CAREERS

Representatives of the firm conduct on-campus interviews with first-year law students in the spring of each year and second-year law students in the fall of each year. Notice of the interviews will be provided to the schools in advance of the interview date. Those students accepting an offer from the firm to participate in our summer program will work with us approximately six weeks. During this period, the students, under the supervision of several of the firm’s attorneys, are given the opportunity to gain hands-on experience in the same environment they will encounter as a practicing attorney with the firm. They play active roles in ongoing cases and transactions and are provided opportunities to attend trials, closings, depositions, contract negotiations, hearings and client meetings. Summer associates are given the opportunity to split time between the firm’s transactional and litigation practice groups. However, if a summer associate is interested in a particular practice area, assignments will be structured to allow in-depth exposure to the issues and attorneys within that practice area as much as possible.

Another critical component of the firm’s summer program is the opportunity for summer associates to get to know our attorneys outside of the work environment. The summer program includes a variety of social events planned to provide an opportunity to discover the personality of our firm and the interests of our members. Spouses and significant others are invited to attend many of these events because we feel that, as important as it is for summer associates and the firm’s attorneys to get to know one another, it is equally important for everyone to meet and to get to know each other’s families. We also have a monthly firm lunch for all members of the firm, including attorneys, summer associates and staff.

If your school is not one the firm visits for on-campus interviews, or you are otherwise unable to attend one of the scheduled interview sessions, and you are interested in applying for our summer program, please forward a cover letter, resume and current law school transcript to Evan Chambers, Recruiting Chair, at 201 Robert S. Kerr Ave., Suite 1600, Oklahoma City, OK 73102 or email Evan at recruiting@hartzoglaw.com.

For additional information about the firm, its associates and hiring practices, please see the question and answer section in the next tab.

The firm is committed to providing the best compensation and benefits package of any major Oklahoma law firm.

We have a broad number of practice areas. Some of these practice areas are closely related, so that an attorney may from time to time work in different, but related, practice areas.

We want all of our lawyers to be well rounded in their knowledge and understanding of the law. Therefore, regardless of what practice areas an attorney may ultimately choose, we think all lawyers are well served to have some exposure to most all of our practice areas. For example, even a lawyer who concentrates almost solely in the area of estate planning should have some knowledge of and experience in the area of litigation, so that the estate planning lawyer can properly identify issues involving litigation that may come up in the course of that lawyer’s estate planning practice. Thus, our younger lawyers are generally encouraged to participate in a broad range of our practice areas.

However, because our practice typically involves more complex projects requiring significant knowledge and experience, we encourage all of our lawyers to ultimately settle on one or more related practice areas in which they can become highly proficient.

Some associates who join us have already decided upon the practice area or areas in which they want to engage. Typically, this subject will have been discussed in detail between the firm and that incoming associate.

In other cases, an associate may not be sure about what areas in which that associate wants to practice. In those instances, we will make an effort to involve the associate in different practice areas to help the associate and the firm decide where the associate has the best aptitude and interest.

Sometimes, an associate may start out in one practice area, but after several years, the associate may want to cross over into other practice areas. We have always been accommodating to such a change.

We will work with an associate to permit the associate to be engaged in the practice areas in which the associate is most interested and proficient. We would never ask an associate to stay in a practice area in which that associate did not want to participate. An associate’s compensation is not determined by that associate’s practice area.

The kind of work that an associate is given depends somewhat upon the associate’s practice areas. However, it can generally be said that regardless of an associate’s practice areas, an associate will be given as much responsibility and substantive legal work as that associate demonstrates that he or she is capable of handling. Typically, an associate will be given projects that may even seem beyond the capability of the associate, with the expectation that the associate will work together with and receive coaching from the associate’s more senior firm members who are ultimately responsible for the project. We make certain that all of our associates are given the opportunity to have significant client contact. As, and when, the associate demonstrates a comfort level and ability to communicate effectively with clients, then the associate will be given further client responsibility.

We have no written or stated billable hour requirement for either associates or partners. Our attorneys – both associates and partners – are typically high achievers, and our project load is growing. For an associate, the number of hours billed is only one component in determining an associate’s overall contribution to the firm.

We believe that each associate, as well as each partner, is truly a professional and thus should decide for himself or herself what the appropriate number of billable hours should be.

We have the hope and expectation that each associate we hire will ultimately become a partner in the firm. Our commitment is that the associate will become a partner when that associate demonstrates the level of accomplishment, legal skills, practice skills and personal skills necessary to be admitted into the partnership.

We do not view the transition from associate status to partner status as a giant leap. Instead, it is an evolving process by which the associate, over a period of time, acquires and develops those skills necessary so that at some point in time the associate has reached a level where partnership status is appropriate.

The determination of when or whether an associate becomes a partner is solely dependent upon that associate’s performance. We do not consider other factors, which other firms may consider, such as the associate-to-partner ratio, the profitability of the firm generally, or the associate’s practice area.

It is our desire to grow organically through the employment of beginning associates, and especially beginning associates who have previously clerked with us.

However, because we want to hire the best associates available – and further, when we are in a growth period – we do hire associates who have previous experience with other law firms. In the recent past, we have hired associates with some experience with national law firms, but who have had some previous contact with or roots in Oklahoma.