Executive Summary
Key Takeaways:
- Summer associate positions are your gateway to BigLaw careers
- Go beyond OCI—apply broadly using multiple channels
- Firms hire for long-term potential, not just summer performance
- Emotional maturity matters more than perfect grades
Essential Resources:
- LawCrossing.com for comprehensive job listings
- BCG Attorney Search for career tracking
- Direct firm outreach and networking
- This guide's 20+ interview questions
1. Introduction: The Gateway to BigLaw
If you're a law student reading this, understand one fundamental truth: the summer associate interview is the most important interview of your legal career. It's not just about getting a summer job—it's about launching a career that could span decades.
Here's what most law students don't realize: BigLaw firms rarely hire full-time associates who weren't summer associates first. The statistics are stark—over 90% of new associate hires at Am Law 100 firms come from their own summer programs. Miss this opportunity, and you're essentially locked out of the most prestigious and highest-paying positions in private practice.
Harrison's Insight
"I've watched thousands of law students fail before they've even begun simply because they didn't prepare properly for summer associate interviews. They treat it like any other interview, when in reality, it's the single most career-defining moment they'll face. The students who understand this—and prepare accordingly—are the ones who end up with multiple offers and successful legal careers."
This comprehensive guide will give you everything you need to not just get summer associate interviews, but to excel in them. We'll cover the questions you'll face, the strategies that work, and most importantly, what firms are really looking for when they evaluate candidates.
2. What Firms Are Really Looking For
Forget what you think you know about law firm hiring. It's not just about grades, law review, or moot court. While these credentials matter, they're table stakes. What firms are really evaluating is much more nuanced.
Emotional Maturity
Can you handle pressure, feedback, and client interactions professionally?
Work Ethic
Will you put in the hours and maintain quality under tight deadlines?
Client Readiness
Can you represent the firm professionally in all interactions?
Long-term Potential
Do you have what it takes to become a partner someday?
The Real Interview Questions They're Asking
Behind every question they ask, firms are really trying to determine:
- How will you behave with our most important clients?
- Will you respect our firm's hierarchy and culture?
- Are you genuinely interested in private practice, or just using us as a stepping stone?
- Do you have the resilience to handle the demands of BigLaw?
- Will you be someone we want to work with for the next 10+ years?
Harrison's Insight
"Firms are always thinking long-term. They're not hiring you for the summer—they're hiring someone they might want as a partner. Every question, every interaction, every moment of your interview process is evaluated through this lens. The candidates who understand this and demonstrate long-term commitment and growth potential are the ones who get offers."
3. How to Apply: Go Beyond OCI
Here's the hard truth about On-Campus Interviewing (OCI): it's severely limited and stacked against most students. OCI typically filters by GPA and school ranking, meaning that if you don't have a 3.7+ GPA at a T14 school, your options are extremely restricted.
But here's what the smartest law students know: OCI is just one channel among many. The most successful students—those who end up with multiple offers—apply through every available avenue.
The Multi-Channel Approach
OCI (On-Campus)
Limited slots, high GPA requirements
~20-30 firms max
LawCrossing.com
Comprehensive database including hidden listings
~500+ opportunities
Direct Applications
Cold outreach to firms not in OCI
Unlimited potential
Your Strategic Application Plan
Step 1: Maximize LawCrossing.com
LawCrossing.com is the most comprehensive database of legal positions available, including many summer associate positions that never make it to OCI or firm websites. Here's how to use it effectively:
- Set up alerts for summer associate positions in your target markets
- Search for "hidden" positions at firms not participating in your school's OCI
- Look for regional and boutique firms that offer excellent training
- Apply early—many positions are filled on a rolling basis
Step 2: Master the Cold Application
Here's a template for effective cold outreach that has worked for hundreds of students:
Subject: Summer Associate Application - [Your Name], [Law School] [Year]
Body:
Dear Hiring Manager,
I am a [year] law student at [School] with a strong interest in [specific practice area/firm strength]. After researching your firm's work in [specific matter/client/case], I am writing to express my interest in your summer associate program.
[One specific paragraph about why this firm/practice area interests you]
I have attached my resume, cover letter, and transcript. I would welcome the opportunity to discuss how I can contribute to your team.
Thank you for your consideration.
