At Goldberg Segalla, 90 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 318 employee surveys, with a 90% confidence level and a margin of error of ± 3.29. It was published on Jul 20, 2016. 8293 Visitors

What Employees Say

People celebrate special events around here.
97%
 
I'm proud to tell others I work here.
94%
 
I am able to take time off from work when I think it's necessary.
93%
 
I am given the resources and equipment to do my job.
91%
 
People here are given a lot of responsibility.
91%
 

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 US Sites: 18
Major Locations: New York, New York; Chicago, Illinois; Philadephia, Pennsylvania; St. Louis, Missouri; Miami, Florida US Employees: 650
Employees Worldwide: 650 Corporate Structure: Partnership
Founded: 2001

Goldberg Segalla has been awarded:

Best Medium Workplaces 2016 (ranked 96)


To kick off our Spirit Week everyone was given GS Sunglasses! Here are members of our Chicago office showing theirs!

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.

  • No Minimum Billing Requirement: Unlike most law firms, Goldberg Segalla doesn't force minimum billing requirements upon 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. We encourage our associates to take advantage of workshops and conferences, and our managers work proactively to identify programs that offer educational and networking potential.
  • 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: Within the past year we launched a new initiative, Team Kindness, which has three branches: -“Golden Stars” provides staff members with the ability to submit “High Fives” to recognize colleagues who demonstrate our core value of team-spiritedness. Each High Five increases the recipient’s chances to win one of five gift cards awarded each quarter. -“Good Spirits” gives pick-me-ups to employees who are experiencing a personal hardship. -“Good Samaritans” encourages and coordinates volunteer team-driven fundraising efforts. One project the firm took on was a fundraising campaign for Alex’s Lemonade Stand Foundation for Childhood Cancer. Our Managing Partner offered to spend a day at the office dressed in a giant lemon costume if the firm met its giving goal. We easily exceeded our fundraising goal (we raised more than $6,500).
  • Giving Back: We support endeavors that our attorneys and clients are passionate about, from charitable and professional organizations to pro bono representation and services. Our lawyers proudly work hard on behalf of their clients — and just as hard in support of important causes. For example, Bunkers in Baghdad is a nonprofit entity founded by partner Joseph Hanna that sends golf equipment to our troops, veterans, and Wounded Warriors across the globe. Another nonprofit started by one of our partners with support of the firm is the Little Match Girl Foundation, which provides children in need with school supplies and holiday gifts.
  • Casual Dress Code: 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, our employees took part in a trivia contest, received surprises on National High Five Day, and, in celebration of the firm’s 15th anniversary, dressed like they did when they were 15 years old (plenty of bell bottoms and varsity football jackets were on display). The week’s grand finale was Formal Day. As a firm with a casual dress code, this was also known as opposite day. Our employees donned tuxedos, prom dresses, and bridesmaid gowns and competed in the Fanciest Dressed Competition. 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-Superbowl party, and random afternoon ice cream socials. The refrain that is often heard around our offices, “Nobody eats better than Goldberg Segalla,” speaks to the great times our employees have at our parties and the appreciation they have for our efforts.

COMPENSATION BY THE NUMBERS

50% 401(k) match of employee's contribution, up to 6% of an employee's salary84% Company-paid health coverage for employees (Full Time Employees)
72% Company-paid health coverage for dependents (Full Time Employees)

COMPENSATION PROGRAMS

  • 401(k)
  • Pre-tax savings account

PERKS TO MAKE LIFE EASIER

  • Free snacks during the day
  • Free breakfast foods on a regular, daily basis
  • Discount ticket sales
  • Free beverages during the day
  • On-site package/mailing service
  • Dry cleaning
Here are members of our Garden City office celebrating MLB Opening Day!

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 6 days Paid sick days after one year of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (10% use it)
  • Compressed work weeks (2% use it)
  • Telecommute option (35% use it)
  • Phased retirement planning (1% use it)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave35 days Fully-paid maternity leave (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.

FAMILY CARE PROGRAMS

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

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Dental care
  • Prescription drug subsidy

ONSITE HEALTH BENEFITS

  • Flu shots
  • Fitness center (at all locations)

Community Involvement & Philanthropy

$1,000,000 Philanthropic donations in last year

Diversity

  • Formal programs support professional development for: Under-represented racial/ethnic minority groups
  • 1 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits

Executive Diversity

 
Members of our West Palm Beach office are showing off the goodies they received from Administrative Professional's Day!

Demographics

 
One task during Spirit Week was to create a

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 are extremely particular about the people we bring into the Goldberg Segalla community. The three most important characteristics we look for in candidates are: 1) they are excellent at whatever it is they do and an even better human being; 2) they demonstrate what we perceive to be the attributes to become a dynamic leader of our present or future; and 3) they desire to work in a team-oriented culture where everyone’s goal is always to achieve the synergies that will help us fulfill our common mission — exceeding our clients’ expectations — together.     We recognize that our environment is not for everyone, but it is one we believe in, and one to which we have pledged allegiance. It is what fueled our growth from seven founding partners to more than 240 lawyers in 14 offices in only 14 years.

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 are actively seeking lawyers for all offices, and all practice areas, at all levels. On the administrative side, we are looking to expand in areas that include accounting, billing, information technology, and quality assurance. Although our growth has been historically dynamic, we have grown more in recent years than ever before — and our growth will continue to be methodical and strategic, as it has always been. 

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

We encourage anyone who believes they fit our criteria to contact our Human Resources team at 716.566.5400 or visit us online at www.goldbergsegalla.com/grow-with-us.

hiring Outlook

80 Job openings forecast for coming year 38% Job Growth
100 Average applicants per opening 10,000 Applications received
258 Positions filled in past year 79% New hires by employee referrals
226 New positions created 7 Jobs filled by current employees
Yes Recruits on college campuses 3 New graduates hired
6% Voluntary turnover for full-time employees 4% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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