2024-2025 Biglaw Bonuses and Salary Scale: A Complete Guide to the Cravath System and Industry Trends | BCGSearch.com

2024-2025 Biglaw Bonuses and Salary Scale: A Complete Guide to the Cravath System and Industry Trends

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BigLaw Bonuses 2024 and 2025 Salary Chart: A Comprehensive Overview


The 2024 bonus season for BigLaw associates has turned into one of the most lucrative in recent history, beginning with Milbank’s announcement on November 11, 2024, followed by Cravath on November 19. With competitive bonuses and additional special summer bonuses, law firms are positioning themselves to attract and retain top legal talent. Below, we provide a detailed scorecard of the firms that have announced their bonuses, along with the newly updated salary scale for 2025 under the Cravath system.
2024-2025 Biglaw Bonuses and Salary Scal

 

2024-2025 BigLaw Bonus Breakdown: Comprehensive Scorecard


The 2024-2025 BigLaw bonus season brings exciting updates to compensation structures, as law firms continue to compete for top talent by offering generous bonuses. This comprehensive scorecard will not only highlight the bonus structures across firms but also provide an in-depth analysis of why certain firms are offering higher-than-average bonuses, the factors that influence bonus payouts, and strategies for associates to maximize their bonuses. From firms with the highest bonuses to special incentive bonuses, this section delves into what associates can expect and how they can best position themselves for financial success.

 


2024 BigLaw Bonus Scorecard

  
FIRM DATE MATCHED MINIMUM HOURS REQUIRED PAYOUT DATE BONUS AMOUNT
Milbank November 11, 2024 None On or before December 31, 2024 $15,000 – $150,000
Vartabedian Hester & Haynes November 13, 2024 1800 hours On or before December 31, 2024 $10,000 – $140,000
Cravath November 19, 2024 None December 13, 2024 $15,000 – $150,000
Paul Hastings November 20, 2024 2000 hours February 14, 2025 $15,000 – $150,000
Ropes & Gray November 20, 2024 1900 creditable hours (higher bonuses for exceeding targets) December 24, 2024 $15,000 – $150,000
Fried Frank November 20, 2024 1850 hours (including nonbillable work) On or before December 31, 2024 $15,000 – $150,000
McDermott Will & Emery November 20, 2024 2000 hours (merit bonuses available) December 27, 2024 $15,000 – $150,000
Cleary November 21, 2024 None December 20, 2024 $15,000 – $150,000
Paul Weiss November 21, 2024 None December 20, 2024 $15,000 – $150,000
Dechert November 21, 2024 1950 hours (extraordinary and enhanced bonuses possible) By January 2025 $15,000 – $200,000
O’Melveny November 21, 2024 None Undisclosed $15,000 – $150,000
Holwell Shuster November 21, 2024 None On or before December 31, 2024 $15,000 – $150,000
Davis Polk November 22, 2024 None December 27, 2024 $15,000 – $150,000
Weil Gotshal November 22, 2024 None January 31, 2025 $15,000 – $150,000
White & Case November 22, 2024 Eligibility criteria in separate memo February 14, 2025 $15,000 – $180,000
Skadden November 22, 2024 1800 productive hours December 13, 2024 $15,000 – $150,000
Cadwalader November 22, 2024 High billers (2200+ hours) eligible for 120% bonuses By February 2025 Up to $200,000
Proskauer November 22, 2024 None On or before December 24, 2024 $15,000 – $150,000
Schulte Roth & Zabel November 22, 2024 2000 hours (extraordinary contributions recognized) January 27, 2025 $15,000 – $150,000
Covington November 22, 2024 2000 hours (10% bonus increases at 2200/2400 hours) January 2025 $15,000 – $165,000
Willkie Farr November 22, 2024 None December 31, 2024 $15,000 – $150,000
Akin November 22, 2024 1950 hours (including pro bono and innovation) February 2025 $15,000 – $150,000
Sidley November 25, 2024 2000 hours Prior to December 31, 2024 $15,000 – $150,000
Baker Botts November 25, 2024 2000 hours (special bonuses require 2000 client billable hours) Undisclosed $15,000 – $180,000
A&O Shearman November 25, 2024 2000 hours (pro bono minimums) January 31, 2025 $15,000 – $150,000
Katten Muchin November 25, 2024 Performance tiers up to $172.5K for 2400 hours February 3, 2025 $15,000 – $172,500
Vinson & Elkins November 25, 2024 Based on performance and hours January 31, 2025 $15,000 – $160,000
Debevoise November 26, 2024 None Undisclosed $15,000 – $150,000
Clifford Chance November 26, 2024 Performance-based January 15, 2025 Up to $175,000
Mayer Brown November 26, 2024 2000 hours February 28, 2025 $15,000 – $150,000
Gibson Dunn November 27, 2024 Undisclosed Undisclosed $15,000 – $150,000
Seward & Kissel November 27, 2024 2000 hours (special bonuses above market) Q1 2025 $15,000 – $180,000
Fish & Richardson November 27, 2024 2100 hours (pro bono/DEI hours count) December 26, 2024 $15,000 – $150,000
Morgan Lewis November 27, 2024 1900+ hours January 31, 2025 $15,000 – $150,000
Wilkinson Stekloff December 3, 2024 None December 13, 2024 $15,000 – $150,000
Norton Rose Fulbright December 3, 2024 1900 hours (FIT hours included) January 31, 2025 $15,000 – $150,000
Kramer Levin December 4, 2024 Good standing February 14, 2025 $15,000 – $150,000
Cahill December 5, 2024 Super bonuses up to $200K for performance January 2025 $15,000 – $200,000
Ross Aronstam December 5, 2024 None December 15, 2024 $15,000 – $150,000
AZA December 6, 2024 Performance-based December 13, 2024 $15,000 – $150,000
Perkins Coie December 6, 2024 Special bonuses retracted Undisclosed $15,000 – $150,000
Boies Schiller Flexner December 10, 2024 Market and super bonuses Week of December 9, 2024 Up to $180,000
Winston & Strawn December 10, 2024 2000 hours January 2025 $15,000 – $150,000
Sullivan & Cromwell December 11, 2024 Undisclosed December 23, 2024 $15,000 – $150,000
Freshfields December 11, 2024 Undisclosed Undisclosed $15,000 – $150,000
Linklaters December 12, 2024 1900 hours (special bonuses awarded) December 31, 2024 $15,000 – $165,000
Pillsbury December 12, 2024 Performance-based super bonuses Undisclosed $15,000 – $150,000
Selendy Gay December 12, 2024 None December 13, 2024 $15,000 – $150,000
Axinn December 12, 2024 2000 hours By December 20, 2024 $15,000 – $150,000
Gjerset & Lorenz December 12, 2024 Multi-tiered bonuses up to $330K Installments begin March 31, 2025 Up to $330,000
Elsberg Baker & Maruri December 12, 2024 Undisclosed Undisclosed $15,000 – $150,000

