Ask Paul, Weiss Anything!

[Paul @ Paul Weiss]

Hi Paul, how receptive is Paul Weiss to international grades?

Hi @TC Chaser - we welcome applications from people wherever they have studied.

 

[Paul @ Paul Weiss]

Hi, are mitigating circumstances taken into considerations when applying at Paul Weiss? I have not seen anything in this regard but I might have missed it.

Hi @cityhopes - yes, we absolutely factor in mitigating circumstances. There is a section in our application for for you to tell us anything relevant.

Thanks,

Paul

 

[Anthony - Paul Weiss]

Hi Anthony, thank you for your response to my first question!

As to the second question, it is my understanding that Paul, Weiss was focused on litigation far before it expanded into transactional work, and was/is a premier US litigation firm. The UK office, meanwhile, seems to lean into transactional work. How integrated is the UK litigation team in the deep bench of litigation experts of the US office?

Hi Daniel - yes, historically I think the firm has roots a predominantly litigation practice. The focus of the London office at present is on Private Equity and Corporate transactions.

 

[Anthony - Paul Weiss]

Hi,

Just two questions:

1. I understand that private equity is not offered as a specific seat for your training contract, is it encompassed within the M&A seat? If so, are the seats offered broad in nature? For instance, M&A covers public/private M&A/private equity?

2. What makes Paul, Weiss stand out amongst the other big US firms?

Cheers.

Hi Sammy,

1. This is to be confirmed but you can expect the M&A seat will cover working on private/public M&A and PE matters.
2. I think a big thing that makes Paul, Weiss stand out is that we have a fantastic elite platform in the US and we are now developing that from the ground up in London. We are on a high growth trajectory and starting from an almost clean slate which provides us with the opportunity to build a unique type of law firm.

Kind regards,
Anthony

 

[Anthony - Paul Weiss]

1. How does Paul Weiss foster growth whilst maintaining a collaborative and supportive team environment?


2. How does the firm encourage junior associates to take on meaningful responsibilities early in their careers?


3. How does Paul Weiss balance specialisation with providing exposure to different practice areas for its associates ?


4. How does the firm approach advising clients in emerging technologies and industries, particularly in areas like autonomous vehicles and insurtech?


5. How does Paul Weiss actively promote diversity and inclusion within the firm and the broader legal community?


6. How does Paul Weiss approach billable hours, and what impact does this have on work-life balance and team collaboration?

7. Please if someone is qualified in another jurisdiction, will they need to complete both part of the SQE's whilst being sponsored by the firm.

I look forward to your response.

Kind regards

Hi Matthew,

Thank you for your questions.

1. We have taken a very thoughtful approach to hiring and I think that has led to building an office which has a lot of team players who are committed to our ambitious growth plans in Europe. Partners encourage associates getting to know one another outside of transactions and we regularly have social activities which allows people to connect with colleagues in different teams. This has helped to ensure teams remain connected even whilst the office grows at a fast rate.

2. Associates are strongly encouraged by partners and counsels to take on on responsibility whilst working on matters. However, they always remain on hand to support and guide associates whilst working on these new responsibilities.

3. I am not sure what you mean by this? Associates are in specific practice areas i.e. M&A, Debt Finance, IP etc. and within these practice areas we advise sponsor clients and their portfolio companies across a range of industries and transaction types in relation to our relevant practice of law.

4. In London we advise PE clients and their portfolio companies as well as major corporates on matters affecting the practice areas we cover. We would advise our clients in emerging tech to the extent they are focused on this area. Please see our general website and early careers website for more on the type of work done by the London office.

5. Fostering diversity and inclusion has been key to our hiring and growth in London. We have also created a unique vacation scheme which aims to make access to corporate law more inclusive for people from a range of socio-economic backgrounds. Additionally, we are in the process of formally setting up affinity groups in London. Paul, Weiss has a rich history of supporting D&I in the US as well. I would encourage you to browse the PW website on this topic.

6. We do not have a billable hours target. This sets us apart from other US law firms as there is more of a focus on delivering high quality work and client service. Whilst we are in this high growth phase we are encouraged to engage in activities which are not necessarily billable such as business development, pro bono and recruitment. This allows us to drive the firm forward. In terms of work/life balance, this allows associates to cultivate a better balance whilst understanding as an advisor we are a client first law firm.

I will leave your last question for Paul.

