The Recruiting Section is for NALP members who are responsible for, or who have an interest in, issues related to law school outreach, summer programs, and entry-level lawyer recruiting.
Presented January 25, 2018. NALP Legal Recruiting Summit.
The Pulse of Recruiting: Real Time Trends & Practical Guidance
New NALP Recruiting Guidance Emphasizes Fairness and Reasonableness, December 12, 2018
February 2022 Perspectives on 2021 Law Student Recruiting
Perspectives on 2022 Law Student Recruiting
NALP Perspectives on 2020-21 Law Student Recruiting
Perspectives on 2023 Law Student Recruiting, March 2024
NALP Bulletin+ article by Executive Director Nikai L. Gray discussing the evolving recruiting timeline for Big Law firms.
NALP Research: Perspectives on Law Student Recruiting annual report, March 2020
Perspectives on Law Student Recruiting
2024 NALP Recruiting Survey, September 2024
This interest group is for members with an interest in or responsibility for law firm lateral recruiting.
preparing lawyers for fall recruiting
NALP Executive Director James G. Leipold’s column explores how the COVID-19 pandemic could lead law schools and law firms to reimagine the process of identifying and hiring lawyers.
Firms are finding themselves in an even more competitive environment for top candidates. Use these methods to improve your process.
This article describes the recruitment of students across Canada to Toronto law firms and government offices.
December 12, 2018. NALP's Principles for a Fair and Ethical Recruitment Process urge members to aspire to the highest ethical and professional standards, and to maintain policies and procedures that allow students to meaningfully choose between competing offers and allow employers to effectively manage their recruitment processes.
A survey explored the compensation of recruiting professionals in Chicago, Dallas, Houston, New York, and DC, and also satisfaction levels with that compensation.
Two members of different teams within a firm explain how they found new ways to work together that can work for other firms as well.
Presented by Dr. Arin Reeves, January 25, 2018. NALP Legal Recruiting Summit.
The International and Advanced Degree Advising and Recruiting section is for NALP career services members who advise domestic and international LL.M. degree candidates and for NALP legal employer members who hire graduates with LL.M. degrees.
NALP Press Release, March 18, 2020
The US Department of Justice reported in the 2008-2009 NALP Directory of Legal Employers that it employs 249 lawyers with disabilities -- more lawyers with disabilities than reported by all the private employers in the directory combined. Are recruiters
Some tips on rewriting recruiting materials.
Conveying firm culture through a variety of media -- podcasts, BlackBerrys, the web.
Innovating Talent Management in Law Firms Webinar Series. Presented October 26, 2017.
Diversity initiatives in these five key areas can make a real difference.
NALP Press Release, March 1, 2022
Recruiters and administrators can positively influence the recruitment and retention of lateral lawyers at their firms using these simple suggestions.
Brown Rudnick LLP’s Alexandra Gharghoury and McDermott Will & Emery LLP’s Amanda Ryan examine strategies for lateral associate recruiting in a market with lots of job activity related to the COVID-19 pandemic.
"I challenge NALP members to rethink the recruiting process, and to push up against the barriers to change where that is practicable and to experiment with new recruiting tactics that might lead us all to a better place."
Prepared by the Sexual Harassment and Recruiting Conduct Work Groups of the JD Career Advisors and Recruiting Sections. 2019.
NALP Press Release, February 27, 2023
NALP Webinar - The Temp and Intern Blueprint: Hiring and Using Seasonal Support in Legal Recruiting
Did you know that across the U.S. there are more than 30 local recruiting associations formed by legal employers and law schools? While independent organizations not related to NALP, these local associations offer opportunities to build leadership skills while expanding your local professional network.
In the NALP spirit of collaboration, it is time for some live, in-person innovation. Enter NALPathon 2019, which will be held on March 14-15, 2019, in Washington, DC! As created by the Reimagining Recruiting Task Force, this opportunity for member education and training in design thinking and experiential learning will gather participants from across the country to engage in design thinking training and facilitated learning while, at the same time, helping devise new solutions to these long existing challenges in the legal recruitment process.