[Your name]
Harrison's Strategy
"The smartest law students always go beyond the channels they're given. OCI is just a starting point—not a limit. I've seen students with mediocre grades land summer positions at top firms simply because they were willing to do the work that other students wouldn't do. They researched firms, crafted personalized applications, and applied broadly. While their classmates were complaining about OCI limitations, they were getting interviews."
Target Numbers for Success
Here's what I recommend for a comprehensive application strategy:
4. Firm Targeting Strategy
Not all law firms are created equal, and not every firm is right for every student. The key to a successful summer associate search is strategic targeting that aligns your background, interests, and career goals with the right opportunities.
The Four Tiers of Firm Targeting
Reach Firms (20% of applications)
Top-tier firms where you meet most but not all preferred criteria
- Am Law 25 firms in major markets
- Prestigious boutiques in your practice area
- Firms where your GPA is slightly below their typical range
Target Firms (40% of applications)
Firms where you're a competitive candidate based on your profile
- Am Law 50-100 firms
- Strong regional firms in your preferred markets
- Firms with active recruiting at your school
Safe Firms (30% of applications)
Firms where you exceed their typical candidate profile
- Mid-sized firms (50-200 attorneys)
- Firms in secondary markets
- Firms known for hiring from your school
Backup Firms (10% of applications)
Smaller firms and alternative opportunities for security
- Small firms (10-50 attorneys)
- Government positions
- Public interest organizations with summer programs
Harrison's Targeting Wisdom
"Too many students make the mistake of only applying to 'prestigious' firms or only to firms they think will hire them. Both strategies are flawed. The most successful students cast a wide net across all four tiers. This gives them options and leverage in negotiations, plus backup plans if their top choices don't work out."
Research Checklist for Each Firm
Essential Research Points:
- Recent major deals/cases
- Practice area strengths
- Office locations and culture
- Alumni from your school
- Summer program size and structure
Cultural Fit Indicators:
- Work-life balance reputation
- Mentorship and training programs
- Pro bono commitment
- Diversity initiatives
- Partnership track record
5. How to Stand Out From Other Candidates
In a sea of qualified candidates with similar GPAs, law review experience, and summer internships, how do you differentiate yourself? The answer lies in understanding what firms value beyond the resume basics.
The X-Factors That Matter
Exceptional Writing Samples
Your writing sample is often the most scrutinized part of your application.
What works:
- Clear, concise legal analysis
- Error-free grammar and citation
- Sophisticated but accessible reasoning
- 5-10 pages maximum
Polished Soft Skills
Technical skills are assumed; soft skills differentiate candidates.
Key areas:
- Professional communication
- Active listening
- Emotional intelligence
- Leadership potential
Authentic Energy
Firms want associates who are genuinely excited about the work.
How to demonstrate:
- Specific knowledge about firm's work
- Thoughtful questions about practice areas
- Enthusiasm without desperation
- Professional curiosity
Unique Background
Your pre-law experience can be a major differentiator.
Valuable backgrounds:
- Business/finance experience
- Technical/engineering background
- International experience
- Unique industry knowledge
Presenting Your 1L Summer Experience
Many students worry that their 1L summer experience wasn't "impressive" enough. Here's how to frame any 1L experience positively:
Public Interest Work
"Developed client counseling skills and gained exposure to [specific area of law]"
Government Position
"Learned regulatory framework and government perspective on [industry]"
Small Firm Experience
"Gained hands-on experience with client development and case management"
Harrison's Rules for Interviewing
The Pre-Interview Preparation Checklist
48 Hours Before Each Interview:
- Review firm's recent news and deals
- Research your interviewers on LinkedIn
- Prepare 5 thoughtful questions
- Practice your elevator pitch
- Review your own resume thoroughly
- Prepare specific examples for common questions
- Plan your outfit and route
- Get a good night's sleep
6. The 20 Most Common Summer Associate Interview Questions
Here are the questions you're most likely to encounter, along with what the interviewer is really testing and model answers that have worked for successful candidates.
1. "Why are you interested in our firm?"
What they're testing: Have you done your homework? Are you genuinely interested or just mass-applying?
Sample Answer:
"I'm drawn to [Firm Name] for three specific reasons. First, your corporate practice's work on the [specific recent deal] demonstrates exactly the type of complex, cross-border transactions I want to learn about. Second, I've spoken with [Alumnus Name] from my law school, and they emphasized how the firm's mentorship culture helped them develop both technical skills and client relationships. Finally, your commitment to pro bono work, particularly in [specific area], aligns with my values and my background in [relevant experience]."
