At Goldberg Segalla, 91 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 534 employee surveys, with a 90% confidence level and a margin of error of ± 2.16. It was published on Jul 9, 2018. 15695 Visitors

What Employees Say

People celebrate special events around here.
98%
 
I am able to take time off from work when I think it's necessary.
96%
 
People here are given a lot of responsibility.
93%
 
I'm proud to tell others I work here.
93%
 
People care about each other here.
92%
 

What They Do

We asked Goldberg Segalla to explain what they do. Here is what they had to say.

Goldberg Segalla attorneys handle all forms of dispute resolution and provide proactive counsel to help our clients minimize and manage risk. We represent regional, national, and international clients, including numerous Fortune 100 companies, in a wide range of industries.

About this Company

Website: www.goldbergsegalla.com Industry: Professional Services
US Headquarters: Buffalo, NY, New York, 14203 US Sites: 20
Major Locations: New York, New York, 10017; Chicago, Illinois, 60606; Philadephia, Pennsylvania, 19103; St. Louis, Missouri, 63105; Miami, Florida, 33131 US Employees: 850
Employees Worldwide: 850 Corporate Structure: Partnership
Founded: 2001

Pajama Day

Perks and Programs

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

  • Diversity Task Force: To put our nationally recognized commitment to diversity into practice, we long ago established a Diversity Task Force to conceptualize and implement diversity-focused programs, as well as give diversity a voice in decision-making at the highest level. We have received regional and national honors for the innovative programs we have developed and the results we have been able to achieve. In one example, the Chair of our Diversity Task Force developed a Diversity Clerkship Program to give minority law students firsthand experience in the legal system. Our Women’s Initiative is a firm-wide movement designed to provide women at Goldberg Segalla with a collective voice, develop mentoring relationships, promote leadership, plan events, and support the advancement of women in legal, management, and administrative contexts.
  • Team Kindness: Our internal community service group, Team Kindness, is an anonymous group of employees focused on raising spirits, caring for individual employees in need, and recognizing exemplary contributions. When someone goes above and beyond, steps up to lead, has an anniversary, experiences the death or illness of a loved one, or otherwise needs or deserves recognition — Team Kindness will often discreetly step in with a card, gift, or other gesture.
  • Giving Back: Goldberg Segalla employees are also deeply involved in charitable events and initiatives, both nationally and locally. The firm supports dozens of charities local to each of our 20 offices, and staff also pitch in to raise money and food and clothing donations following major national disasters and crises — like the Texas and Florida hurricanes last summer or, most recently, the Parkland school shooting.
  • Keeping It Casual: One of our most popular and unique HR practices is maintaining a casual dress code, which is almost unheard of at a law firm of our size and stature. On the surface, it may seem like a small perk, but the relaxed dress code keeps our attorneys and staff members comfortable at work and helps facilitate camaraderie among our team members, making everyone more inclined to pitch in and maintain a positive attitude when we need to go the extra mile to serve our clients.
  • Spirit Week: GS Spirit Week coincides with the firm’s anniversary and national Administrative Professionals’ Day. Each day of the week is full of fun, games, and prizes for the whole firm. This year, employees took part in National Wear Your Pajamas to Work Day, engaged in a haiku-writing contest, and celebrated the virtue of kindness through impromptu gestures and coordinated efforts with their co-workers. All this was topped off with happy hour celebrations in each office.
  • Social Gatherings: Our workday gatherings — both planned and impromptu — is one perk our attorneys and staff members find especially fun and rewarding. These activities range from a firm-wide Halloween costume contest (yes, even some of our partners dress up), monthly breakfasts to celebrate birthdays, a pre-Super Bowl party, and random afternoon ice cream socials. We have marked the beginning of summer in each of the last two years with the surprise appearance of an ice cream or frozen yogurt truck in the parking lot of our headquarters.
  • Shifting Focus Away From Billing: Unlike most law firms, Goldberg Segalla doesn't force minimum billing requirements on its attorneys. Our focus on quality over quantity is not only central to the Best Practices client service philosophy that fuels our dynamic growth, but it also makes a legal career at Goldberg Segalla more meaningful. It affords attorneys and support professionals an environment in which to stretch and grow both intellectually and professionally, and it helps reduce the amount of stress that workplace demands can place on their personal and family lives.
  • Truly Rewarding Teamwork: Each attorney is awarded a leadership bonus at the end of the year that reflects his or her participation in the firm's teamwork-focused culture beyond the billable hour. Examples include going the extra mile for the good of the team, inspiring others to succeed through mentoring or collaboration, or taking on additional responsibility to help drive the firm’s continued growth. Similarly, each administrative staff member and manager is awarded a merit bonus at the end of each year based on a combination of their work ethic, work product, leadership initiative, and contributions to our success and culture. Being a team player and having the right attitude are among the most important criteria for this bonus.
  • Inspiring and Nurturing Leadership: Lawyers at GS don’t have to be a partner to contribute at a high level. We support our associates’ ideas to help them make a difference firm-wide and create their own professional path. Our Sports and Entertainment Group and our OSHA and Worksite Safety Group are two examples of business units that came into being from the drive and inspiration of attorneys while at the associate level. All attorneys meet with their practice group leader annually to discuss their professional growth and individual marketing strategy, along with how they may be involved in the leadership and growth of the firm. We encourage associates to take advantage of workshops and conferences, and our managers work proactively to identify programs that offer educational and networking potential.