Penn State Dickinson Law’s Tom Lee explains why legal employers should consider neurodiverse candidates in their recruiting practices.
Employers must continually reflect on their workplace policies and programs and revise those programs to meet the needs of their recruits.
Recruiting effectively in today's market requires new skills and new strategies -- from developing a talent acquisition plan to using social media, leveraging alumni, and partnering with partners.
Solidifying relationships with firm recruiters, identifying pain points, maintaining frequent contact, showcasing the local area and leveraging family connections are all ways recruiters can close the deal.
Delegating is an important part of being a successful manager. Two recruiting managers, Ginny Mueller and Victoria Sievers, share their experiences and offer some advice on how to effectively delegate to those new to the role.
Although the thought of applying normal ethics rules to recruiting materials should not create panic, it should induce caution and care. Law firms should avoid the kind of statements that create gross ethics violations.
Within the large group that makes up millennial lawyers — lawyers born between the years 1980-2000 — there are unique nuances we should be aware of to help us in our efforts to recruit and retain diverse millennial lawyers.
Here are some creative ways employers and schools can use (and re-use) existing resources to increase the effectiveness of recruiting.
The Recruiting Commission is working to develop a framework that is creative, proactive, and responsive to industry and member concerns.
A personal account of a NALP member reflecting on her recruiting career. She writes, "As I approach my tenth year in legal recruiting, it feels like the perfect time to reflect on how far I have come and to look ahead at the exciting future that awaits."
Law firm recruiting can benefit from adopting some practices from outside the legal world, such as streamlined processes, tracking metrics, and improved technology. Drawing from other industries while preserving our strengths will benefit law firms and our candidates.
These suggestions can help both employers and candidates mitigate the impact of unconscious bias on recruiting.
Summary of recruiting discussion during Roundtable on the Future of Lawyer Hiring, Development, and Advancement.
Editorial Note: On December 12, 2018, the NALP Board of Directors wrote to members to announce the new NALP Principles for a Fair and Ethical Recruiting Process. This article is adapted from that correspondence.
SMU’s Mary Beth Nielsen and Borden Ladner Gervias LLP’s Angela Sordi identity 10 tips that can help your law firms improve the recruiting process for neurodivergent law students and attorneys.
Here are some tips for those who have transitioned to recruiting from other roles within their firms.
What recruiting and lawyer professional development lessons might law firms draw from the NFL?
A strong network has always been an important tool for employers seeking to quickly connect with talented candidates. However, some employers and some geographic locations rely more on professional contacts to spread the word about job opportunities than others. Employers may want to adopt a variety of tactics when designing a recruitment strategy to avoid the hazards of a homogenous workforce. But based on my outreach and research as the PSJD Fellow, I believe that open hiring via company websites and/or online job boards provides an excellent and affordable first step.
Maureen Reilly writes about AI as it pertains to legal recruiting, including definitions, applications and risks, and benefits.
Here are some suggestions for taking LGBT counseling or recruitment to the "201" level.
Chapman Cutler’s Shannon Burke and Jessica Hoffer offer tips for increasing cross-departmental collaboration and communication among the recruiting and DEI functions at legal employers.
There are fewer job opportunities for first-year lawyers. Now you have their attention: what a great opportunity to sell your firm.
NALP seeks a select committed group of legal industry stakeholders to engage in a team competition with a spotlight on entry-level recruiting — a process involving lots of frustrations and concerns, but limited concrete solutions. Challenged by NALP President Melissa Lennon, and task force co-chairs Kristine McKinney and Donna Gerson, the Reimagine Recruiting team has “ideated” NALPathon 2019, a two-day program to be held on March 14-15, 2019, in Washington, DC.
This article looks at a unique admissions program in Canadian law schools, as well as some initiatives from career offices and law firms.
NALP Executive Director Nikia Gray explains the history of on-campus interview (OCI) timelines, the complex dynamics shaping the recruiting environment including competition and antitrust considerations and encourages NALP members to collectively drive new advances in recruiting by sharing insights, ideas and best practices.
