At Perkins Coie, LLP, 90 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 457 employee surveys, with a 90% confidence level and a margin of error of ± 3.43. It was published on Sep 6, 2016. 15159 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
94%
 
I'm proud to tell others I work here.
94%
 
Our facilities contribute to a good working environment.
93%
 
Management is honest and ethical in its business practices.
93%
 
People celebrate special events around here.
92%
 

What They Do

We asked Perkins Coie, LLP to explain what they do. Here is what they had to say.

We are counsel to great companies. With more than 1,000 lawyers in 19 offices across the United States and Asia, Perkins Coie represents  companies across a wide range of industries and growth stages - from startups to FORTUNE 50 corporations.

About this Company

Website: www.perkinscoie.com Industry: Professional Services
US Headquarters: Seattle, Washington US Sites: 16
Major Locations: Chicago, Illinois; Washington, District of Columbia; Phoenix, Arizona; Portland, Oregon US Employees: 2,180
US Revenues: $746.5 million Worldwide Revenues: $748.6 million
Employees Worldwide: 2,198 Corporate Structure: Partnership; Private
Founded: 1912

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Perks and Programs

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

  • Sabbatical: Employees have written books, traveled cross country, fulfilled childhood dreams of living in Paris or simply attended to household projects with leisure during this fully paid, eight-week break. This benefit is intended to offer opportunities for reflection and rejuvenation to long-term employees who have completed ten or 13 years of service (depending on employment status). The program provides eight weeks off with the option of adding Personal Time Off to extend the sabbatical.
  • Tuition Reimbursement: “Excellence” is more than a buzz word at Perkins Coie – it is an ethic that informs the way we service clients and approach our work. Therefore, the firm not only encourages, but supports employees who pursue education that further develops their skills and abilities. The firm offers $5,250 per year in tuition reimbursement for career or job-related courses, degree-related courses and professional certification programs.
  • Mentoring: It’s not easy being the new kid on the block. To help new employees feel right at home, we pair them with a mentor who serves as a go-to resource for questions, paves the way for introductions and arranges lunches during the employees’ first 90 days – paid for by the firm – to connect the new person with different groups and teams across the firm. The mentor generally works in a peer position as the new employee and receives training to perform the mentoring role.
  • Thank You: The simplicity of a personally-signed thank you card received through inter-office mail speaks volumes about the culture of recognition and appreciation at Perkins Coie. We solicit, value and reward contributions at all levels and one of the most popular Reward and Recognition programs is the Thank You Card Program in which employees receive blank cards each month and use them to thank one another for actions big and small. Employees are invited to enter their card into our quarterly VISA gift card drawing.
  • Happiness Committee: Likened to Santa’s elves, members of the Happiness Committee anonymously perform random acts of kindness that are intended to simply bring a smile to your face or add an unexpected joy to your day. The committee may organize a milkshake gathering in a conference room on a Wednesday afternoon just because, or they may leave a colorful card on your desk in honor of your birthday. The Happiness Committee is a small, self-appointed and self-governing committee within offices whose members are not generally known by others, but who are greatly appreciated by many.
  • Student Loans Refinancing: We understand that for many of our attorneys and staff, going to college, law school or graduate school required student loans that will take many years to pay off. The firm has arranged a Student Loan Refinancing Program through two companies where existing student loans (federal and private) can be consolidated and/or refinanced. Attorneys and staff who have student loans for themselves, spouses, or their children are able to refinance those loans at considerably lower rates than federal and/or private options offer.
  • Bright Idea: In our culture of innovation, no idea is too big or too small to at least consider. Perkins Coie invited teams, departments, groups and individuals to share their “bright idea” about ways we can enhance or improve the firm’s operations, improve client service delivery or help maintain our positive culture. The Bright Idea Challenge is a summer-long event to encourage everyone to offer suggestions and brainstorm solutions. There are monthly drawings for a prize to those who submit ideas. A committee evaluates each idea and considers it for implementation.
  • Counsel Development Funds: Counsel and Senior Counsel are often advised to develop business and work hard in order to be promoted to partner. At Perkins Coie we don’t just offer suggestions, we offer them a budget of $2,500 and complete discretion to use the funds for activities they feel will further their development. Some have sought trial advocacy training and retained executive coaches, while others have entertained clients or used the funds to participate in an important industry conference. Whatever they choose, they do so knowing that the firm is fully committed to their development.
  • Pro Bono: Sharing our time and talents to help those most in need is an important part of the Perkins Coie culture. In 2015, our attorneys and legal staff dedicated 63,000 hours to pro bono work to contribute to the communities in which we live and work. We have a generous policy in which associates, counsel and paralegals receive full billable hour credit for the work they do on approved pro bono legal matters. We also offer a Community Service Fellowship where selected associates devote up to six months of their full-time efforts working for a community organization on a significant public service project.
  • Community Service: From counting, bagging and weighing onions for the Food Bank of the Rockies in Denver to performing repairs, maintenance and clean-up work at the home of a widowed East Palo Alto resident, we all roll up our sleeves as volunteers on a mission to help people in need and give back to communities in which we do business. Perkins Coie provides staff one day per year to participate in community service activities with a 501(c)(3) organization within their community.

