As part of the Foley team, you’ll have the resources you need to build on your experience and advance your personal and professional goals. Whatever your level, we want you to succeed here, and we’re committed to supporting you to the fullest.
Why Foley
People Are at the Center of Our Culture
We’re dedicated to creating a culture of inclusion where a diverse spectrum of people have the opportunity to excel. Only by recruiting, retaining, and promoting people from a variety of backgrounds who bring their unique talents and perspectives can we truly understand the global marketplace and deliver innovative legal solutions to our clients.
Incoming Attorneys Start on a Level Playing Field
A smooth and supported onboarding and integration experience is critical to the success of our attorneys at all levels, from established partners to recent law school grads. Foley’s expanded and improved integration program offers consistent onboarding across the firm while providing a platform to create a customized plan for each new attorney.
Professional and Personal Growth is a Priority Here
Professional Development: We provide training to our attorneys at all levels through Foley Academy, which encompasses legal and professional skills, business development, and business of law curricula. This includes tenure-based programs such as New Associate and Newly Promoted Partner orientations and the Annual Senior Counsel Meeting.
Coaching: We’re pleased to offer dedicated in-house executive coaching resources for our attorneys. Coaching at Foley is always a confidential and collaborative process intended to help our attorneys unlock their potential, optimize their performance, and live a more intentional and balanced life.
Mentoring: We want our attorneys to have a fulfilling legal career at Foley, which means providing them with the resources needed to meet their professional goals and achieve success. That’s why every Associate, Senior Counsel, Patent Engineer/Agent, and Technical Specialist is provided a mentor. In addition to building a trusting and meaningful relationship with mentees, mentors are there to support professional development and integration.
To learn more about how we support and develop our attorneys over the arc of their careers and enhance engagement and professional satisfaction, click here.
Our Sector-Driven Platform Enables Individual Practice Growth
We organize ourselves around key industries, enabling us to bring multidisciplinary teams together to solve our clients’ toughest issues. Attorneys that plug into sector teams are able to grow their practice and profile by leveraging a sector’s collective knowledge base. By affording opportunities to work collaboratively with each other, more ideas are generated and clients’ needs are met holistically.
SEARCH FIRM REPRESENTATIVES
Foley requires that search firms have a fee agreement in place prior to submitting a candidate for consideration. If you don’t have a fee agreement with us, or if you have questions about candidate submissions, please contact the appropriate legal recruiting team member below.
For non-partner candidates, contact Renate Gray, Manager of Lateral Recruiting.
For partner candidates, contact Laura Lau, Manager of Lateral Partner Recruiting.
More on Attorney Support and Development
Frequently Asked Questions
Ready to learn more about joining Foley? Here are answers to some of the questions we hear the most. If you don’t find the information you need, please reach out to the appropriate lateral recruitment contact listed in this section.
A. For information on career opportunities and the direct submission process, please visit our Career Center.
A. You should submit the online application form and upload a resume and law school transcript. If you’re applying for a position in our IP Department, please also upload a transcript from your undergraduate, and if applicable, graduate studies.
A. Yes – you may apply to any Foley office(s) in which you have an interest.
A. You’ll receive an email from us confirming receipt of your application. You’ll also receive an email inviting you to provide self-identification information. Foley & Lardner LLP is an Equal Opportunity/Affirmative Action Employer and complies with all applicable federal laws and their implementing regulations that require the collection and recording of certain data and information. The information we receive will not be used to make any decision regarding employment and will be kept separate from your application. Similarly, self-identification information is kept confidential and used only in accordance with applicable federal laws and regulations.
A. You should expect to speak with a mix of partners and associates from practice areas that interest you. Your meeting, whether in-person or virtual, will provide you with an opportunity to learn more about Foley and for us to get to know you. You’ll receive your schedule and any other relevant details in advance of your interview date. If you’re traveling for an in-office interview, the firm has a dedicated travel agent that is available to assist you with your reservations.
A. We reimburse travel expenses incurred by lateral candidates when they’re traveling for in-office interviews. We offer direct billing when possible. Lateral candidates submit travel expenses to the lateral recruiting manager.
A. For lateral candidates, our lateral hiring team will review your candidacy. Our goal is to move the process along quickly and provide feedback to you shortly after your interview date.
If you have questions about the status of your candidacy, please contact:
- Non-Partners: Renate Gray, Manager of Lateral Recruiting
- Partners: Laura Lau, Manager of Lateral Partner Recruiting
- Patent Agents: Steve Fundarek, Legal Recruiting Senior
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