Branding in law firms isn’t just about the logo, website, or firm name. It’s about how your firm is perceived in every interaction, from client development to internal project execution. But one area where branding can be neglected and where reputational damage can quietly accumulate is in partner or associate recruiting.
Seyfarth Shaw LLP’s Lisa Pachucki and Faegre Drinker Biddle & Reath LLP’s Katie Ivory explain the networking opportunities available when joining the NALP community and volunteering for a work group or leadership position.
The Awards of Distinction were presented during the opening plenary of the 2007 Annual Education Conference.
Law firms can take the following steps to be more strategic and effective in their planning, hiring, and management processes to help them weather the storm and be in a strong position as the economy rounds the corner.
Even as we await a decision next summer from the United States Supreme Court about whether or not the Solomon Amendment violates the First Amendment, NALP member law schools continue to face on-campus recruitment visits by the United States military
One area that is explored less often is the gender diversity of the legal professionals who work in administrative roles, such as recruiting and career services. In contrast to the statistics for attorneys, the majority of these roles are occupied by women. I used the NALP Directory of Legal Employers and NALP Directory of Law Schools to do my own quick tally of gender diversity among recruiting contacts at the Am Law top 25 law firms and the U.S. News & World Report top 25 law schools.
Traditionally, students think about fall recruiting programs as being strictly for summer associate positions. Now is the time to re-educate them to the possibility of part-time clerking positions as avenues to permanent positions down the road.
Review of Recruiting Lawyers: How to Hire the Best Talent
Here are some steps you can take to gear up for a successful lateral recruiting season by honing your firm's message, streamlining the process, and setting goals.
Recruiting diverse students by reaching out to student organizations
lateral recruiting; lateral hiring
Here are some findings from a new Small to Mid-Size Firms Subgroup of the NALP Recruiting Section.
With the shift to earlier recruiting timelines, firms are competing for talent, and they must move quickly if they want to hire the best candidates. Given the accelerated timeline, students must prioritize identifying job opportunities, networking, preparing application materials, and developing effective interviewing skills.
The second in a series of Roundtables explores alternatives to current recruiting methods.
NALP’s "Perspectives on Law Student Recruiting Report" depicts a 2024 recruiting season that was more accelerated than ever before. The report documents not only how the recruiting timeline for summer programs is shifting earlier but also how recruiting methods are changing.
This article highlights ways that career services offices (CSOs) can help students harness the power of generative AI tools and AI-powered applications effectively in their job search, while avoiding common pitfalls.
Perhaps it is time for us to try something new. The worst case scenario is that we can make a big splash. And wwe might just surprise ourselves with some success.
In lateral partner hiring, as in the rest of life, solid relationships cannot be built on a foundation of empty promises.
Law firm mergers trigger a range of emotions — uncertainty, fear, anxiety, and even grief. Given the increase in the number of law firm mergers in recent years, it is likely that you or someone you know has gone through, or will go through, this experience. While we all recognize that when faced with the prospect of a merger, we will need to do something, we don’t always know exactly what that “something” should be. This unknown is what triggers a variety of emotions. Concentrating on the three W’s — what you need to know, when you need to know it, and why this knowledge is important — provides structure, clarity, and a path forward. Combinin...
Caitlin Treuting provides six tips for making your way as a junior recruiting professional.
Whether this year is your first law student recruiting season or your tenth, here are five tips for getting through the season successfully and (hopefully) with minimal impact on your blood pressure.
tips for success in the recruiting season
What happens when lateral partner recruiting remains primarily reactive, candidate-driven, and focused on filling short-term needs? In this competitive client landscape, firms are discovering a persistent gap between the partners they hire and the strategic outcomes they hope to achieve. That gap is the missing link. When who a law firm hires aligns with what the firm is trying to build, lateral hiring becomes a powerful growth engine.
NALP research findings provide a picture of summer programs and fall recruiting outcomes from 2007 through 2012.
Can NALP research shed light on how to achieve a target size for a law firm summer program?
Suited Co-Founder and CEO Matthew Spencer explains how law firms can use artificial intelligence to increase diversity, equity, and inclusion (DEI) efforts in recruiting and hiring.
