Transitioning to a new law firm is a big step, and we know that you take it seriously. We do too. When we hire lateral attorneys, we do so for the long term. We look for people who contribute both professionally and personally. We seek outstanding lawyers who share our entrepreneurial spirit, as well as our values of inclusion, collaboration, and commitment to professional excellence.

Lateral Attorney Integration

We start integrating lateral attorneys before they step through the door. We create individualized orientations and ensure that new attorneys have the resources to hit the ground running on day one. Lateral partners participate in a one-year integration program overseen by a member of our Executive Committee. Lateral associates are assigned a partner mentor and associate advisor.

We work closely with lateral partners to ensure that their clients transition smoothly to the firm. To help mesh lateral partners’ practices with ours, we conduct collaborative team pitches and commit to staffing lateral partners on existing firm matters. Our teams use marketing and cross-selling strategies to highlight lateral attorneys’ practices and expertise.

Development and Training

We give every new lawyer who joins us tools to set the course of their own career and develop their skills and practice.

But we do not expect you to develop your skills alone. Our formal and informal programs – including an in-house legal writing coach and individual business development training – help you learn the skills you need.

Further, all of our lawyers have hands-on opportunities to develop their skills through paid and pro bono client work and through bar association and community service. Document review does not dominate our associates’ years. Meaningful, high-level work does.

We have a three-tiered, competency-based associate development structure. Each practice group has determined the skills and experiences necessary to advance to the next development tier.

  • Open Positions


    Schiff Hardin is committed to equal employment opportunity and diversity in the workplace. We maintain a policy of considering all qualified applicants for employment without regard to race, color, religion or creed, sex, gender, sexual orientation, gender identity or expression, age, citizenship status, order of protection status, national origin, ancestry, medical condition, genetic information, marital status, physical or mental disability, parental status, source of income, military or veteran status, unfavorable discharge from military service, or any other basis protected by federal, state or local law. We will consider qualified applicants with criminal histories in a manner consistent with the San Francisco Fair Chance Ordinance.

    Equal Opportunity Employer, Minority/Female/Disabled/Vets/Sexual Orientation/Gender Identity.

    Schiff Hardin provides reasonable accommodations to applicants with physical and/or mental disabilities. If you need special assistance or an accommodation to apply for a position please send an email to with the subject line "Accommodation Request."

    Equal Employment Opportunity is the Law Poster
    “EEO is the Law” Poster Supplement

  • Firm Culture and Benefits

    What is it like to work here? We are professionals first and businesspeople second. We respect each other and help each other. We take our work seriously but try not to take ourselves too seriously. And we work hard to create an environment where our lawyers at every level have the freedom to develop their practices in the way that suits them.

    Our work is demanding, certainly. But we also want it to be a means for our attorneys and staff to attain their personal and professional goals. We put that objective into practice with benefits and policies like the following:

    Generous benefits

    Including medical, dental, retirement plans, 401(k), short- and long-term disability, paid parental leave (18 weeks of paid primary caregiver leave and 4 weeks paid secondary caregiver leaving following the birth or adoption of a child), paid enrollment in a Mindful Return e-course for new parents preparing to return from parental leave, access to Milk Stork’s service to help nursing moms store and ship breast milk while traveling for work, adoption and surrogacy stipends, and a technology allowance. Our new Ramp Up/Down policy helps attorneys transition from parental leave with an automatic 20 percent reduction in their hours requirement with full pay for the month before and after their leave. We offer health care benefits to all domestic partners regardless of gender.

    Flexible hours

    Including reduced-hour, flex-time, and telecommuting arrangements for attorneys. Both women and men and associates and partners take advantage of this benefit.

    Women’s Networking Group

    Established in 1998, women attorneys plan and host mentoring and networking events that support and encourage women’s personal and professional growth throughout their careers.

    Parenting Group

    Includes parents, grandparents, aunts, uncles, and prospective parents. We discuss parenting-related topics and provide each other with support. The Group invites parenting experts, doctors, financial planners, social workers, and others to speak on parenting topics and hosts forums for members to share resources, such as babysitter and day care referrals.

    New Moms Group

    Discussion and support group for our newest parents.

  • Frequently Asked Questions

    How do I apply?

    To apply, please e-mail your cover letter and resume to Noah Cooper, Senior Legal Recruiting Manager, at To see a list of our openings, click here.

    Does Schiff Hardin accept resumes from search firms?

    Yes, Schiff Hardin works with a select group of search firms. Recruiters interested in working with us should contact Noah Cooper, Senior Legal Recruiting Manager, at for more information. We do not accept from search firms resumes of candidates who are currently judicial clerks or who are entry-level attorneys.

    What is the interview process?

    Typically, the first step is a preliminary interview. If that interview goes well and there is mutual interest in continuing the process, we invite candidates in for a full round of interviews. For lateral associates, the full round consists of one-on-one interviews, a lunch interview with associates, and a panel interview. The panel interview is with three to four Schiff Hardin lawyers. During the panel interview, the lawyers take turns asking questions designed to gather more information about each candidate’s work, academic, and other life experiences.

    Does Schiff Hardin offer a bonus for judicial clerks?

    Yes, Schiff Hardin pays a competitive bonus to associates who join our firm after completing a judicial clerkship. Judicial clerks interested in applying should submit their materials to Noah Cooper, Senior Legal Recruiting Manager, at Please note that we do not accept resumes of judicial clerks from recruiters.

    Is Schiff Hardin an Affirmative Action Employer?

    Yes, Schiff Hardin is a federal government contractor and affirmative action employer. For these reasons, we are required to solicit certain demographic information from candidates on a government-mandated form during the interview process. Please know that your submission of this self-identification information is entirely voluntary. Your decision to provide or not provide the information will have no impact on your employment application. Any response will be kept confidential and will not be used in the application process or shared with anyone involved in the hiring process.

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Anthony-Ray Sepúlveda

I joined Schiff because of the people. After starting my legal career in government, I was hesitant about shifting to a law firm and losing the camaraderie that I enjoyed in government. But unlike some other firms (and government agencies) that I have interviewed with, Schiff did not consider me fungible. I met with over 10 partners before receiving an offer. I expected that Schiff wanted to be as sure of me as I was of the firm. I now know that this was true and that I joined a team as dedicated to my success and development as I am to the firm.
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Sarah A. W. Fitts

We have started a cross-office, cross-practice initiative to build on Schiff’s existing construction and environmental practice to build out to a full-service infrastructure service team. It has been very rewarding to develop this practice, and although we are at the beginning, we can see that it will grow.