COMPENSATION BY THE NUMBERS

50% Match of employee’s 401(k)/403b contribution up to 6% of salary85% Company-paid health coverage for employees
85% Company-paid health coverage for dependents
Rochester

WORK-LIFE BALANCE BY THE NUMBERS

24 days Paid time off after one year of full-time employment 24 days Paid time off after one year of part-time employment
6 days Paid sick days after one year of full-time employment 3 days Paid sick days after one year of part-time employment
24 Days Paid time off as of first day of full-time employment 12 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (50% use it)
  • Telecommute option (50% use it)
  • Compressed work weeks (2% use it)
  • Subsidized On- or Off-site Fitness (25% have access)
  • Onsite Amenities (Weekly breakfast on Fridays, monthly birthday celebrations, various get togethers for nearly every holiday, ice cream truck visits, waffle Wednesdays, goodies-on-the-go, self-defense classes, ping-pong room, cornhole/foosball/air hockey tournament, Spirit Week, themed dress-up days)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 35 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take10 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)*10 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)*
*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

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

Community and Environmental Impact

$1,000,000 Philanthropic donations in last year Yes Sustainable commuting program

Diversity

  • 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
  • 1 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

Leadership Diversity

 

Workforce Diversity

 
Rochester 2

DEMOGRAPHICS

 
Newark St. Patrick's Day

How to Get Hired

We asked Goldberg Segalla 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?

We look for candidates who are excellent at whatever it is they do and are even better human beings — those who demonstrate leadership qualities, but who also truly enjoy working with others toward a common goal instead of striving solely for personal accomplishment — and those who improve the lives of others in their professional circles and communities. That’s because a career at Goldberg Segalla means more than a job. It means being part of a truly collaborative environment in which “team first” is not just a slogan, but the very foundation that supports our entire firm. That means the real person behind the resume is just as important — maybe even more so — than the credentials listed on it.

What can prospective employees do to get your attention?

What kinds of candidates get our attention? Those who put their clients and teammates first, recognizing that what a team accomplishes together is far greater than the sum of all individual gains. We are impressed by those who demonstrate confidence without ego or attitude. And, most importantly, we are interested in those who show the ability to lead by example, respectfully and selflessly. When filling any position, we are looking for those who could be the leaders of our future — show us you have that desire and that ability, and you will stand out above the rest.

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

We continue to grow our footprint, expand our capabilities, and welcome exceptional legal talent as much as our clients’ current and potential needs demand it. Although we are only 17 years old, Team GS is already more than 350 lawyers strong in 20-plus offices. We are actively seeking lawyers for all offices, and all practice areas, at all levels. On the administrative side, we are actively recruiting staff members for our expanding client relations, information technology, accounting and billing, and quality assurance teams.

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

Want to do excellent work with stellar people in a culture that cares? Let’s talk. Visit us online at www.goldbergsegalla.com/careers.

hiring Outlook

200 Forecasted positions to fill in coming year 37% Job Growth
20 Average applicants per opening 5,000 Total job applicants
16% New hires by employee referrals 7% Openings filled by current employees
35 Recent graduates hired 10% Voluntary turnover for full-time employees
3% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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