Surveying candidates to whom your firm made offers can yield important information on what is and isn't working. Here are some tips for creating an online survey.
The NALP Recruitment Practices Advisory Group has developed a new interpretation of the Principles and Standards addressing the responsibilities of employers, candidates, and law schools regarding the use of the Internet in the recruiting process.
Director of Research Danielle A. Taylor examines NALP data on how fall recruiting for summer programs at law firms has changed over time, as well as the impact on callback ratios during the COVID-19 pandemic.
This article provides an overview of trends, data, and key takeaways that we hope will assist small and mid-size law firms in preparing for the upcoming 1L and 2L student recruiting seasons.
These three tips can enhance the effectiveness of your lateral hiring.
Make plans now to attend the inaugural kick-off networking reception on Wednesday, January 25, as well as the Summit on Thursday, January 26.—
Advice for recruiters during a downturn.
How contributing fresh information, knowing key players in your firm’s departments, and improving a process can add value to your firm as a newer professional.
How many callback interviews are needed to result in one accepted offer for the summer program? The answer has been surprisingly consistent over the last 16 years.
How can law firms best identify candidates with growth mindsets?
Working with 1Ls, we face the trend of firms recruiting and hiring outside of the typical on campus interview timeline. How is early recruiting impacting career services offices that are considered small by NALP standards (office size of three or fewer)?
Although most small firm employers expressed the importance of a strong academic background, more emphasis is placed on the importance of the "total package."
The NALP Board and the Transforming Talent Acquisition Task Force have experimented with pilot programs that leverage technology in the recruiting process.
Lateral associate hiring has not only become a necessity for the continued growth and success of a law firm in recent years, it has become a necessity. Here are tips for more effective lateral recruiting and retention.
Making the most of your recruiting "off season" can pay big dividends in the long run.
On January 22, 2014, NALP will host its first ever Legal Recruiting Summit, a high-level one-day conference on current issues in legal recruiting.
The past several years have brought us into a new landscape of legal recruiting. One of the key differences is a crowded, arguably nonstop, annual calendar of recruiting activity. When and how should recruitment teams fit in data and strategy assessment?
Congratulations! You've landed a new job at a law firm. How do you hit the ground running?
Looking at the business model of Legal Innovators, an alternative legal service provider that seeks to make progress in the hiring, retention, and promotion of attorneys from underrepresented backgrounds.
If you are the recruiting or training and mentoring manager (or, more likely, some combination of both) at a mid-sized law firm, your departments may be straining under the requests for additional services, especially if you are the only staff person
In 2011, Wisnik Career Enterprises, Inc., surveyed law firm recruiting and PD professionals to learn more about changes in the way they are managing their functions at their firms — and to determine what core competencies are central to these roles.
Students often have trouble differentiating legal employers, and for the LGBT student, it can be even more difficult. Here are some ways law schools and employers can help.
NALP’s Sexual Harassment and Recruiting Conduct: Considerations for Legal Employers and Law Schools offers a series of guidelines to promote a safe and healthy work environment for all.
Becca Newberger of Kirkland & Ellis and Drexel Kline School of Law’s Jim Walsh explore what the recruiting process for the legal community might look like after the COVID-19 pandemic subsides.
To truly understand how to gain more responsibility and reach the ultimate goal of career satisfaction, the first step is to understand where you are starting.
While much of the accelerated recruiting timeline is being controlled by Biglaw, small and mid-size law firms still want a fair shot at great talent. By examining recruitment trends, smaller and mid-size law firms can develop recruitment strategies that are competitive, intentional, and achievable.
How can schools and employers increase awareness of the NALP Principles and Standards and encourage student professionalism?
Law firm recruiters who develop partnerships with their marketing department will reap benefits for both recruiting and marketing department.
Joanna Craig and Nirvana Dove explain that students and lawyers who are neurodivergent have often been overtly, or inadvertently, excluded from recruiting and DEI efforts, and offer steps to continue making progress at your firm or school.
