The traditional on-campus interview (OCI) process utilized by Biglaw firms has been creeping earlier into the academic year, with some fall interviews even taking place during the summer. However, recent trends suggest a shift in hiring strategy, with many firms turning to “precruiting” as an alternative approach to securing future talent. In the 2021-2022 recruiting cycle, Biglaw firms issued an unprecedented number of early offers, representing 23.3% of all offers to second-year students. This totaled 3,145 early recruiting offers, the highest ever recorded by the National Association for Law Placement.
NALP Executive Director, Niki Gray, characterizes this precruiting trend as a “free market alternative” to the traditional OCI. Among the firms adopting this strategy, Wilson Sonsini stands out with its new Accelerated Consideration for Employment (ACE) program. According to Cherie Beffa, the senior director of attorney recruiting at Wilson Sonsini, this method has led to higher acceptance rates when compared to traditional recruitment processes. After launching its ACE program, Wilson Sonsini reported an offer acceptance rate of 57%, notably above the industry average of 41%. Furthermore, ACE acceptances comprised 68% of the firm’s 2024 summer class.
As the trend of early offers gain momentum, more firms eye the concept of precruiting to secure their incoming classes. Firms such as Goodwin Procter are also participating in early recruiting, recruiting more than half of its 2023 summer associates through precruiting. However, it raises concern for firms like Sheppard Mullin due to the drastically increasing number of early interviews. According to Caroline Menes, the firm’s director of legal recruiting, Sheppard Mullin is now contemplating to adopt precruiting next year, so as not to miss out on potential talent.
Thus, it appears that precruiting is evolving into the future of entry-level recruitment within the law sector. As more firms compete for top talent, this free market alternative offers a competitive edge, allowing firms to secure commitment from desirable candidates outside of the traditional OCI period. Read more about this on Law.com.