 

Firms with the Highest Bonuses


Some firms in the BigLaw world are offering bonuses that exceed the traditional Cravath scale, aiming to attract and retain top-tier talent. Firms like Kirkland & Ellis, Latham & Watkins, and Gibson, Dunn & Crutcher have traditionally led the pack with higher-than-average bonuses, sometimes reaching up to $100,000 more than the Cravath baseline. These bonuses often reflect the demand for specialized practice areas like mergers and acquisitions, corporate finance, and litigation, where associates contribute significantly to revenue generation.

These firms, particularly those with a global footprint or those in hyper-competitive practice areas, may also offer these premium bonuses to reward associates for the long hours and pressure they endure in high-stakes legal work. The logic behind offering bonuses above the Cravath scale is simple: to remain competitive with other top-tier firms that also aim to lure in the brightest talent. By offering bonuses that exceed expectations, firms not only show they value their associates but also create a competitive environment that ensures they are always attracting the best legal minds.
 
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Factors Affecting Bonus Structure


Several factors influence the bonus structure at BigLaw firms, and understanding these can help associates better navigate the bonus season. For many firms, the base bonus is linked to the associate’s seniority and the number of billable hours worked during the year. For example, firms typically set a minimum requirement for billable hours, such as 1,800 or 2,000 hours, with associates who meet or exceed this threshold receiving a standard bonus. However, associates who fall short of this requirement may see their bonuses reduced or even eliminated.

Merit-based bonuses are also becoming increasingly common, where associates who exceed expectations in areas like client development, leadership, or unique contributions to the firm’s success may receive additional financial rewards. Performance bonuses, often tied to client feedback or specific achievements, have grown in prominence as firms shift toward rewarding the quality of work over simply meeting quotas. Associates who go above and beyond in terms of innovation, efficiency, or even business development activities may find themselves with additional bonus payouts.

 

Special Bonuses: High Payouts at Firms like Gjerset & Lorenz


Some firms, particularly those with specialized practices or a unique business model, offer bonus structures that far exceed the standard Cravath scale. For example, Gjerset & Lorenz, a firm known for its high-end intellectual property work, has offered bonuses of up to $330,000 in recent years. These extraordinary payouts are typically reserved for top-performing associates who contribute to key cases or secure high-value clients.

