The race to secure a coveted job at a major law firm is beginning earlier than ever—and a growing number of law students say it is reshaping their education for the worse.
Across U.S. law schools, firms are increasingly courting future associates almost as soon as students arrive on campus, triggering concerns that academic development is being sacrificed in favor of networking events, applications, and interview preparation.
A recent survey of more than 2,000 law students found that 56% of first-year students believed accelerated recruiting timelines had a negative effect on their inaugural year of legal education. Among students specifically targeting careers at large firms, dissatisfaction ran even deeper, with roughly two-thirds reporting that the process harmed their overall law school experience. Only a small minority viewed the trend positively.
Students described a campus environment where the pressure to secure summer associate positions often competes directly with classroom responsibilities. Many said they struggled to balance coursework with networking demands and career-related obligations.
One respondent captured the frustration bluntly, saying that trying to juggle recruiting and first-year studies made it nearly impossible to focus on learning.
Summer associate programs remain the primary gateway into high-paying associate roles at elite firms. Compensation has become increasingly attractive, with many firms now paying first-year associates salaries exceeding $225,000 annually and some offering even higher packages.
The scramble for talent has been building for years. What was once largely a second-year recruiting exercise has steadily migrated earlier as firms compete to lock in students they view as future stars. The shift accelerated after the pandemic, when virtual interviews enabled firms to recruit outside traditional campus hiring schedules.
Researchers behind the survey say the findings highlight how early hiring practices are altering not just recruitment but the broader law school experience. Even students with no intention of joining large firms reported feeling the pressure created by accelerated timelines.
The study also pointed to disparities in awareness. Students from more privileged educational backgrounds were more likely to understand the recruiting process before arriving at law school, giving them a potential advantage. Men, students attending highly selective institutions, and those whose parents graduated from college were among the groups most familiar with the accelerated timeline.
By contrast, first-generation college graduates, students attending less selective schools, and recipients of Pell Grants were less likely to know what awaited them, raising concerns that the recruiting system may reinforce existing inequalities.
### Litigation Boutiques Join Salary Arms Race
The competition for legal talent is not limited to recruiting calendars. Several prominent litigation-focused firms have announced pay increases that match or exceed the latest compensation scale introduced by Milbank.
Under the revised structure, annual associate salaries range from $235,000 for junior lawyers to as much as $455,000 for senior associates. Firms including Susman Godfrey, Wilkinson Stekloff, Kellogg Hansen, and Holwell Shuster & Goldberg have moved quickly to align with—or surpass—the new benchmark.
### Law Firms Reclaim Their Place in the Office Market
Meanwhile, law firms are once again emerging as a major force in commercial real estate.
A new industry report found that U.S. law firms leased approximately 4.6 million square feet of office space during the first quarter of 2026, making it one of the strongest opening quarters on record for legal-sector leasing activity.
Over the past year, leasing by law firms has climbed significantly above pre-pandemic levels, reflecting a renewed commitment to physical office space even as firms continue investing heavily in artificial intelligence and other technologies.
With new office construction slowing dramatically, competition for premium space is expected to intensify. Industry analysts say firms increasingly view modern office environments and technology investments as complementary strategies rather than competing priorities.
### Sullivan & Cromwell Seeks to Enforce $3 Million Award
In a separate development, Sullivan & Cromwell has asked a New York court to confirm an arbitration award worth nearly $3 million against a former client over unpaid legal fees.
According to court filings, the dispute stems from legal work performed in 2022. The firm alleges that while an initial retainer was paid, subsequent invoices remained outstanding. An arbitrator later ordered businessman Marc Wade to pay approximately $2.97 million, and the firm is now seeking judicial confirmation of that award.
