At Perkins Coie, LLP (Headquarters), 89 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1367 employee surveys, with a 90% confidence level and a margin of error of ± 1.34. It was published on Sep 5, 2018. 28369 Visitors

What Employees Say

Management is honest and ethical in its business practices.
94%
 
Our facilities contribute to a good working environment.
94%
 
I feel good about the ways we contribute to the community.
93%
 
People here are given a lot of responsibility.
93%
 
People celebrate special events around here.
93%
 

What They Do

We asked Perkins Coie, LLP (Headquarters) 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 16 offices throughout the United States, in Beijing, Shanghai and Taipei, Perkins Coie represents  companies across a wide range of industries - from startups to FORTUNE 50 corporations.

About this Company

Website: www.perkinscoie.com Industry: Professional Services
US Headquarters: Seattle, Washington, 98101 US Sites: 16
Major Locations: Chicago, Illinois, 60603; Washington, District of Columbia, 20005; San Francisco, California, 94105; Palo Alto, California, 94304; Phoenix, Arizona, 85102; Los Angeles, California, 90067; Portland, Oregon, 97209; New York, New York, 10112 US Employees: 2,144
US Revenues: $784.3 million Worldwide Revenues: $786 million
Employees Worldwide: 2,168 Corporate Structure: Partnership; Private
Founded: 1912

Attorneys and staff in the firm’s Chicago office show their support for their World Series team as they gather for a Cubs rally lunch sponsored by the firm’s Happiness Committee

Perks and Programs

We asked Perkins Coie, LLP (Headquarters) 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 break. This benefit is intended to offer opportunities for reflection and rejuvenation to long-term employees who have completed 10 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 serve our clients and approach our work. Therefore, the firm not only supports, but encourages 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 each one with a mentor who serves as a go-to resource for questions, paves the way for introductions and arranges lunches during the employee’s first 90 days—paid for by the firm—to connect the new person with different groups and teams. The mentor generally works in a peer position to the new employee and receives training to perform the mentoring role.
  • Thank You: The simplicity of a personally signed thank you card received through interoffice 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 our most popular Reward and Recognition programs is the Thank You Card Program. In this program, employees receive blank cards each month and use them to thank one another for actions big and small. Employees are invited to enter the cards they receive 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: Description: 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 in which 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: 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.
  • Counsel Development Funds: Attorneys at the counsel and senior counsel levels are often advised to develop business and work hard 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 2017, our attorneys and legal staff dedicated 57,000 hours to pro bono projects 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 in which selected associates devote up to six months of their full-time efforts to 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

100% Company-paid health coverage for employees 45% Company-paid health coverage for dependents
100% Company-paid health coverage for part-timers 19 hours Weekly hours required for part-timers to receive health insurance
$3,074 Average Tuition Reimbursement
Attorneys work together to prepare a presentation as part of a session of the 2017 Lawyers of Color/LGBT/Lawyers with Disabilities Retreat, a gathering of Perkins Coie’s diverse lawyers organized by the firm’s Diversity Department every other year.

WORK-LIFE BALANCE BY THE NUMBERS

24 days Paid time off after one year of full-time employment Unlimited Sick Paid time off
12 weeks Paid sabbatical after 10 year(s) of employment 9 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (95% use it)
  • Telecommute option (50% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (1% use it)
  • Subsidized On- or Off-site Fitness (50% have access)
  • Onsite Amenities (Cafeteria, massage, restaurants, dry cleaning, fitness center, showers, secure covered bike storage, museum tickets, car wash, free snacks, fruit, coffee, tea, hot chocolate, expresso, lattes, reimbursed costs for delivered dinner if work overtime This is dependent on location)

FAMILY CARE BY THE NUMBERS

90 days Job-protected maternity leave (including FMLA/STD) 90 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
118 days Average length of maternity leave new mothers take70 days Job-protected paternity leave (including FMLA)
20 days Fully-paid paternity leave (does not include personal vacation or paid time off)*23 days Average length of paternity leave new fathers take
$5,000 Adoption benefit70 days Job-protected parental leave for adoptive parents (including FMLA)*
20 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
  • Childcare reimbursement during business travel
  • 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

15 hours Paid time off to volunteer $34,534,134 Philanthropic donations in last year
$108,230 Total company-matched employee donations in last year Patrick Weldon Leads environmental impact team
12 LEED certified building(s) Yes Sustainable commuting program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Chief Diversity Officer oversees diversity and inclusion practices
  • 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
  • 99 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

 
In the wake of President Trump's executive orders closing the nation's borders to refugees from around the world and temporarily suspending immigration from seven predominantly Muslim countries, Perkins Coie attorneys across the U.S. stepped up to provide legal support

DEMOGRAPHICS

 
Attorneys and staff from the firm’s San Diego office celebrate the diversity of the LGBT community during one of the many Perkins Pride events.

How to Get Hired

We asked Perkins Coie, LLP (Headquarters) 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, strong communication and problem-solving skills, 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 an 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 also 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 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, a candidate can set themselves apart from others 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?

Our Technology and Intellectual Property departments continue to grow. We are focused on hiring highly innovative, motivated candidates that can bring a unique skillset to the firm.

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

Candidates can learn more about the firm by exploring the firm’s website, researching news about the firm, reviewing firm blogs and connecting with firm personnel on LinkedIn. To apply to a position of interest, candidates can complete the online application through our website.

hiring Outlook

325 Forecasted positions to fill in coming year -2% Job Growth
57 Average applicants per opening 19,611 Total job applicants
7% New hires by employee referrals 6% Openings filled by current employees
35 Recent graduates hired 9% Voluntary turnover for full-time employees
14% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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