I dialed in on a special Leopard Solutions training class where they invited Jones Day to talk about their firm and hiring requirements.  The firm is somewhat unique and their hiring requirements are fairly rigid, so I thought I would share what I learned for other people who weren't on the call.

The panel consisted of:
Kristen Edwards, Firm Manager of Lateral Recruiting
Jolie Blanchard, Firm Director of Recruiting
Greg Shumaker, Firmwide Hiring Partner

The firm started in Cleveland, but is truly a global platform today, with 2600 lawyers in 32 offices.  1850 lawyers sit in the US, and the rest are in Europe, Asia, Australia & Dubai (their newest office).  The firm offers 23 practice groups.

Jones Day's compensation model is based on meritocracy, as opposed to lockstep.  Seniority is "irrelevant."  Compensation is subjectively based on "contribution," with contribution consisting of dollars brought in, hours billed, recruiting efforts and mentoring, among other things.  Compensation is decided each year by the Managing Partner.  Shumaker concedes that a meritocracy system is controversial with lateral hires because it is not transparent, but he insists that the system is superior and that people like it, once they experience it.

Jones Day is very private about money matters.  They don't release revenue numbers or Profits Per Partner figures.  Shumaker says that if you've seen these numbers around, they didn't come from Jones, Day.

Their governance structure is very old school.  They have one integrated partnership with one pot of money, not the web of partnerships and corporations that you see with other firms.  The Managing Partner makes all management decisions and grooms/selects his successor (historically all males).  Partners don't have a vote.  Shumaker says that this model is good for cultural continuity and that the firm isn't subject to the whims of the majority.

Shumaker also reported that because the firm has no "eat what you kill" incentives, clients are referred to the right practice group for their immediate needs and move to another practice group for other needs.  He says that this results in high client satisfaction.

Reputationally, the firm ranks #23 on the Vault List (voted by associates), ranks at the top of the BMI client satisfaction survey and in the top 5 on MLA's lateral partner satisfaction survey.

The firm is "rock-solid" financially and works hard to reinforce its culture as one fully integrated firm, not a web of offices or practice groups.  They don't consider themselves to have a "headquarters," although you will sometimes see Cleveland or DC listed.

Consistent with this full integration model, all recruiting is coordinated through one person in one office -- Kristen Edwards in Cleveland.  Kristen coordinates 8,000 lateral submissions every year.  All submissions are honored for six months.  Even if you have a relationship with a local partner or internal recruiter, you must cc Kristen on submissions -- kgedwards@jonesday.com <mailto:kgedwards@jonesday.com> .  The firm reserves the right to refuse to pay fees if Kristen isn't in the loop.  She says that she doesn't interfere with relationships, but that their entire system is built around this integration model.  This requirement is also a provision in their standard fee agreement.

Regarding lateral partner needs, the firm rarely communicates a need formally.  And they don't generally turn to recruiters for partners until they've exhausted all internal contacts and relationships first.  Having said that, Kristen confirms that they will look at presented partners on an opportunistic basis, and she is happy to forward blind profiles (or you can reach out to the local partners directly with a cc to Kristen).  They would like to see client lists as early in the process as possible to identify conflicts.

Tracy Thrower Conyers, Esq.
Legal Search & Placement Consultant
tthrower@lucasgroup.com