feel making partner is tough but note the possibility of becoming counsel. They are also enthusiastic about the firm’s internal career coaching and paths to in-house jobs. Hours can be rough at times, with ups and down...

Firm's Response

Is there really a difference between big law firms? Our people say yes. It’s the culture. So what are the hallmarks of Hogan Lovells’ culture?

For one, we offer a vibrant and collaborative network. Join us and you’ll be part of an integrated, world-wide team of outstanding lawyers doing great work in a community where you...

About the Firm

 

Hogan Lovells is a global megafirm with more than 50 offices in the United States, Europe, Latin America, Asia, Africa, and the Middle East. The firm boasts more than 2,800 lawyers, making it one of the largest firms around.

The Making of a Megafirm

Hogan Lovells was formed in 2010 by the merger of DC’s Hogan & Hartson and London’s Lovells. Hogan & Hartson traced its roots to 1904, the year when trial lawyer Frank J. Hogan hung out a shingle in the nation’s capital. Nelson Hartson, an IRS attorney, joined Hogan in 1925. Hogan & Hartson became known for its government, regulatory, and tax work and also developed strengths in litigation, transactional law, and intellectual property. The firm did not venture beyond the Beltway until 1984, b...

Associate Reviews


  • “I think our firm overall has a very social and friendly, down-to-earth culture. Typically there are weekly associate happy hours on Fridays and other firm and practice group events. I get together with team members outside of work during non-COVID times, and we interact outside of work and online regularly. My practice group in particular is quite social and the associates seem to mesh together very well.”
  • “Pre-COVID, the firm facilitated weekly happy hours for associates on Fridays, sponsored Hogan sports teams, and encouraged associates to socialize through a sponsored ‘development circle’ program. The office's atmosphere is relatively relaxed, with most employees dressed in business casual and with a ‘hive’ on every floor with a game to play in spare time. (One floor has a putting green, another has shuffleboard, and yet another has a Pacman machine.)”
  • “The firm, and in particular our office, makes it a point to socialize and try to get people together.  This has been difficult during the pandemic but the office still tries to find ways to everyone together.”
  • “Since COVID much has changed, but in the time of in-person work (and even now, though the novelty of video socializing has worn very thin), lawyers and staff were collegial. As a general rule, everyone from partner to staff works together and treats one another with respect.”
  • “Really depends on the office and practice group. …”
  • “I appreciate the firm's review structure—we have ‘flash feedback’ sessions throughout each quarter and more formal annual reviews to discuss the flash feedback. Each partners in my section has a very different style, and I've enjoyed being able to learn from each.”
  • “Partners are very respectful of associates. Transparency about firm decisions is at times all I could ask for, and at other times seemingly lacking.”
  • “The firm has been doing an improved job on transparency, particularly with respect to associate compensation, over the last year. There have been times where associates have recently indicated that they expect greater transparency from leadership, and I think that leadership has responded effectively.”
  • “For the most part, partners treat associates with respect and seem willing to give associates opportunities for hands-on experience in depositions, hearings, and trials.”
  • “In my experience, I receive a considerable amount of work. However, my bosses are very flexible and do not micro-manage me. They care [about] the results and billable hours more than the amount of hours I'm connected in the computer.”
  • “The firm recently offered a new credit for 50 hours of diversity-related efforts, which brings the billable requirement to a much more reasonable goal when coupled with the pro bono 150 hour credit towards the minimum. We are busy, but the partners will work with you to distribute work to keep anyone from being overwhelmed.”
  • “Corporate work is inherently a roller coaster. I have had weeks that feel very busy and weeks where I do not have much going on. So far, it seems to balance out. The lack of predictability can be frustrating, but I think it's just part of the job.  The firm tried out an ‘integration hours’ program this year that allowed first years to log time spent on certain training, meeting attorneys via zoom, and reading over deal documents outside of specific assignments. For the first couple of months, these activities count towards our billable requirements. This greatly eased the stress of being ‘on track’ for hours right away and gave us some time to ease in to practice and develop a work flow with less immediate pressure—and incentivized taking time to seek out mentorship and meet a variety of people.”
  • “Probably too much work, but it is all high caliber and interesting and generally people are flexible with when/where the work gets done. Also, leanly staffed so we get great experience, and I've generally felt that I get to do the next "level" of work before my peers at other firms.”
  • “The base compensation and bonuses are market amounts with a 2,000-hour billable requirement. If you bill 2,400 hours (no matter how much more), you will get an additional bonus that is ~20% of your base bonus at the 2,000 hour amount.”
  • “Compensation and billable-hours expectations are very transparent and fair. The firm also allows up to 150 pro bono hours and 50 diversity and inclusion hours to count as billable each year, which makes a big statement about the firm's values and priorities.”
  • “The Fall 2020 COVID bonus was a big letdown, but the firm compensated for it by providing market Spring 2021 COVID bonuses [with metrics that are ahead of the market (i.e., lower than standard hours target)].”
  • “I spend most of my time on substantive legal work that I feel is appropriate for my level (first-year). I draft and revise diligence memos and exhibits (and of course review the documents on which these are based), draft and revise ancillary agreements (as well as key transaction documents for smaller deals), monitor and manage new document uploads to the data room, draft organizational documents, maintain closing checklists, work with paralegals on closing binders, and keep notes on calls—among other tasks.”
  • “One of the best things about working at Hogan is that the firm provides opportunities for interesting and substantive work to its juniors.  For instance, in my first two years, I've been able to lead a client interview, second chair five depositions, and draft subpoenas to government agencies.”
  • “I have absolutely loved the substantive legal work I've received at my level. I've had 30 trial days in the past 14 months, and have argued motions and taken witnesses myself. I spend very little time on the same type of work I was doing as a more-junior associate, and can regularly hand off low-level research and drafting assignments to junior associates while providing appropriate oversight.”
  • “I am currently in the pro bono rotation and have had extremely substantive work, like drafting full briefs and motions and representing clients.”
  • “Highest-level work on biggest-profile cases.”
  • “Since the pandemic began, we have been receiving training on the use of technology and how to be more efficient.”