The criteria for receiving these high payouts vary by firm, but they often involve a combination of billable hour targets, outstanding performance on high-profile cases, and contributions to the firm’s overall profitability. Associates who are positioned to receive these larger bonuses often have a proven track record of excellence, demonstrating their ability to consistently exceed the expectations of their clients and the firm. These types of special bonuses are typically reserved for those who are seen as future leaders or rainmakers within the firm, reinforcing the notion that extraordinary performance deserves extraordinary rewards.

 

Pro Tip: How Associates Can Maximize Their Bonus Potential

 

Associates looking to maximize their bonus potential should focus on a few key areas:

  • Billable Hours: Meeting and exceeding the minimum hour requirements is critical. Associates should maintain a steady workflow throughout the year, prioritizing client needs while being mindful of personal well-being.

  • Performance Targets: In addition to meeting the basic requirements, associates should aim to exceed performance expectations by taking on challenging projects, showing leadership in team settings, and developing relationships with clients. Developing a reputation for reliability, client management, and efficiency will not only increase the chances of earning merit-based bonuses but also position associates for promotions and future opportunities within the firm.

  • Strategic Contributions: Proactively seeking high-impact assignments, demonstrating leadership, and developing client relationships can position associates for special bonuses. Taking on high-profile cases, contributing to significant revenue-generating projects, or spearheading business development initiatives can help associates stand out, leading to recognition in the form of significant bonus payouts. By focusing on both the quantitative (billable hours) and qualitative (client relationships, leadership) aspects of their role, associates can strategically maximize their bonus potential in a highly competitive environment.

 

2025 Cravath Salary Scale

 

Class
Year
Base
Salary
Annual
Bonus
Total Compensation
1st Year $225,000 $20,000 $245,000
2nd Year $235,000 $30,000 $265,000
3rd Year $260,000 $57,500 $317,500
4th Year $310,000 $75,000 $385,000
5th Year $365,000 $90,000 $455,000
6th Year $390,000 $105,000 $495,000
7th Year $420,000 $115,000 $535,000
8th Year $435,000 $115,000 $550,000


The Cravath Scale


The Cravath scale, named after the prestigious law firm Cravath, Swaine & Moore LLP, is a benchmark system that defines associate salaries and bonuses at leading BigLaw firms. Cravath has historically been recognized for setting the standard in compensation for associates, with other firms often matching its announcements. The firm’s influence in shaping this scale dates back to the early 20th century when it pioneered the concept of a lockstep compensation structure, linking pay directly to an associate’s class year and experience rather than performance. As a result, the Cravath scale has become synonymous with the industry standard for BigLaw compensation.

 


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The Evolution of the Cravath Scale and Its Dominance in the BigLaw World


The Cravath scale has long been regarded as the gold standard for associate compensation in BigLaw. Its influence is so profound that many firms adopt it or base their pay structures on it, ensuring that Cravath’s model remains integral to the legal profession. This section delves into the history, impact, and ongoing debates surrounding the Cravath scale, shedding light on its significance in shaping the modern legal landscape.

 

History of the Cravath Scale


The origins of the Cravath scale date back to the early 20th century, when Cravath, Swaine & Moore LLP first introduced the lockstep compensation model. The firm’s groundbreaking approach sought to link an associate's pay directly to their class year rather than performance, focusing on seniority and years of service. This model was revolutionary at the time, creating a clear, predictable pay progression for associates. Cravath’s decision to tie compensation to tenure rather than individual performance set a precedent that would eventually be adopted by many of the top law firms in the U.S., creating an industry-wide standard for how associates are compensated based on their experience level rather than individual negotiation or subjective performance reviews. The Cravath scale has remained remarkably consistent over the decades, with slight adjustments in line with inflation and market conditions, solidifying its status as the benchmark for BigLaw salaries.

 

Influence on the Industry


Cravath’s compensation structure has not only influenced other law firms but has also played a significant role in shaping the broader legal profession’s compensation model. As one of the most prestigious firms in the industry, Cravath’s scale was viewed as the model to emulate. Over time, most large law firms adopted similar salary scales, leading to what we now recognize as the “Cravath System,” where many firms base their pay structure on seniority rather than individual metrics or subjective performance evaluations. This model has contributed to stability in BigLaw associate salaries, offering a predictable, standardized career trajectory that is highly attractive to ambitious law students. The Cravath scale’s uniformity also allowed law firms to maintain a competitive edge by offering similarly structured compensation packages, reinforcing the idea that salary and bonuses are key tools in attracting and retaining top talent in the competitive world of BigLaw.

 

Cravath Scale vs. Merit-Based Pay


Despite its widespread adoption, the Cravath scale has not been without controversy. One ongoing debate centers on the effectiveness and fairness of the lockstep compensation system, especially in comparison to merit-based pay models. Critics argue that the Cravath scale can stifle performance-driven incentives, as it rewards longevity over individual achievement. In contrast, firms with merit-based compensation systems often offer higher rewards for top performers, which can foster a culture of competition and motivation. However, proponents of the Cravath scale argue that it ensures fairness and equality among associates, as pay is determined by objective seniority rather than subjective performance evaluations that may vary from one partner to another. The debate between lockstep and merit-based compensation continues to be a topic of discussion in the legal world, with each model having its advocates and drawbacks.