Kind regards,
Anthony

 

[Anthony - Paul Weiss]

agreed. even though i got a first in a non-russell group uni, i feel barred from applying as majority of the people i found on linkedin who were trainees/associates went to either Oxford/Cambridge/Warwick + your firm has not disclosed any data on legal cheek regarding this.
-
As a firm, what exactly are you doing to ACTIVELY take an INTERSECTIONAL approach to recruiting? e.g., social mobility AND ethnnic diversity? Is this a priority for you? I understand all law firms have affinity groups etc, but is there something specific the firm is doing to fix the gap?


Thank you in advance.

Hi both,

There is absolutely no bar to applying based on someone's academic background (this is also stated in the FAQs of our graduate recruitment website). Whilst there are associates and partners who have studied at the universities mentioned above, there are lots of others who have studied at different universities (including myself!). During this growth phase we have sought to hire talented, ambitious and entrepreneurial individuals from a range of different backgrounds based on their talents and not just what university they studied at.

In terms of what we are doing to take an intersectional approach to recruiting, in addition to some of the D&I initiatives we have mentioned on the forum you will have seen we have created a unique, first of its kind vacation scheme which seeks to remove the social barriers to entry for many people considering a career in corporate law. I would encourage you to take a look at our website for more information, but in summary this vacation scheme includes accommodation paid for and arranged by the firm (for those candidates who do not live in London or otherwise require accommodation requirements), paid travel to and from the office, free breakfast and lunch provided by the firm and a grant to purchase professional work clothes. This is just one of the examples demonstrating the firm's commitment to hiring excellent candidates from a range of socio-economic and diverse backgrounds.

Kind regards,
Anthony

 

[Anthony - Paul Weiss]

Hi,

Thank you for taking the time to answer our questions. I am very excited to learn more about the firm! I have a few questions I would love to ask.

1. What makes private equity an exciting practice area to work in? And how is private equity at Paul, Weiss unique from the work of other firms that excel in the area?

2. Could you give us an example of a particularly memorable deal you completed within in the PE practice area and your role?

Kind regards,

Michelle

Hi Michelle,

1. Please see my other response on what attracted me to PE. What makes Paul, Weiss' approach to PE different from other firms is that we are starting with a blank slate but with a foundation of (i) great quality US clients who want to do deals in Europe, (ii) clients from existing relationships from our previous firms, and (iii) a great platform in the US and Europe from which we can build a deep bench of new client relationships.

2. A great example of the above is the London office's role in advising KPS (a major US PE fund) on two transactions transactions concerning European businesses (the sale of Eviosys and the acquisition of Innomotics).

Kind regards,
Anthony

 

[Anthony - Paul Weiss]

Hi All,

Thank you for your time!

Paul, Weiss’ significant private equity clientele definitely means the firm is at the forefront of industry trends. In what ways do you see the realm of private funds (equity and debt) evolving in current market conditions? I’ve read a lot about the private credit boom, and how that has fed into the PE market. Is this something Paul, Weiss has observed?

Thank you for your time!

Hello,

I would encourage you to take a look at the "Private Equity Insights" page on our website which includes articles on current trends by people more knowledgeable than me!

From an M&A perspective, a big trend at the moment is the rise of alternative liquidity options for PE funds looking to exit their investments and return capital to LPs. Usually funds will sell their portfolio companies or take them to IPO when they want to exit their investment. However, given the reduced levels of activity in the M&A market and a tough IPO landscape, funds are looking to different exit strategies for their LP investors to get their money back. This includes (but is not limited to) GP/LP led secondaries transactions (i.e. LPs selling their interests in a fund to another LP) and continuation fund transactions (i.e. a PE investor selling an asset to another fund it owns). You should read "The Evolving Dual Track: Preserving Exit Optionality for PE Sponsors" on our website.

The increasing use of private credit funds is definitely a theme that our finance and fund formation teams will have seen on their deals as this is a market wide theme.

Kind regards,
Anthony

 

[Anthony - Paul Weiss]

Hi,
I was wondering what would be a stand out client you have worked with on an M&A transaction and why they stood out for you?

I was also wondering about your culture. Is everyone approachable and would they be willing to have a chat with trainees if they needed help with something ?

Hello,

All of our clients are standout clients

A deal I have worked on that stood out to me was the sale of Eviosys by KPS as this involved working with our NY colleagues and advising a new client for the London office. Paul, Weiss has a strong relationship with KPS in the US and this transaction has opened doors to build that relationship for European transactions as well.

Everyone at the firm is very friendly and approachable. We have taken a very thoughtful approach to hiring to ensure we are building a great culture at the firm. Partners and associates would absolutely be willing to help, advise and guide trainees if they needed help with anything.

