Dykema seeks new associates from among top law students who demonstrate that in addition to excellent legal skills they possess ambition, imagination, superior intellect, personality and professional integrity. We hire people whom we believe will be outstanding lawyers, enjoy successful careers, and become members in our firm.

Our recruiting effort is extensive. The Recruiting Committee interviews highly qualified second- and third-year students at law schools throughout the country. We encourage law students, judicial law clerks and lawyers who have already begun their careers elsewhere to apply by mail as well. We also welcome the opportunity to speak with students who choose a judicial clerkship or public interest opportunity before entering private practice, or who are undecided on the direction of their legal careers.

We review more than 2500 applications annually, interview more than 100 people in our offices, and hire 20 to 30 new associates per year. Associates in our firm participate in our recruiting efforts, and we give substantial weight to their evaluation of candidates. Hiring decisions are made without regard to race, sex, age, religion, color, national origin, marital status or physical handicap.

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At Dykema, our associates receive interesting work, direct client contact and a high level of responsibility early in their careers. From the outset, they share fully in our flexible working environment, support systems and the other resources we provide for honing their legal skills in their chosen practice areas.

Associates join a practice group when they join the firm. Each practice group distributes individual work assignments on a largely ad hoc basis, with administrative supervision to ensure even workloads. An associate typically works with many of the members in a given area. We do not assign associates to a particular member, nor do we require that associates rotate from one practice group to another.

We work with each associate to create a professional development plan that encourages a wide variety of experiences, yet is tailored to the individual associate's desires and interests.

Training our associates is a high priority. Primary training occurs in daily interaction between members and associates, and the hands-on performance of assignments. In addition, we have a formal mentoring system that is implemented by the practice groups. This decentralized approach allows for the development of our associates in a manner best suited to their needs and areas of concentration.

We also sponsor in-house training programs, seminars and meetings. Some of our programs relate to a specific practice area; others are of general interest to all associates. We recently held a seminar devoted to organization and time management skills for lawyers that was conducted for associates and summer associates. In addition, to assist our newer attorneys in developing and refining their practice development skills, the firm offered a marketing training program to associates.

Each practice group, team and office has their own practice development budget which can assist our associates in their marketing efforts. In addition, we strongly encourage participation in continuing legal education programs outside the firm. The positive comments we receive from our associates confirm the excellence of our various in-house programs and their contribution to our practice group structure.

In addition to providing regular feedback on assignments as they occur, we formally evaluate associates each year. Members and senior associates submit a written review of each associate with whom they have worked, evaluating the associate's work, professional development and long-term prospects with the firm. These reviews, along with each associate's self-evaluation, are carefully analyzed by the Professional Personnel Committee, and they provide the basis for awarding bonuses and setting compensation. The reviews are then candidly discussed with each associate by members of the committee in a formal interview. This process gives each associate a realistic, constructive assessment of his or her strengths and weaknesses, suggestions for improvement and guidance on progress toward membership.

Benefits
Our benefit programs encompass both traditional employer offerings and more contemporary options which focus on wellness, growth and community.

Selectcomp, a full cafeteria plan, provides a variety of benefit choices including BCBS PPO and HMO programs. Our Health and Dependent Care Reimbursement programs offer significant tax saving opportunities. The following benefits are also available to Dykema Associates:

• Dental, Life and Long-term Disability Insurance
• Optional Personal Accident, Supplemental Disability and Long-term Care Coverage
• 401(k) Plan
• Performance Bonus
• Productivity Bonus
• Holiday Bonus
• Parking
• Bar Review Course
• Technology Stipend
• Generous Vacation and Holiday Time
• Paid Bereavement, Jury Duty and Military Service Leaves
• Domestic Partner Coverage (same-sex)

But that’s just for starters. We’ve built in options to help our employees cope with the many demands of today’s busy lifestyles, including:

• Business casual dress
• Flexible work arrangements
• Career Development including:
  • CLE opportunities
  • Practice Group Training Sessions
  • Associate Professional Development Program
  • Ongoing PC software training
  • Seminars covering eldercare, parenting, financial planning, stress and time management
• Community Service Programs
• Payroll Direct Deposit
• Employee Assistance Plan for employees and their family members
• 24-hour, 7-day automated Human Resources Center
• Firm-sponsored social events
• Relationships with banks, retail stores, auto dealers, etc. for discounted products & services
• CPR & AED training, with defibrillators available on all floors in each office