 

Case Study: Cravath vs. Kirkland & Ellis


To better understand the practical application of the Cravath scale, it is helpful to compare it with how other leading firms approach compensation. Take Kirkland & Ellis, one of the most prominent and lucrative law firms globally, as a case study. While Kirkland & Ellis offers a compensation system that is heavily influenced by performance metrics, with significant bonuses tied to individual productivity and client billing, its basic salary structure for associates is still influenced by the Cravath model. In contrast to Cravath’s lockstep approach, Kirkland & Ellis's focus on merit-based pay reflects a shift towards performance-oriented pay structures that reward exceptional individual contributions. However, both firms share a similar tiered approach to associate compensation, with incremental salary increases tied to each year of experience. While Cravath remains the standard for many, Kirkland & Ellis showcases how firms are balancing tradition with innovation in compensation strategy. This comparative analysis illustrates how BigLaw firms are adapting the Cravath scale in unique ways, considering factors like profitability and individual performance.

  

Conclusion: Leveraging Bonuses for a Successful BigLaw Career

 

Navigating a career in BigLaw requires not only exceptional legal skills but also a strategic approach to compensation. As explored throughout this article, understanding the nuances of salary scales, bonus structures, and the broader economic forces at play can significantly impact an associate’s financial success and career trajectory. Here are the key takeaways and final tips for aspiring BigLaw associates looking to maximize their potential.

 

Strategies for Maximizing Compensation

 
To make the most of their compensation packages, associates should focus on several key strategies. First, consistently meeting and exceeding billable hour targets remains fundamental to earning standard bonuses. However, associates should also look to go beyond the minimum by engaging in merit-based activities—such as cultivating client relationships, taking on leadership roles, or contributing to the firm’s business development efforts. Firms increasingly reward not only the quantity of work but the quality and innovation an associate brings to the table. Developing expertise in high-demand practice areas or niche markets can also help associates command higher pay and bonuses.
 
Additionally, understanding a firm’s bonus structure—whether it's based purely on billable hours or incorporates merit-based elements—can help associates align their efforts with the firm’s reward system. Associates should seek feedback from mentors or senior colleagues, identify performance metrics tied to bonuses, and ensure they are consistently exceeding those expectations.

 

Predictions for the Future of BigLaw Salaries and Bonuses

 
As the legal industry continues to evolve, so too will compensation structures. Projections suggest that BigLaw salaries and bonuses will continue to rise, particularly in response to inflation and increasing competition among top firms for talent. The Cravath scale, while remaining a key benchmark, may see further adjustments as firms strive to meet the demands of associates in high-cost living areas like New York, San Francisco, and Los Angeles.
 
In addition, the shift toward merit-based compensation will likely gain more traction. Law firms are increasingly recognizing the value of rewarding associates for their unique contributions to the firm’s success, rather than just for hitting hourly targets. As a result, future salary and bonus structures may become more nuanced, reflecting a broader range of performance metrics beyond hours worked.

Associates should also keep an eye on the growing importance of work-life balance and flexibility, as these factors could influence future compensation decisions. In a market that increasingly prioritizes well-being, firms may offer bonuses tied to employee retention or satisfaction, creating new opportunities for associates to earn additional rewards.

 

Final Tips for Aspiring Associates

 
For those entering the BigLaw world or looking to advance within it, success isn’t just about working long hours—it’s about working strategically. Here are some final tips for aspiring associates to thrive in BigLaw:

1. Focus on Professional Development: Invest time in growing your expertise in areas of law that are in high demand, such as intellectual property, mergers and acquisitions, or litigation. The more specialized your knowledge, the more valuable you become to the firm.

2. Be Proactive in Business Development: Even as a junior associate, look for opportunities to build relationships with clients, attend networking events, and participate in business development initiatives. These activities can lead to higher visibility and, ultimately, higher compensation.

3. Leverage Mentorship: Seek guidance from more experienced colleagues and partners to better understand what it takes to succeed at your firm. Mentorship can provide invaluable insights into the unspoken rules of firm culture and compensation practices.

4. Maintain a Balance: While compensation is a critical part of your career, don’t lose sight of the importance of work-life balance. Being a top performer requires not just technical ability but also emotional and physical well-being. Pursue a career that allows for both success and satisfaction.
 
By strategically navigating the complex terrain of salary scales, bonuses, and performance expectations, aspiring BigLaw associates can build a career that is both financially rewarding and personally fulfilling.
 


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