Kind regards,
Anthony

 

[Anthony - Paul Weiss]

Good morning to the panel. Thank you all for giving up your time to answer our questions today. It’s fantastic to have these tangible connections to the firm, especially as the buzz around Paul, Weiss now and for the future is very exciting.

For Paul Gascoyne Paul @ Paul Weiss: The firm's website mentions that trainees at Paul, Weiss experience 'authentic training' during their training contract. What makes the training at Paul, Weiss so authentic and differentiated from the trainee experiences offered by your competitors? Additionally, are there any mandatory seats, such as in finance or litigation, that trainees must complete during their rotations?

For Anthony Isichei Anthony - Paul Weiss: As someone who also studied at the University of Nottingham, it’s great to see fellow alumni at an elite firm like Paul, Weiss. With the firm rapidly expanding in London, how do you see its Private Equity practice evolving, and what makes Paul, Weiss stand out in this area compared to other US firms, for example?

For the entire panel: With the firm’s bold recruitment strategy and rapid growth in London, how is Paul, Weiss fostering a culture that balances the ambitious growth targets and lateral hires whilst maintaining the firm’s collaborative and supportive environment, especially for junior associates and trainees?

Thank you again, I really appreciate your time and insights!

Milan

Hi Milan,

Thanks for your questions.

Our M&A practice will evolve to cover (and is already covering for the most part):

• Major PE clients and their portfolio companies on core PE transactions
• Corporates and financial investors involved in financial institutions or insurance M&A transactions
• Public M&A transactions including take privates

We are currently also developing an infrastructure team to cover infrastructure M&A transactions.

In terms of what makes us stand out we are starting with a blank slate but with a foundation of (i) great quality US clients who want to do deals in Europe, (ii) clients from existing relationships from our previous firms, and (iii) a great platform in the US and Europe from which we can build a deep bench of new client relationships.

Kind regards,
Anthony

 

[tcla02]

Hi @Anthony - Paul Weiss seeing Paul, Weiss's success in corporate work, what do you think sets the debt finance practice apart from the other US firms? Is the restructuring more debtor-focused or creditor-focused? And how does the firm leverage its PE clientele in debt finance?

 

[Pbali]

Hi,

As a graduate, who has done the LPC, am I still eligible to apply for the vac scheme?

If so, is there anything you look for from graduates that is different from students?

How might my LPC impact my chances of securing a vac scheme/TC at Paul, Weiss? (I’m also open to pursuing the SQE if necessary.)

Thank you!

Hi, just following up on this thread in case it was missed

 

[fingersarecrossed]

Hi both,

There is absolutely no bar to applying based on someone's academic background (this is also stated in the FAQs of our graduate recruitment website). Whilst there are associates and partners who have studied at the universities mentioned above, there are lots of others who have studied at different universities (including myself!). During this growth phase we have sought to hire talented, ambitious and entrepreneurial individuals from a range of different backgrounds based on their talents and not just what university they studied at.

In terms of what we are doing to take an intersectional approach to recruiting, in addition to some of the D&I initiatives we have mentioned on the forum you will have seen we have created a unique, first of its kind vacation scheme which seeks to remove the social barriers to entry for many people considering a career in corporate law. I would encourage you to take a look at our website for more information, but in summary this vacation scheme includes accommodation paid for and arranged by the firm (for those candidates who do not live in London or otherwise require accommodation requirements), paid travel to and from the office, free breakfast and lunch provided by the firm and a grant to purchase professional work clothes. This is just one of the examples demonstrating the firm's commitment to hiring excellent candidates from a range of socio-economic and diverse backgrounds.

Kind regards,
Anthony

Thank you so much for taking the time to answer our questions! I know it was a difficult question and I appreciate you for actually answering it rather than skipping past it.

 

[W5690]

Hi @TC Chaser - we welcome applications from people wherever they have studied.

@Paul @ Paul Weiss Hello, I read on the firm's website that the firm has a 2.1 requirement. Could you please let me know what is comparable to a 2.1 and a 2.2 under the French grading system? As far as I am concerned, I got 61,25% in my postgraduate degree in Law at a university in France (i.e. a fifth-year degree based on a competitive selection process), that is 147/240 which equals to 12,25 out of 20. Therefore, I am wondering whether it is a UK 2.1 or 2.2. If the latter, could a solid legal work experience compensate for a 2.2 and would then allow me to submit an application to the firm?

Many thanks.