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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.”
| 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 |
PEOPLE's 2018 Companies that Care list (ranked 30)
Best Workplaces in Consulting & Professional Services 2018 (ranked 2)
Best Workplaces for Giving Back 2018 (ranked 41)
Best Workplaces in New York 2018 (ranked 6)
Best Workplaces in the Bay Area 2018 (ranked 2)
Best Workplaces for Millennials 2018 (ranked 13)
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.
| 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 |
| 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 |
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| 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 take | 60 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) |
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| 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 |
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.
| 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 |
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