Harrison's Insight
Generic answers kill interviews. Research something specific—a recent case, deal, hire, or initiative. Show that you've invested time in learning about them specifically.
2. "Do you see yourself staying in private practice long-term?"
What they're testing: Are you using this firm as a stepping stone? Do you have realistic expectations?
Sample Answer:
"Yes, absolutely. I went to law school specifically to become a practicing attorney, and private practice offers the best opportunity to develop sophisticated legal skills while working on complex matters. I'm attracted to the intellectual challenges, the client relationships, and the opportunity to grow within a firm over time. I understand it's demanding, but that's exactly what I'm looking for in a career."
Harrison's Warning
Never hedge on this answer. Even if you're not 100% sure, firms want to hear commitment. Saying "maybe" or "we'll see" suggests you're not serious about the opportunity.
3. "What practice area interests you most?"
What they're testing: Do you have genuine interests or are you just chasing prestige? Have you thought seriously about your career?
Sample Answer:
"I'm particularly drawn to corporate law, specifically M&A work. My undergraduate background in finance gave me exposure to deal structures, and I found the strategic and analytical aspects fascinating. During my 1L summer at [organization], I worked on a project involving corporate governance, which reinforced my interest in how businesses operate and grow. I'm excited about the opportunity to work with clients on their most significant transactions and to understand how legal strategy drives business outcomes."
Harrison's Strategy
Connect your interest to specific experiences or background. Avoid saying "I'm open to anything"—it sounds unfocused. But also don't be so narrow that you eliminate opportunities.
4. "How do you handle working under tight deadlines?"
What they're testing: Can you handle the pressure of BigLaw without breaking down or producing poor work?
Sample Answer:
"I actually thrive under deadline pressure. In my previous job as a financial analyst, I regularly had to produce complex reports within 24-48 hour windows. I've learned that the key is immediate prioritization and communication. When I get a tight deadline, I first clarify exactly what's needed, break the work into manageable chunks, and communicate regularly about my progress. I also make sure to maintain quality standards even when time is short—I'd rather ask for help or an extension than deliver subpar work."
Harrison's Insight
Give a specific example from your past experience. Firms need to know you've actually been tested under pressure, not just that you think you can handle it.
5. "Describe a time you had to work with a difficult team member."
What they're testing: How do you handle conflict? Can you work professionally with challenging personalities?
Sample Answer:
"During a group project in law school, one team member consistently missed deadlines and was unresponsive to messages. Rather than let frustration build, I requested a face-to-face meeting to understand what was happening. I learned they were struggling with personal issues and feeling overwhelmed. We worked together to restructure their responsibilities and created better communication protocols. The project was ultimately successful, and we maintained a professional relationship throughout."
Harrison's Advice
Show maturity and problem-solving skills. Never badmouth the difficult person—focus on how you handled the situation professionally and achieved a positive outcome.
6. "What are your greatest strengths?"
What they're testing: Self-awareness and whether your strengths align with what they need in an associate.
Sample Answer:
"My greatest strength is my attention to detail combined with my ability to see the bigger picture. In my previous role, I was known for catching errors that others missed, but I also always made sure to understand how my specific task fit into the overall project goals. I think this combination is particularly valuable in legal work, where precision is crucial but you also need to understand client objectives and strategic context."
Harrison's Formula
Pick strengths that are relevant to legal work. Support them with specific examples. Don't just list qualities—explain how they translate to better performance.
7. "What are your weaknesses?"
What they're testing: Self-awareness and whether you're actively working on improvement.
Sample Answer:
"I sometimes spend too much time perfecting work when good enough would suffice for the initial phase. I've realized this can slow down collaborative processes when others are waiting for my input. I've been working on this by setting interim deadlines for myself and actively seeking feedback earlier in the process to ensure I'm focusing my perfectionist tendencies where they add the most value."
Harrison's Strategy
Choose a real weakness that won't disqualify you, show self-awareness, and demonstrate concrete steps you're taking to improve. Avoid fake weaknesses like "I work too hard."
8. "Why did you go to law school?"
What they're testing: Genuine motivation for legal career vs. prestige-chasing or parental pressure.
Sample Answer:
"I went to law school because I wanted a career that combines analytical thinking with practical problem-solving for clients. In my previous role in consulting, I enjoyed analyzing complex business problems, but I wanted to develop deeper expertise and have the ability to provide more comprehensive solutions. Law offered that opportunity—the chance to become a true expert while helping clients navigate their most important challenges."
