Frequently Asked Questions

What is the firm's billable hour requirement?
We do not have a billable hour requirement. The quality of our work product takes precedence over the quantity of work. We want our attorneys to focus on meeting our clients' needs substantively and efficiently.

Does the firm allow part-time or flexible work schedules?
Yes. We have partners and associates on part-time and flexible work schedules. These arrangements are determined on a case-by-case basis.

What are your plans for future growth?
One of our firm’s core principles is our solid belief in controlled, steady growth.  Our hiring decisions are made on an individual basis, and not based on meeting certain numbers or quotas. This philosophy has afforded us the ability to grow to meet our clients’ needs, yet maintain stability during declining economic times.

What is the firm's pro bono policy?
We do not require our attorneys to participate in pro bono programs, but do encourage attorney involvement. We believe that the specific area(s) of community service, and the depth of involvement, should be decided by each individual attorney. Our pro bono coordinator helps attorneys find ways to become active in areas that they have a passion for.  

What is your hiring process?
Our principal method of hiring is through our summer program.  We participate in fall and spring semester law school on-campus interview programs, as well as accepting direct correspondence from law students via e-mail or postal service. When making decisions for summer employment, the Recruiting Committee reviews the candidate’s evaluations from callback interviews and determines whether or not to extend an offer for summer employment. 

When making decisions for permanent hires, our Recruiting Committee will review a candidate’s application materials and interview evaluations. If the Recruiting Committee agrees to make an offer of employment, their recommendation will be passed on to the Management Committee. The Management Committee will then discuss the candidate and take the Recruiting Committee’s recommendation under advisement. If the Management Committee agrees with the Recruiting Committee’s decision for hire, it will then make a recommendation to the full partnership for a vote. 

How many summer associates do you usually hire?
We do not limit ourselves to an arbitrary number. We are always looking for the brightest, most talented students. 

Are summer associates allowed to split their summers? 
Yes. We recognize the importance of clerking with several firms before committing to one firm after graduation. 

When does the summer program begin and end?
Our program typically lasts ten weeks, beginning in late May and ending in early August. Within those parameters, summer associates are free to choose when their tenure will begin and end.

Do you offer a summer housing program?
Yes. We encourage summer associates to get to know Greensboro, Raleigh, and Wilmington as communities, in addition to just getting to know our firm.  Therefore, we will provide corporate apartments to summer associates who request them, even if they are in law school at nearby campuses such as Duke, the University of North Carolina or Wake Forest.  Summer associates typically pay a small expense for housing and utilities combined, and we will cover the remainder of the expense. 

What class levels do you hire for your summer program?
Usually we hire first- and second-year law students for our summer program. However, from time to time, we have invited third-year law students to spend the summer with us prior to the commencement a judicial clerkship.

How is a summer associate evaluated?
Summer associates receive feedback through several different methods. We encourage our attorneys to provide feedback directly to summer associates while they are working on a project together. Along these same lines, summer associates are also encouraged to seek feedback directly from the assigning attorney. Summer associates also can ask their mentor or our Recruiting Coordinator to solicit an assessment of their work. 

At the end of a summer associate’s tenure, our Recruiting Committee will solicit more formal assessments. Attorneys are asked to consider a summer associate based on, among other aspects, the quality of their work product, leadership capabilities, judgment, and decision-making skills.  A member of the Recruiting Committee will relay the results of this assessment to a summer associate during an exit interview.  Future hiring decisions regarding summer associates are made shortly after the conclusion of the summer program.

How do I submit my resume?
You may submit your cover letter, transcript and resume to Gail Cutter, our Recruiting Director, via e-mail to gcutter@brookspierce.com or by mailing it to P.O. Box 26000, Greensboro, NC 27420.