  • “The firm offered a stipend for technology expenses due to COVID remote work circumstances.  There is room for improvement in terms of the software and technology used at the firm.  However, those upgrades are currently being implemented.”
  • “The firm has done an exceptional job implementing technology solutions during the work-from-home environment.  I have had limited issues adapting thanks to our IT team's work facilitating this transition.”
  • “They gave us a remote working stipend, which was helpful. The IT team is very accessible. The wait times are very short (less than 2 minutes usually, if at all).”
  • “The firm takes a comprehensive approach to ensuring wellness. It sponsors wellness events including yoga, healthy eating, and mindfulness meditations. They ensure that those aspects are baked-in to the onboarding curriculum as well. I believe that speaks volumes to the firm's dedication to physical and mental wellbeing.”
  • “I think there is buy-in toward wellness initiatives and they exist. It's just that we work a lot and are often too busy to participate in such initiatives.”
  • “The firm has done a good job of offering counseling at no charge and in a private location in the office. The firm has made sure each attorney and staff member has access to PPE to protect from COVID.”
  • “The firm is trying hard, particularly amidst COVID.”
  • “The firm does an exceptional job in training. The Hogan Lovells Launch program allowed us to get hands-on experience working with experts in the respective fields of litigation, regulatory law, and corporate work within the first few weeks of work. I think the client interviewing workshop really helped me as I interacted with pro bono clients during my rotation. The firm also takes a comprehensive look at training. This includes racial bias training as well as presentation by other affinity groups. I believe this means that the firm puts its money where its mouth is by setting aside time to ensure a collaborative and diverse work atmosphere.”
  • “The firm just implemented a formal sponsorship program for diverse attorneys. I have several informal mentors who attended my law school and are in my affinity group.”
  • “The firm sponsors a variety of trainings for associates that range from subject-matter specific, to more general professional development. These formal trainings tend to be very useful and well run. I personally would appreciate more coaching/mentoring on a more informal basis.”
  • “I have had fantastic mentors as Hogan Lovells, and mentorship has been probably the feature I have most valued at the firm. The firm's training is also very well organized and very helpful. They hire actors and have real time training scenarios to prepare you for depositions, hearings, and trial.”
  • “I do not have a good sense of the partnership track, although I know senior associates will generally spend a year or two in a counsel position before reaching junior partnership.  The firm does employ a confidential career counselor who can help develop an exit strategy, which I think is really valuable and shows the firm's commitment to maintaining business relationships with attorneys after they leave the firm.”
  • “My career outlook has changed dramatically over the past six months. But Hogan also has an individual (a former partner named Bob Duncan) who focuses on helping associates and other attorneys plan their careers—whether in house or at the firm. Bob is an incredible resource, and I cannot thank him enough for his guidance. It was incredibly smart for the firm to encourage this work.”
  • “As with many mega firms, promotion to partnership, from starting as a first-year associate, isn't the clearest path. Not saying it can't be done, because it has, but it's not something that I expected when I took the job. And it's not something I expect now.”
  • “Partner is a long path as with many law firms, especially since counsel seems to be a common stepping stone. … Counsel is an easy option for senior associates who don't want to be partner. The firm is very open about people going in-house and helps them find good landing spots (full time career advisor). Partnership process is somewhat open in that there is a process for the year beforehand with lots of conversations.”
  • “I am very proud of the firm's pro bono practice. It gives younger associates the chance to take on significant matters (for example, as a first year I ordered a dispositive motion in federal court for a pro bono matter) and work closely with partners, and the work we do on a larger scale is significant. Up to 150 pro bono hours count towards our billable goal, and the firm heavily encourages each attorney to complete at least 25 hours of pro bono each year, which is largely met with success.”
  • “The firm does a lot of pro bono and promotes pro bono heavily. There is a pro bono rotation for first years in New York and D.C. during which you do exclusively pro bono work for 4 months and it all counts as billable, including pro bono administrative work. That said, your pro bono hours otherwise don't count until you hit 1,850 billable hours. But the firm does have really cool pro bono cases, especially because there's such a strong appellate team in D.C. The firm also recently pledged to combat new restrictions on the right to vote and has assembled a team of lawyers across the U.S. to find and analyze cases and litigate restrictions. I have worked on criminal appeals, voting rights advocacy, immigration matters, domestic abuse and divorce cases, and gun reform matters.”
  • “Hogan Lovells is great at encouraging not only pro bono, but interesting pro bono. If associates want to do a specific kind of pro bono work either by subject-matter (e.g., domestic violence, voting rights, immigration) or by legal practice (local court, appellate, corporate), it's available to them with the support of the pro bono team and the firm's non-profit partners. Better yet, however, is that if an associate wants to do a new kind of pro bono work, the firm is willing to find new non-profit partners and put the resources of the firm behind a committed associate.”
  • “The pro bono department is excellent and does incredibly important work.  I have recently worked on reproductive rights pro bono cases, an access to health care brief, a voting rights case, and an asylum case.”
  • “There is no doubt that diversity is very important to the firm and the past year, the firm has been listening and learning. There is still more work to be done but at least we have the ear of management. The firm has also started giving 50 hours of ‘billable" credit for diversity-related work.”
  • “I believe this firm leads the way in diversity and inclusion efforts. The firm CEO, Miguel Zaldivar, ensured the global head of diversity and inclusion was made a direct report to him. The firm hosts several affinity groups and they keep increasing. Recently, the firm launched an affinity group for first-generation college and law school graduates. I believe that the attorney personnel make-up of the firm speaks to the firm's commitment to ensure diversity amongst its ranks.”
  • “The firm has been very focused on racial diversity over the past year. It seems to be reflected in their hiring and public programs/statements. The firm also created a sponsorship program for diverse attorneys and is trying to improve the pipeline for diverse partners.”
  • “While Hogan's partnership level is mostly white, male, and straight, Hogan is making efforts to promote diversity in promotions/recruitment. One initiative is the Mansfield Rule, which requires that at least 30% of the candidates for promotion include diverse candidates.”