Harrison's Guidance
Connect your motivation to actual practice, not abstract ideals about justice. Show that you chose law deliberately, not as a default option.
9. "How do you handle constructive criticism?"
What they're testing: Coachability and emotional maturity—critical for junior associates.
Sample Answer:
"I welcome constructive criticism because it's the fastest way to improve. When I receive feedback, I listen carefully, ask clarifying questions to make sure I understand, and then focus on implementing the suggestions. For example, early in law school, a professor pointed out that my legal writing was too verbose. I worked with the writing center, studied more concise examples, and saw significant improvement in my grades and feedback."
Harrison's Truth
Associates who can't take feedback don't last. Show that you see criticism as a gift, not an attack. Give a specific example of how feedback helped you improve.
10. "Tell me about a time you made a mistake and how you handled it."
What they're testing: Accountability, problem-solving under pressure, and learning from errors.
Sample Answer:
"In my 1L summer internship, I misunderstood instructions for a research memo and spent two days researching the wrong jurisdiction's law. As soon as I realized my mistake, I immediately informed my supervisor, explained exactly what had happened, and presented a plan to correct it. I worked late that week to complete the proper research without extending the deadline. I learned to always confirm my understanding of assignments upfront and to check in at key milestones."
Harrison's Formula
Own the mistake completely, show immediate action to fix it, and demonstrate what you learned. Never blame others or minimize the error.
11. "Where do you see yourself in 5-10 years?"
What they're testing: Long-term commitment and realistic expectations about career progression.
Sample Answer:
"I see myself as a senior associate or junior partner, having developed deep expertise in [practice area] and strong client relationships. I want to be the person that clients and colleagues turn to for complex matters in my area. I understand that path requires years of dedicated work and continuous learning, but that's exactly the career trajectory I'm excited about pursuing."
Harrison's Perspective
Show ambition but be realistic about timelines. Firms want to hear that you're thinking long-term about growing within the profession.
12. "What questions do you have about our firm?"
What they're testing: Genuine interest, preparation, and thoughtful engagement with the opportunity.
Sample Questions:
- "What does success look like for a first-year associate in your practice group?"
- "How does the firm approach professional development and mentorship?"
- "What are the most exciting developments in [practice area] that the firm is involved in?"
- "What do you enjoy most about practicing at this firm?"
Harrison's Rules
Always have thoughtful questions prepared. Avoid asking about compensation, vacation time, or anything easily found on their website. Focus on culture, growth, and the work itself.
13. "How do you handle high-pressure situations?"
What they're testing: Stress management and ability to maintain quality work under pressure.
Sample Answer:
"I handle pressure by staying organized and communicating proactively. When facing a high-pressure situation, I first take a moment to understand all the requirements and constraints, then create a detailed plan with clear priorities. I also make sure to communicate regularly with supervisors about progress and any potential issues. During my undergraduate thesis under a tight deadline, this approach helped me deliver quality work on time while managing multiple competing priorities."
Harrison's Insight
Show you have a systematic approach to pressure, not just that you can "handle it." Firms want to see methodology, not just toughness.
14. "What's your approach to legal research and writing?"
What they're testing: Technical skills and methodology for core associate responsibilities.
Sample Answer:
"I start by understanding the specific legal question and business context, then develop a research strategy using both primary and secondary sources. I begin with secondary sources to get oriented, then focus on primary authorities in the relevant jurisdiction. Throughout the process, I take detailed notes and track my sources carefully. For writing, I focus on clear organization, logical flow, and practical recommendations that help the client make informed decisions."
Harrison's Advice
Show you understand both the technical and strategic aspects of legal research. Firms want associates who can find answers efficiently and present them clearly.
15. "How do you stay current with legal developments?"
What they're testing: Professional development mindset and genuine interest in the law.
Sample Answer:
"I subscribe to several legal publications including [specific publications relevant to target practice area], follow key legal blogs and Supreme Court updates, and attend CLE programs when possible. I also make it a point to read case summaries and regulatory updates that affect the industries I'm interested in. I find that staying current not only helps me be a better law student but also gives me valuable context for understanding how legal developments affect business decisions."
Harrison's Strategy
Be specific about your sources and show that you understand how legal developments connect to business implications. This demonstrates mature professional thinking.