NALP has an unequivocal and longstanding non-discrimination policy that includes sexual orientation, and insists upon adherence to fair and non-discriminatory access in legal recruitment.
As summer programs wind down and fall recruiting begins, the topics of target sizes for the next year’s summer program and of how to achieve those targets and desired yields may become subjects of discussion. NALP research has long documented summer program sizes and outcomes, as well as the level of fall recruiting activity for 2Ls and those outcomes, in annual Perspectives on Law Student Recruiting reports. There is an additional question that NALP’s research can answer: How many callback interviews are needed to result in one accepted offer for the summer program?
A summary of the discussions and outcomes from the Reimagining Recruiting Design Thinking Workshop and NALPathon held in March 2019 in Washington, DC.
While the sample size is not large enough to be representative of all law firms, there is a lot to be learned from the responses we received.
NALP’s Executive Director Nikia Gray examines the potential fallout from the Supreme Court’s Students for Fair Admissions decision on the racial and ethnic diversity of our profession.
Students seemed to adjust well to the new 45-day rolling deadline during the fall '08 recruiting season.
Strategies some firms have employed to cope with the challenges of early interviewing week.
You've just been told that you need to hire a foreign-trained associate to build an international practice, now what? Here are some tips for navigating the labyrinth of unfamiliar credentials and complex hiring rules.
Collaboration can lead to more effectiveness not only in recruiting but also for other departments.
Law firms need to look not only at how they implement flex policies, but also at how those policies and practices are communicated.
The third Legal Recruiting Summit was a successful day full of information, thought-provoking observations, and a wealth of NALP camaraderie.
In recognition of the continued evolution of law student recruiting, and the latest phenomenon of simultaneous 1L and 2L recruiting, NALP’s Board of Directors dedicated time to thoughtfully discuss these issues. This article derived directly from those discussions, with a goal of providing guidance regarding updated terminology for law student recruiting as well as considerations for employers, law students, and career services professionals navigating the legal recruitment landscape.
Former NALP President Karen Britton explores how job roles have evolved in legal career services and law firm recruitment over the past 50 years.
While staying competitive is a legitimate, pro-competitive reason for being interested in collecting information about the compensation packages offered by other law firms, care must be taken to gather this information in a manner consistent with goals
Presented January 29, 2014.
NALP Press Release, March 13, 2019
Presented on February 5, 2015.
December 2018. Full text of NALP Principles.
2020 report on salaries and other benchmarks of legal career professionals in law firms and employers. September 2020.
NALP Research: Entry-level and Lateral Hiring
This "binder" will help new NALP members learn about the organization.
NALP Press Release, March 12, 2024
July 2020. NALP is collecting demographic information on members in order to serve the membership as a whole.
NALP: Personal & Professional Notes
December 12, 2018. The NALP Board of Directors voted to make significant changes to NALP's Principles and Standards for Law Placement and Recruitment Activities, which will now be known as the NALP Principles for a Fair and Ethical Recruitment Process.
City Groups and various regional consortia, which are independent organizations and not related to NALP, offer valuable local networking opportunities.
2016 Annual Conference - Session Descriptions
February 19, 2014 press release: Entry-level Law Firm Recruiting Remains Mostly Flat
Biennial report on salaries and duties of legal career professionals in law firms and legal employers. 2014.
Biennial report on salaries and duties of legal career professionals in law firms and legal employers. 2010.
2017 Annual Conference - Session Descriptions
NALP Sponsorship Opportunities
April 2019. Five Things to Consider When Creating Your Law School's Policy for 2Ls
Making the Best Case for NALP Conference Attendance
By Eva Wisnik. October 14, 2010.
Presented February 13, 2019.
Jobs (Updated October 29, 2025)
Home (Updated October 16, 2025)
NALP Press Releases - Current Year
Summary Salary Findings from 2020 Survey of Legal Career Professionals
April 2019. Five Things for Legal Employers to Consider When Creating Your Institution's Policy for 1Ls
NALP research related to the Canadian legal market
NALP Sections, Groups, and Committees. Sections are a great way to join colleagues with whom you share interests and work responsibilities, and also provide an ideal way to get involved in the work of NALP.