Why Work Here


Diversity at Hogan Lovells

"Overview & Strategy Diversity and inclusion play essential and integral roles in achieving our goals as a global law firm. With over 3,000 lawyers operating out of more than 50 offices in Africa, Asia, Australia, Europe, Latin America, the Middle East and the United States, we celebrate the wide range of cultures, backgrounds and histories represented by the people who work at Hogan Lovells. We are proud of our diversity record, particularly our recent achievements in laying the infrastructure to ensure increasing diversity and..."

Getting Hired Here


  • “In the past, the firm has typically hired from T14 schools, but I think as part of the push towards more diversity, the firm is planning on recruiting from other schools. I think that is a welcome change and long overdue.”
  • “The firm has high standards in terms of grades, but really is looking for someone who is professional, personable, and confident.”
  • “I think clerkships and work experience are incredibly desirable for new litigators.”
  • “I believe the firm is very competitive regarding their hiring process. The firm is interested not only in top students from top law firms but also in good attorneys that have proven to be valuable and hardworking. While school attended, grades and clerkships are important, the firm is also interested in attorneys who have experience and are willing to work and learn. The hiring process usually involves interviews with various members of the firm including partners, associates and even foreign law clerks. We provide our feedback on each candidate and a committee meets to evaluate each of the candidates.”
  • “What do you expect from the firm and why did you become interested in it?”
  • “One that stuck out was: ‘Walk me through a problem you faced as a law clerk last summer and how you solved it.’ But mainly, I think having a good, unique answer for, ‘Why Hogan?’ is the most important. Hogan was my top choice firm and I made that clear, and think that helped me get the job.”
  • “The firm asks questions about prior work experience, experiences working in a team, leading a team, working on deadlines, legal areas of interest, and interests outside of work.”

Perks & Benefits