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Overview

Introduction

 

At Boston-based Mintz, associates feel they are truly part of a team. They appreciate leadership that is open to ideas, feedback, and questions. And they receive great training and mentorship, including through ample pro bono opportunities. The firm initially focused on real estate and the banking industry, with an interesting early niche of representing theaters and motion picture chains, but it has expanded into nearly every conceivable practice area.

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 1st Year Associates Hired (2020)



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No. of Summer Associates (2021)



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Base Salary

Class of 2021: $202,500...

Vault Verdict

In addition to great credentials, Mintz values a candidate’s personality. Attorneys are friends and teammates, and they socialize frequently—but without the expectation of giving up their personal lives. The firm puts real effort into transparency—associates appreciate the regular meetings hosted by the managing partner where they can ask questions and speak freely. They are also pleased with their work-life balance; while there are busy times, they feel the billable-hours requirement is fair. Although bonuses are slightly under market, most associates are satisfied with their take-home pay, especially considering salary increases in recent years. Associates get work that they feel is commensurate to their level but challenging enough to provide continuous development. Training op...

About the Firm

 

A Boston institution since 1933, Mintz is now a national powerhouse, claiming such blue chippers as Biogen and General Electric as clients. Bay State pedigree notwithstanding, Mintz’s growth has been centered in the financial markets in New York, regulatory circles in DC, and IP-rich tech and biotech hubs of San Diego and San Francisco. 

From Coast to Coast

Founded more than 85 years ago, Mintz has grown from its New England roots. The firm initially focused on real estate and the banking industry, with an interesting early niche of representing theaters and motion picture chains, but it has expanded into nearly every conceivable practice area. The firm has grown geographically as well and now has strongholds on both coasts and a branch in London. Mintz...

Associate Reviews


  • “Overall, Mintz has a great culture. People are friendly and willing to help out whenever you ask; there is no competitive environment, and it is a true team atmosphere.”
  • “Mintz is a very social firm. Prior to the pandemic, we would get together for happy hours after work and monthly lunches. Colleagues often go out of the office during the day for coffee.”
  • “Socializing in the remote environment can be difficult, but the firm has done a great job giving us options. Different practice groups have weekly or monthly lunch meetings to catch up, where everyone shares what they are working on. There is also a firm associates’ committee that is given a budget to hold events for their class year once a quarter, which is fun!”
  • “Mintz is friendly and social, but people also have families and social lives outside of work. I think it's a nice balance—I have great friends at work, but Mintz is not my whole life like some other firms can be. It has been harder during the pandemic, of course, but we have still managed to have virtual events and gatherings and people are still interested in staying connected and spending time together socially.”
  • “Partners have a genuine interest in seeing the associates succeed. They provide excellent opportunities for growth and case handling from start to finish. We have quarterly associate meetings to discuss internal policies that assist with the transparency between associates and the policy committees.”
  • “Our managing partner, Bob Bodian, hosts associate meetings giving us a chance to ask questions, give opinions on policies, or voice any concerns without judgment or retaliation. Issues we have identified at these meetings are quickly and transparently taken care of within a short period of time. I give the firm a lot of credit [for giving] the whole associate community a voice rather than just the [Firm Associate Committee].”
  • “Firm leadership is very transparent. Members (partners) take a vested interest in associate development and have an open-door policy. Reviews are conducted twice a year, once at midterm and once at the end of the fiscal year.” 
  • “The individual partners show associates a lot of respect, and I've found multiple great mentors. The firm genuinely makes an effort to be transparent about performance, finances, and reviews.”
  • “There is plenty of work to go around, and I am always busy. I have substantial flexibility in where and when I do my work. The firm's billable-hour requirement is typical for big firms and reasonable in that context.”
  • “It is high-volume, fast-paced work, but I think the firm does a good job distributing the burden and providing flexibility when needed.”
  • “The [hours target] is a fairly-standard 2,000 hours per year with incentives for hitting 2,100; 2,200; and 2,300 [hours]. Also, if you hit 1,850 billable hours, pro bono hours start to count towards the above-mentioned cutoffs.”

From the Firm: The firm’s target hours’ threshold for receiving a bonus is 2,000 total hours. This includes at least 1,850 billable hours plus time spend on pro bono, training, and other special projects once the billable hours are met.

