We offer our associates mentoring and feedback. We also encourage participation in our Partnering Process.
Mentoring
Mentoring is also provided by the practice group leaders. Practice groups meet regularly for lunch to talk about current topics and particularly challenging client matters. Most of our practice groups also hold retreats each year to review developments in the law and to share new methods for serving our clients.
Evaluation and Feedback
There are few things as important to an associate’s development as feedback. Our system maximizes a lawyer’s opportunity to be evaluated on a meaningful basis. We conduct a formal evaluation annually that consists of written evaluations, oral evaluations and meetings between an associate and his or her advisor. Our partners and senior associates provide constructive reviews that recognize success and suggest areas for improvement. Customized individual development planning is created for each associate based on their evaluation feedback and their own goals and objectives, which are established annually.
Partnering Process
Representatives of the firm also hold annual meetings with all associates to address policies or issues that may be of concern to associates. The firm created a unique new program in 2000 called the “Annual Associate Partnering Program.” This partnering process gives associates an opportunity to revel in what is going well in the firm, as well as provide feedback and suggestions to the partnership on how the firm could better advance its major goals of providing excellent service to clients, attracting and retaining the best people, unifying the firm, and improving profitability.
We believe this continuous improvement process demonstrates the depth of the firm’s commitment to our associates, which in turn allows the firm to retain the best people.
We offer lateral hires the following benefits:
- Four weeks of PTO (i.e., vacation, personal, and sick time), pro-rated during the first year
- Reimbursement of local, state, and some specialty bar association dues through the fifth year of practice
- Time off with pay for disability and maternity leave with an additional twelve weeks of paid parental leave provided to any associate who is a caregiver of a new child
- Medical, dental, and vision insurance
- Approximately 80% of premium for individual medical coverage or approximately 70% of premium for family medical coverage (including eligible domestic partners)
- Health Savings Accounts (HSA)
- Pre-tax healthcare and dependent care flexible spending accounts
- Pre-tax qualified transportation benefit (QTB)
- Short and long-term disability protection
- 401(k) retirement plan
- Life insurance equal to 1.5 times salary with a minimum of $200,000 and a maximum of $500,000
- Professional liability insurance
- Employee Assistance Program (EAP)
- Travel and accident insurance
- Back-up childcare
Interested in cost of living comparisons by city? Visit the City Data site.
Applicant Guidelines
To apply for an open position, please click here.
If none of our current openings matches your experience and qualifications, you may complete the application labeled “General Submission”. Your cover letter should clearly state the position you seek and your preferred office location.
Search Firm Guidelines
Thompson Hine will not accept unsolicited resume submissions from search firms or headhunters. If you wish to present a candidate for our consideration, whether based on need or in an opportunistic fashion, please send an email with a blind description of the candidate you are representing directly to one of our recruiting team members. Please do not call or email Thompson Hine attorneys with potential candidates.
Ohio Partner Candidates: Julia Zerman, Director of Legal Talent
Atlanta, Chicago and Minneapolis: Maria Klingele, Manager of Legal Talent
New York, Washington, D.C. and Ohio Employed Lawyers: Alon Donohue, Senior Manager of Legal Talent
Los Angeles and Silicon Valley: Bradley Youngston, Manager of Legal Talent