At Cooley LLP, 95 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 802 employee surveys, with a 90% confidence level and a margin of error of ± 2.18. It was published on Sep 11, 2017. 21348 Visitors

What Employees Say

I'm proud to tell others I work here.
98%
 
Management is competent at running the business.
97%
 
Management is honest and ethical in its business practices.
96%
 
Management trusts people to do a good job without watching over their shoulders.
96%
 
People celebrate special events around here.
96%
 

What They Do

We asked Cooley LLP to explain what they do. Here is what they had to say.

Clients partner with Cooley on transformative deals, complex IP and regulatory matters, and bet-the-company litigation, where innovation meets the law. We strive to maintain an environment of inclusion. Proudly one of Fortune’s “100 Best Companies to Work For.”

About this Company

Website: www.cooley.com Industry: Professional Services
US Headquarters: Palo Alto, California, 94304 US Sites: 10
Major Locations: Boston, Massachusetts, 02116; Broomfield, Colorado, 80021; Los Angeles, California, 90401; New York, New York, 10036; Palo Alto, California, 94304; Reston, Virginia, 20190; San Diego, California, 92121; San Francisco, California, 94111; Seattle, Washington, 98101; Washington, District of Columbia, 20004 US Employees: 1,892
US Revenues: $974 million Worldwide Revenues: $974 million
Employees Worldwide: 2,055 Corporate Structure: Partnership; Private
Founded: 1920

The Cooley team competes at the Cycle for Survival event in San Francisco.

Perks and Programs

We asked Cooley LLP to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Health Club Reimbursement: Cooley offers up to $65/month reimbursement on health club dues, yoga classes, tennis lessons, and other fitness activities. We also cover a one-time initiation fee of up to $350 at a health club of the employee’s choice and have negotiated membership savings at several health clubs.
  • Back-up Child Care: Cooley teams with Bright Horizons Family Solutions to offer the Back-up Care Advantage Program to assist our team members in balancing unexpected and competing demands of work and family. Back-up care includes in-home and center care for both children and elderly parents.
  • B.well Program: The b.well initiative encompasses both physical and mental health and it has proved immensely popular throughout the firm as it encourages greater health knowledge, engagement and activity. Through the b.well initiative, we offer a wide range of programs and services to our people, ranging from free on-site biometric screenings and flu shots to health/wellness coaching as well as fitness and nutrition programs. Cooley also teamed up with Virgin Pulse to offer a new digital platform designed to encourage our people to make healthy choices and to reward them for accomplishing their goals. Everyone who signs up receives a $150 credit to be used to purchase a Fitbit of their choice at the Cooley Fitbit store.
  • Flexible Schedules: By facilitating work-life balance through alternative work schedules, Cooley and its clients benefit from the recruitment and retention of experienced attorneys and staff while the employee retains the opportunity for continued professional growth, training and career advancement in a flexible environment.
  • Tuition Reimbursement: Staff are encouraged to take advantage of relevant seminars, certification studies and other continuing education options to further their personal and professional development. Cooley will reimburse up to $3,000 per year for continuing education tuition.
  • Leverage Concierge: All Cooley people have access to Leverage Concierge, which provides free referrals for personal services including, but not limited to: entertainment, travel and vacation planning, event planning and dining accommodations. In addition, Leverage errand running services include a network of highly trained and qualified concierge specialists to run errands and serve employee’s needs. Errands may include, but are not limited to: car maintenance, holiday shopping/returns, floral delivery, post office services, waiting for utility personnel, etc.

COMPENSATION BY THE NUMBERS

85% Company-paid health coverage for employees (for Employees that earn $65K-$125K) 70% Company-paid health coverage for dependents (for Employees that earn $65K-$125K)
85% Company-paid health coverage for part-timers 50% schedule (20 hours/wk non-atty; 17.5 hours/wk atty) hours Weekly hours required for part-timers to receive health insurance
$3,000 Maximum Tuition Reimbursement
Cooley's summer associates gather at Seascape in Aptos, California.

WORK-LIFE BALANCE BY THE NUMBERS

32 days Paid time off after one year of full-time employment 32 days Paid time off after one year of part-time employment
10 days Paid sick days after one year of full-time employment 10 days Paid sick days after one year of part-time employment
32 Days Paid time off as of first day of full-time employment 32 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option
  • Job sharing (1% use it)
  • Compressed work weeks (1% use it)
  • Onsite Amenities (free parking, monthly/weekly on-site breakfast, onsite classes/demonstrations, chair massages, onsite yoga/mindfulness classes)

FAMILY CARE BY THE NUMBERS

130 days Job-protected maternity leave (including FMLA/STD) 80 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
168 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
35 days Fully-paid paternity leave (does not include personal vacation or paid time off)*23 days Average length of paternity leave new fathers take
130 days Job-protected parental leave for adoptive parents (including FMLA)*80 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

8 hours Paid time off to volunteer $37,420,973 Philanthropic donations in last year
5 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program
Yes Locally-sourced food program

Diversity

  • Director of Diversity and Inclusion is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Employees reentering the workforce
  • 2 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
A Cooley softball team from the Palo Alto office celebrated their second PALSL (Palo Alto Lawyers Softball League) championship in the past six years.

DEMOGRAPHICS

 
Cooley partners get messy during a pie throwing fundraiser outside of Cooley's San Diego office.

How to Get Hired

We asked Cooley LLP for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Cooley’s greatest asset is undoubtedly our people. Five years ago, our partnership undertook the task of identifying the key skills and attributes of successful Cooley lawyers, and these core competencies now typify the prospective employees we seek. We are looking for entrepreneurial professionals who are committed to serving our clients, energized by innovation and dedicated to shaping Cooley's future. It is important that our attorneys are able to analyze complex legal issues, communicate clearly and persuasively, manage time well and generate high-quality work. We also value demonstrated initiative, teamwork, maturity and judgment. We hire candidates who have the potential to grow into our identified competencies and embrace the endless opportunities that arise from our dynamic and supportive culture.

What can prospective employees do to get your attention?

One of the best ways for prospective employees to get our attention is to present their interest in Cooley in a focused and thoughtful manner. Our hiring partners want to see candidates who not only know who we are and what we do, but who can articulate how they see themselves contributing to our practice and culture. During the interview process, it is also important for candidates to ask candid questions that are important to them. We believe the interview process is an opportunity for both the candidate and the firm to engage in a thoughtful dialogue about their respective futures and candidates who do so will distinguish themselves from those who take a more passive role. Lastly, it is important for candidates to stay genuine throughout the hiring process. We value those candidates who recognize the value of being true to their own interests and passions.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Our firm is always interested in hiring exceptional people. Cooley’s website contains a regularly updated listing of our openings and is the best place to get a sense of our current hiring needs.  

What should interested candidates do to find out more and get started?

Cooley’s website contains a regularly updated listing of our openings and is the best place to get a sense of our current hiring needs. If a job posting does not presently exist for a certain practice group, interested candidates should contact our recruiting team to see about being considered opportunistically. Candidates should also search the “People” section of our website, or their personal network to determine if they know any of our current employees. We have a strong employee referral program through which our current employees can recommend qualified candidates they have worked with previously. This program is beneficial to the candidates, as well as the firm, and we make many hires through employee referrals every year. Individuals seeking additional information on the firm should follow Cooley’s robust social media presence to get a comprehensive view of our culture and platform.

hiring Outlook

28 Forecasted positions to fill in coming year 6% Job Growth
31 Average applicants per opening 10,433 Total job applicants
3% New hires by employee referrals 1% Openings filled by current employees
55 Recent graduates hired 8% Voluntary turnover for full-time employees
5% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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