Complete Interview Question Database
This guide includes 15 of the most common questions, but successful candidates prepare for 30+ potential questions. The complete BCG Attorney Search interview database includes:
- Behavioral questions (10+ variations)
- Practice area specific questions
- Ethical scenarios
- Case study discussions
- Partner-level strategic questions
- Cultural fit assessments
- Current events discussions
- "Stress test" scenarios
Create your free BCG Attorney Search account to access the complete database and track your interview preparation progress.
7. Performing During Your Summer: What Really Matters
Getting the summer position is just the beginning. Your performance during the summer determines whether you receive a full-time offer—and sets the foundation for your entire legal career.
Harrison's Reality Check
"Here's what firms don't tell you: they make their hiring decisions within the first few weeks of your summer program. Everything after that is confirmation. Students who lose offers usually don't realize it until August, but the decision was made in June. Your first impression isn't just important—it's everything."
The Four Pillars of Summer Success
Attitude
This is the #1 factor in offer decisions.
- Enthusiastic about every assignment
- Grateful for opportunities and feedback
- Positive even when tired or stressed
- Curious and eager to learn
Responsiveness
How quickly and effectively you communicate.
- Immediate acknowledgment of all requests
- Proactive status updates
- Quick turnaround on assignments
- Available when needed
Low Maintenance
Requiring minimal supervision and hand-holding.
- Clear understanding of instructions
- Minimal need for clarification
- Self-sufficient research skills
- Proactive problem-solving
Hierarchy Respect
Understanding your place in the firm structure.
- Deferential to all attorneys
- Respectful to all staff members
- Understanding of billing structures
- Professional boundary awareness
Why Students Lose Offers (And Never Realize It)
Common Fatal Mistakes:
- Complaining about work or hours
- Missing social events or showing up late
- Appearing bored or disengaged
- Being defensive about feedback
- Gossiping about firm politics
- Inappropriate social media activity
- Treating staff poorly
- Focusing on exit strategies during summer
The Daily Excellence Checklist
Every Day, Ask Yourself:
Harrison's Success Formula
"The summer associates who get offers aren't necessarily the smartest or most talented. They're the ones who make everyone around them think, 'I want to work with this person for the next decade.' They're professional, pleasant, reliable, and genuinely enthusiastic about the work. Master these basics, and technical skills become secondary."
8. What If You Don't Get an Offer?
Don't panic. Not receiving a summer associate offer is disappointing, but it's not career-ending. Many highly successful attorneys didn't get offers from their first summer program.
Of summer associates at top firms don't receive offers
Eventually land at firms of equal or greater prestige
Find better cultural fits at their eventual firms
Your Immediate Action Plan
Process the News Professionally (Week 1)
- Thank the firm for the opportunity and feedback
- Request specific feedback on areas for improvement
- Maintain all professional relationships from the summer
- Take a few days to process, then refocus on next steps
Launch Comprehensive 3L Job Search (Weeks 2-4)
- Create comprehensive target list using LawCrossing.com
- Apply to 75-100 firms across all practice areas
- Consider different markets and firm sizes
- Update resume to highlight summer experience positively
Explore Alternative Paths (Ongoing)
- Federal clerkships (excellent for lateral opportunities)
- In-house legal positions
- Government positions with private practice exit opportunities
- Smaller firms with strong reputations
Position for Lateral Success (Year 1+)
- Excel in your first position to build credentials
- Create BCG Attorney Search account for lateral opportunities
- Network strategically with target firms
- Develop specialized expertise for marketability
Your Recovery Strategy Resources
Immediate Job Search:
- LawCrossing.com - Most comprehensive legal job database
- Target 3L hiring programs at mid-market firms
- Consider government honors programs
- Network with alumni in different practice settings
Long-term Career Strategy:
- BCG Attorney Search - Set up lateral alerts
- Track target firms for future opportunities
- Develop niche expertise for differentiation
- Build toward 3-5 year lateral move
Harrison's Perspective on Setbacks
"Some of the most successful attorneys I know didn't get offers from their summer programs. What separated them was their response to the setback. They didn't waste time being bitter—they immediately focused on their next opportunity. Many ended up at firms that were better cultural fits, and some eventually became partners at more prestigious firms than where they summered. Your career is not determined by one summer—it's determined by how you respond to challenges."
9. Long-Term Career Strategy: Planning Beyond Summer
Smart law students think beyond just getting a summer associate position. They use law school to build the foundation for a successful legal career spanning decades.
