The Tentative Definitive Vault Survey Tiers
I promised to create tiers for reference when completing your Vault surveys, but I’ve been juggling a demanding workload. If you haven’t submitted your survey yet, these tiers aim to highlight recent policy shifts, reports, and rumors regarding various firms. I’ve attempted to verify this information where possible, but I can’t guarantee its accuracy.
This document is editable for updates as new information emerges. If you think another firm deserves a mention, please comment or send me a direct message. It’s important to consider associate-friendly policies alongside strict return-to-office (RTO) requirements or unexpected bonus cuts.
# GOAT (Recommended Score: 10)
Milbank: Without question, the top firm out there. They created the renowned Milbank Scale and epitomize class, prestige, and confidence. Feedback may highlight Milbank’s outstanding practices in Banking, White Collar, and Bankruptcy/RX, their growing appellate team led by the now-cool Neal Katyal, favorable work/life balance, notable pro bono efforts, or other commendable attributes.
# Great Firms (Recommended Score: 9)
No one. Milbank reigns supreme, and any other firms receiving similar scores may reflect outdated notions of prestige or quality exit opportunities that overshadow Milbank’s rightful ranking.
# Potential Vanguards of the Proletariat (Recommended Score: 8)
Quinn Emanuel: No RTO in place.
Paul Hastings: Just the second firm to match Milbank, with no observable RTO policy.
# Fine Shops (Recommended Scores: 6-7)
Kirkland, Gibson Dunn: RTO policies exist but apparently lack enforcement.
McDermott: Approximately two-thirds of associates received above-market bonuses.
# Serviceable Has-Beens (Recommended Scores: 5-6)
Cravath, Wachtell, Skadden, STB: Milbank’s preferred choices for local counsel or conflict issues. These legacy members of the old “V10” have shown little progress regarding associate treatment in the past year. Scoring them too highly isn’t possible if Milbank is to remain at the top.
# Suspect (Recommended Score: 4)
Paul Weiss, Latham, DPW: RTO of four days. Although Latham may not be enforcing it, bonus deductions based on reviews linger in memory.
Wilson Sonsini: Implemented special bonuses but unexpectedly increased hour requirements. There are also concerns about how they handled associates who failed the bar exam the first time.
Goodwin: Widely rumored to have executed covert layoffs under the guise of performance reviews.
# Deeply Immoral (Recommended Scores: 2-3)
Proskauer, Wilmerhale: Four-day RTO with special bonuses tied to hours or attendance, implemented without notice.
Hogan Lovells: Everything Milbank is not. No special bonuses and they’ve lost Neal Katyal (who’s now cool).
# Ontologically Evil (Recommended Scores: 1-2)
Reed Smith: Disturbing reports of associates being terminated for “billing errors.” Allegedly, these issues arose from a team mistake, leaving associates vulnerable. Pregnant associates are said to have been left without insurance or maternity leave; it might be worth investigating further.
Sullivan & Cromwell: Enforced a five-day RTO (rumored to be six). While some have claimed this isn’t enforced, others insist this new policy is indeed being applied.
2 Responses
Thank you for putting together this comprehensive overview of the Vault survey tiers—it’s clear you’ve put a lot of thought into it, and I appreciate your efforts despite having a demanding job. It’s helpful to see the landscape of law firms articulated in such a way, helping associates navigate their options based on work environment and culture.
I do have a couple of thoughts regarding some of the categorizations. For example, while Milbank is definitely an industry leader, it could be interesting to see how some firms might balance their prestige with associate well-being, especially as we demand better working conditions across the board. I wonder if any firms currently sitting in the “Potential Vanguards” tier could rise to the top with more focus on associate support.
Also, while it’s important to highlight the negative practices some firms may have, it’s equally necessary to commend those making strides toward better policies for associates. Perhaps a category that recognizes firms that are actively changing for the better could encourage positive competition?
If more information surfaces or if experiences change for any of these firms, I’ll be sure to share or suggest updates. Thanks again for this initiative—it’s a great resource for the community!
Thank you for sharing such a comprehensive and thought-provoking survey of law firm tiers! Your insights into each firm’s policies, especially regarding return-to-office arrangements and associate treatment, are invaluable for professionals navigating these turbulent times.
I would like to suggest that, in addition to the ranking system you’ve established, it might be beneficial to include a section on the long-term implications of these policies on associates’ morale, retention rates, and career growth. For example, firms that support a flexible work environment and prioritize work/life balance often attract the best talent and retain associates who are otherwise likely to jump ship in search of better conditions.
Moreover, as the landscape continues to evolve, it could be interesting to track trends over time, such as whether firms listed under “Fine Shops” move up or down based on their responsiveness to associate feedback regarding RTO policies and overall workplace culture. This might provide a clearer picture of where the industry is headed and help associates make more informed decisions about their careers.
Additionally, while Milbank is a standout firm currently, it would be insightful to discuss how such rankings might shift with the next generation of legal talent emerging, who may prioritize diversity, equity, and inclusion alongside traditional prestige factors.
Looking forward to seeing how this conversation continues to develop!