  • “As a litigation associate, I feel I've been able to consistently hit the sweet spot of 40-45 hours billed a week. Some weeks it is a lot more and some it is less. The assignment coordinator system seems designed to distribute work fairly and sensibly, and as far as I can see, it does this job well.”
  • “We recently received a new bonus and compensation scale, which is comparable with the Cravath scale, which was a really pleasant surprise. I am happy with my compensation and think the compensation structure is fair.”
  • “Bonuses are a little under market from what I understand. That said, I happily will take the hit in the bonus for enjoying everyone I work with and the clients I represent.”
  • “Compensation has greatly improved over the last couple of years. Bonuses are still a little below market, but are now much closer, and base compensation is at market.”
  • “Mintz salaries are on par with those at other large law firms. The bonuses are generous and, while not as large as at some other firms, are commensurate with the work-life balance that is achievable at Mintz.”
  • “As a junior litigation associate, I am doing my fair share of document review; however, I have also done a ton of substantive work—legal research and writing, assisting with filings, assisting with deposition preparation, etc. I have also had a lot of client contact and have already had a great experience with a pro bono matter.”
  • “I think I am given tasks at my level and above the level of work my peers at other firms are receiving. I am often engaging directly with a partner at another firm on negotiations, calls, and back-and-forth letter exchanges, etc. I am now often running case teams, determining case strategy, taking/defending depositions, preparing substantive pleadings and briefs, and arguing in court.”
  • “As a senior associate, I work on all aspects of a case, including developing case strategy. We are provided a multitude of excellent opportunities on our case teams.”
  • “I work on a wide variety of VC, capital markets and M&A transactions. In each case, I have a role that is commensurate with my experience. I consistently find myself across the table from associates who have been practicing longer than I have, which I take as a welcome sign that my firm does a good job of developing its associates' careers quickly.”
  • “Everything has been pretty smooth in terms of working remotely. You really could not tell a difference from a technological standpoint.”
  • “I am generally able to work as effectively from home as I am in the office on my firm laptop and VPN. The firm also gave all attorneys $1000 to expense towards home-office setups during the last year of working from home.”
  • “Our tech team is fantastic, responsive, knowledgeable, and always ready to assist. I've never had a problem they can't fix.”
  • “The firm has joined in the ABA Wellness [Pledge] and provides external counseling free for all employees. We have a lot of great resources to turn to for our health and wellness, including fitness reimbursements and other fitness perks (like yoga and mindfulness trainings).”
  • “We have regular coaching programs that allow for open discussion about setting boundaries and professional development which are great. There are a bunch of other wellness programs as well that firm frequently offers.”
  • “Lots of wellness initiatives, though it's not clear how utilized they are.”
  • “The firm offers all manner of wellness support and has often reached out to employees during the last year regarding COVID in particular.”
  • “Every associate gets assigned an associate mentor, and that person rotates every year. In addition, there are frequent, required trainings. As a first year, you attend a ‘base camp’ to learn the nuts and bolts of litigation. This gives you good grounding before you start dealing with assignments.”
  • “The firm has its own internal professional development department that puts on extensive trainings as well as a formal mentoring program for all associates and new partners.”
  • “Formal training is less structured but not sink-or-swim. Firm has structured and unstructured (depending on individual attorneys on both sides of the coin) opportunities for mentoring, with a greater emphasis on more-junior attorneys.”
  • “We have a great mentoring program—formal mentors are assigned and encouraged to meet as often as monthly. Mentors get a small budget to take mentees to lunch (or, virtually, for each the mentor and mentee to order lunch) to encourage regular meetings. Once you reach a certain seniority, you get a partner sponsor. People are also extremely willing to be informal mentors—I have several and everyone is always eager to help in this way. Partners really take the time to invest in mentoring associates. …”
  • “Making partner is difficult at the firm, but there are also non-partner roles, such as of counsel, that associates can transition to. It helps with retention of senior associates to know there are other paths to take at Mintz when we are committed to the job.”
  • “I think promotion is realistic, though our usual track is about 10 years. As a lateral, I like that—it gives me more time to get to know more people, establish my reputation, and also decide what I want to do with my own career and future. There are of counsel roles available and there are off-track associates who remain associates seemingly indefinitely (who want to do so). This is not an ‘up or out’ firm. People who do leave tend to go in-house with clients. The partnership process is somewhat transparent, and I am learning more about it as I become more senior.”
  • “Promotion to partner is realistic, but different practice groups have different load-balancing considerations. [A] special counsel role is available for off-track associates. [The] firm has assisted in placement of attorneys outside of the firm, although I am not personally aware of the frequency at which this actively occurs. The partnership process is relatively transparent.”
  • “If you want to make partner, you can. Mintz brings on far fewer associates at junior levels than other firms, and part of that is because of a commitment to make partnership a realistic goal. Senior associates regularly transition in-house, most often in the corporate group, but also for those in litigation.”
  • “Pro bono is widespread and respected at the firm. I've never been told to give pro bono work a lower priority than paid work. I've gotten to help with several asylum petitions at this point. It is a great way to give back and meet new people at the firm. People come from all different sections to join the same team for a pro bono project.”
  • “Mintz is a leader in pro bono work and invests significant resources in both impact litigation and individual matters.”
  • “Pro bono work is highly encouraged and available at Mintz. We have one partner who is fully devoted to running the pro bono programs at the firm and she is a great resource for finding pro bono work that works for your interests. I've had experience in working on domestic violence cases, eviction cases, as well as legislation pertaining to human trafficking. Additionally, pro bono hours can be used to hit the bonus threshold.”
  • “The firm does an amazing job at promoting pro bono programs/initiatives. This is truly one of the strong attributes of the firm.”
  • “We have a very engaged affinity group of minority attorneys, one of the strongest I've seen or experienced. We also receive up to [24] hours a year in creditable time for diversity-related activities. Our parental leave policy is very generous, and the firm has also implemented a new ramp down/ramp up policy for those taking extended leaves of absence, which is so very helpful for new parents to reintegrate. Back-up childcare benefits are also very handy in a crunch when your standard childcare is unavailable.”
  • “There is a very active and very visible LGBTQ+ community at Mintz.”
  • “The firm actively promotes diverse attorneys and has several initiatives geared towards their hiring, mentoring, and retention. The firm offers creditable work for these initiatives and related activities.”
  • “The firm has put forth significant resources over the last year to promote diversity within the firm regarding race and ethnicity. This includes multiple scholarships at HBCUs.”
  • “The firm recently formed a new position to lead diversity and inclusion efforts. In addition, the firm has consistently pushed for diversity initiatives … and the incoming classes of associates are significantly more diverse.”