The Strategic Timeline
Why BCG Attorney Search Matters Now
Even as a law student, creating your free BCG Attorney Search account serves multiple strategic purposes:
During Law School:
- Track firms and openings in target markets
- Access market intelligence and salary data
- Understand hiring patterns and preferences
- Plan your academic and extracurricular focus
As You Approach Graduation:
- Access 3L hiring opportunities
- Get guidance on first-job negotiations
- Understand different career path options
- Prepare for the transition to practice
The Lateral Market Reality
Here's what most law students don't understand: your first job is rarely your last job. The legal profession is increasingly mobile, with most attorneys changing firms 2-3 times during their careers.
Of attorneys change firms at least once
Optimal time for first lateral move
Average salary increase from strategic lateral
BCG's 1+ Year Experience Advantage:
Once you have at least one year of practice experience, BCG Attorney Search becomes your most valuable career resource:
- Expert Guidance: Work with experienced legal recruiters who understand your market
- Hidden Opportunities: Access positions not advertised publicly
- Strategic Positioning: Learn how to position yourself for maximum marketability
- Market Intelligence: Understand compensation trends and firm cultures
- Negotiation Support: Get help maximizing offers and terms
Building Your Legal Career Foundation
Year 1-2: Skill Building
- Master fundamental legal skills
- Build strong work relationships
- Develop practice area expertise
- Exceed performance expectations
Year 3-5: Market Positioning
- Build portable skills and experience
- Develop client relationships
- Consider strategic lateral moves
- Build professional network
Year 5+: Leadership Track
- Focus on business development
- Consider partnership track
- Explore leadership opportunities
- Plan long-term career strategy
10. Additional Questions Worth Preparing For
Beyond the core questions, successful candidates prepare for these additional scenarios that frequently arise in summer associate interviews:
Current Events & Legal Developments
- "What recent Supreme Court decision interests you most?"
- "How do you think [current legal development] will affect business?"
- "What legal trend are you following most closely?"
Ethical Scenarios
- "How would you handle a potential conflict of interest?"
- "What would you do if asked to work on something outside your competence?"
- "How do you balance client confidentiality with firm interests?"
Firm-Specific Culture
- "How do you see yourself fitting into our firm culture?"
- "What attracted you to [specific office/practice group]?"
- "How would you contribute to our diversity initiatives?"
Challenging Situations
- "How would you handle receiving conflicting instructions from two partners?"
- "What would you do if you discovered an error in your work after submission?"
- "How do you prioritize when everything is urgent?"
Personal Development
- "What skills are you most eager to develop during your summer?"
- "How do you plan to contribute beyond just completing assignments?"
- "What questions would you want to ask a partner about career development?"
Industry Knowledge
- "What challenges do you think our clients face in [industry]?"
- "How do you think technology is changing legal practice?"
- "What regulatory changes are affecting our practice areas?"
Harrison's Advanced Preparation Strategy
"The candidates who get multiple offers don't just prepare for the obvious questions—they prepare for the curveballs. They read industry publications, follow legal developments, and think deeply about how current events affect legal practice. They can discuss not just what they want to do, but why the legal profession matters in today's business environment. This level of preparation separates the good candidates from the exceptional ones."
Conclusion: Your Path to Summer Associate Success
The summer associate interview process is competitive, but it's not mysterious. Success comes from preparation, strategy, and understanding what firms really value in candidates.
Key Takeaways for Success:
Application Strategy:
- Apply broadly using multiple channels
- Use LawCrossing.com for comprehensive coverage
- Target 100+ applications across all tiers
- Customize applications for each firm
Interview Excellence:
- Prepare for 30+ potential questions
- Show genuine enthusiasm and commitment
- Demonstrate emotional maturity
- Research each firm thoroughly
Take Action Today
Start Your Search
Visit LawCrossing.com to access the most comprehensive database of summer associate positions
Plan Your Career
Create your free BCG Attorney Search account to track firms and plan your long-term strategy
Learn More
Watch Harrison Barnes' free videos and read his guides on legal career success
Your legal career starts with the right preparation. Start today.
Final Words from Harrison Barnes
"The summer associate interview is your gateway to a legal career, but it's not the destination. The students who succeed think strategically from day one—they understand that every interaction, every application, and every interview is building toward a career that could span decades. Be professional, be persistent, and be strategic. The legal profession rewards those who approach it with the seriousness and preparation it deserves. Your future starts with the actions you take today."