COMPENSATION BY THE NUMBERS

$78,786 Average salary and additional cash compensation for Legal Secretary $240,899 Average salary and additional cash compensation for Associate/Counsel
50% 401(k) match of employee's contribution, up to 6% of an employee's salary100% Company-paid health coverage for employees
50% Company-paid health coverage for dependents (The subsidy applies to Staff covering dependent children) 80% Company-paid health coverage for part-timers
19 hours Weekly hours required for part-timers to receive health insurance $5,250 College Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k)
  • Health insurance for retirees
  • Pre-tax savings account
  • Long-term care insurance to employees

PERKS TO MAKE LIFE EASIER

  • Free snacks during the day
  • Subsidized lunch on a regular, daily basis
  • Take-home meals on a regular, daily basis
  • Discount ticket sales
  • Weight watchers meetings
  • Convenience store
  • Banking
  • Free beverages during the day
  • Free breakfast foods on a regular, daily basis
  • On-site package/mailing service
  • Car wash
  • Hair salon
  • Dry cleaning
  • Subsidized public transportation
Denver Food Bank Community Service

WORK-LIFE BALANCE BY THE NUMBERS

24 days Paid time off after one year of full-time employment 11 days Paid sick days after one year of full-time employment
8 weeks Paid sabbatical after 10 year(s)

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (95% use it)
  • Job sharing (1% use it)
  • Phased retirement planning (18% use it)
  • Telecommute option (50% use it)
  • Compressed work weeks (1% use it)

FAMILY CARE BY THE NUMBERS

90 days Job-protected maternity leave90 days Fully-paid maternity leave (does not include personal vacation or paid time off)
118 days Average length of maternity leave new mothers take20 days Job-protected paternity leave
20 days Fully-paid paternity leave (does not include personal vacation or paid time off)25 days Average length of paternity leave new fathers take
$5,000 Adoption benefit90 days Job-protected parental leave for adoptive parents
90 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
  • Childcare reimbursement during business travel
  • Elder care resources

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

ONSITE HEALTH BENEFITS

  • Cholesterol tests
  • Flu shots
  • Subsidized offsite gym memberships
  • Blood pressure screening
  • Fitness center (at some locations)

Community Involvement & Philanthropy

15 hours Paid time off to volunteer $28,181,052 Philanthropic donations in last year

Diversity

  • 'Chief Diversity Officer' is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 6 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
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

 
COO All Hands Meeting

Demographics

 
Happiness Committee Wind-up Toy Race

How to Get Hired

We asked Perkins Coie, 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?

Candidates that have a diverse background with strong communication and problem solving skills; can demonstrate a high level of professionalism and innovation; and show a commitment to providing exceptional service are good fit for the firm.  Interviewees that demonstrate that they have the ability to adapt to changing demands and priorities while meeting the needs of their internal or external clients will gain the attention of the hiring managers.  Candidates that show that they take pride in what they do and can be an individual contributor while working in a collaborative, team-oriented environment are typically a great fit.

What can prospective employees do to get your attention?

A prospective employee can show that they have a genuine interest in the firm by conducting research prior to the interview.  Their resume should clearly highlight their experience and their cover letter should demonstrate their writing skills and their interest in the firm and position.  If a candidate is selected for a phone interview, they should show enthusiasm for the position and be able to articulate why their skills and experience would be the right fit for the firm and how they can contribute to the firm’s mission and principles.  During an in-person interview, the candidate can set themselves apart from other candidates by sharing how their experience relates to the position and demonstrates their commitment to client service.  They should articulate their interest in the firm and understanding of our culture, along with how they can make a positive and unique contribution to the firm and our clients.

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

Because we are a collaborative, consensus driven environment, many positions involve a thorough process that could include multiple levels of interviews.  In our highly matrixed organization, a candidate can expect the interview process to involve a combination of phone, video and in-person interviews that involve one-on-one meetings, as well as panel interviews. These interviews may involve firm personnel from various offices.  This can also be a great benefit to the candidate to give them a better understanding of how the firm interacts and works together to come to a decision.

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

Our Litigation Support and Intellectual Property departments continue to grow, particularly for timekeeping (billable hour) positions. Regardless of position however, we are focused on hiring highly innovative, motivated candidates that can bring a unique skillset to the firm.

hiring Outlook

325 Job openings forecast for coming year 0% Job Growth
36 Average applicants per opening 12,336 Applications received
332 Positions filled in past year 21% New hires by employee referrals
10 New positions created 36 Jobs filled by current employees
Yes Recruits on college campuses 35 New graduates hired
9% Voluntary turnover for full-time employees 8% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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