Why Work Here


Diversity at Mintz

"Mintz's commitment to inclusion is driven by its diversity mission: "To fully understand and value diversity in its employees, clients and other constituencies, and to integrate this appreciation into the firm's values, vision, mission, business, operations, culture, policies and practices." We adhere to a strict policy of equal opportunity, and value and foster diversity in our employees. For us, a commitment to diversity is not limited to quantitative goals, but being guided by a core value to promote a culture that is truly inclusive of..."

Getting Hired Here


  • “The firm looks for top candidates with the best grades from the top local law schools. We have standard policies for interviewing and are always looking for someone with a good personality fit as well.”
  • “The Boston office hires a lot of people from Boston College as well as the other Boston law schools. While there is a GPA cut-off to get an offer as a first year, the firm does seem to care about personality fit as well.”
  • “We are quite competitive—we get a lot of applicants for a small summer class. Clerkships are valued, as is law school attended and demonstrated interest in being and remaining in Boston. I think we are increasingly looking for diverse candidates. …”
  • “Top law schools are important, but I think it is more about hiring students who can show they worked hard and didn't just go through the motions in school.”
  • “Nothing out of the ordinary. Questions are largely up to the individual interviewer, though there are certain topics (leadership, teamwork, etc.) with suggested questions for the interviewer's reference.”
  • “Mostly open-ended questions to get the applicant talking and showing us how they think.”
  • “It was a very informal interview. They asked about some of the positions I had before starting the firm, my interest in Boston, and any areas of litigation that I had a particular interest in.”
  • “The firm is looking to make sure there is a good personality fit (as most firms do). There is an understanding if you are interviewing you can do the work—but will you fit well into the firm's culture?”
  • “The firm provides all laterals a mentor immediately, which helps with the transition no matter what your class year is. There are multiple trainings, and everyone is very welcoming in helping laterals to succeed.”
  • “I think Mintz did pretty well with lateral integration. I was hired around the same time as two other laterals, so we got to do trainings and things together which helped. People were very welcoming and helpful. I felt it did not take too long to adjust/settle in.”
  • “I joined the firm after completing a judicial clerkship, and it was a very smooth transition and appropriately paced onboarding process, i.e., the workflow after joining was just the right amount so I could get acclimated.”

Perks & Benefits