View archive issues for the last 8 NALPnow! email newsletters, which share information on NALP news and events.
Biennial report on salaries and duties of legal career professionals in law firms and legal employers. December, 2018.
Biennial report on salaries and duties of legal career professionals in law firms and legal employers. 2008.
The Canadian Section is for NALP members with a particular interest in Canadian legal education, Canadian law school career services, and issues surrounding legal employment and admission to the bar in Canada.
April 2019. Five Things for Legal Employers to Consider When Creating Your Institution's Policy for 2Ls
By Alexi Freeman, Associate Professor of the Practice at the University of Denver Sturm College of Law, June 2020
2015 Annual Conference - Session Descriptions
Salary Findings from NALP's 2016 Survey of Legal Career Professionals, November 2016
Presented February 21, 2012.
2018 Annual Conference - Session Descriptions
February 20-22, 2020, Portland, OR
Welcome New NALP Members. Find helpful resources to get you better acquainted with your new NALP. membership
NALP Bulletin+ article, September 2024
This webinar focuses on the 2010 legal recruiting season, the state of the legal economy, and the legal employment market generally. February 15, 2011
Summary Salary Findings from NALP's 2018 Survey of Legal Career Professionals, NALP Bulletin, November 2018
NALP Research: Legal Recruitment — Then and Now (2002)
2014 Annual Conference - Session Descriptions
Resources for LGBTQ+ information
Pathways to Leadership Ask the Experts Call. Eva Wisnik. October 14, 2010.
December 2020. Despite the shift at law firms to virtual and shortened summer programs in 2020, offer and acceptance rates remained near or at historical highs, but summer program class sizes continued to shrink.
_ (Updated February 11, 2025)
NALP Board Meeting Summaries
By Marta Ricardo and Jeanine Dames, NALP Bulletin, January 2012
The Well-Being Section is a community for NALP members who have an interest in or responsibility for the well-being of law students and lawyers.
Press Release: Entry-Level Recruiting Volumes Plunge, Some Start Dates Deferred, Perspectives on Fall 2009 Law Student Recruiting, March 2, 2010
NALP Research: Summer 2020 Outcomes Survey Instrument
_ (Updated February 15, 2024)
Biennial report on salaries and duties of legal career professionals in law firms and legal employers. 2012.
2027 NALP Annual Education Conference RFP
This Resource Guide offers a full range of information on establishing a successful nontraditional-track attorney program. April 2013.
Social (Updated February 2, 2026)
NALP Social Media Links, LinkedIn, Instagram, link in bio
2015 National Report: Survey of Law Students Who Interviewed with Law Firms for Summer 2015
NALP Board of Directors Memo. July 25, 2014
Bulletin+, NALP's Digital Magazine, presents news and issues of professional interest to NALP’s members.
2017 National Report: Survey for Law Students Who Interviewed with Law Firms for Summer 2017
By Elizabeth Armand Di Giovanni, Beth Johnson, and Mary Schaus, NALP Bulletin, August 2010.
NALP Ten Timely Resources for OCI Success
2013 Annual Conference - Session Descriptions
The Experienced Professionals Section includes NALP members who self-identify as "experienced" in the legal recruitment and professional development industry and seek to collaborate with similarly situated colleagues.
NALP New Membership Application
Presented by Heather Jarvis, March 12, 2013.
Recruiting Competition Intensifies, While Legal Hiring Levels Remain Steady, 2007
NALP Research: What Share of 2L Summer Program Offers and Acceptances Are a Result of Precruiting? October 2021
May 2021. Summarizes findings from a survey conducted in November and December 2020 and examines the skill sets and abilities that legal employers are seeking to develop in their associates.
NALP: Inclusion Resources
NALP Resources for Career Services
Presented January 16, 2020.
The reciprocity information and links included on this site have been provided by NALP member law schools and are posted here as an information service only. NALP recommends that you contact the appropriate school to confirm current policies.
Weekly Industry News Digest for Legal Career Professionals. Each week NALP provides a summary of news articles of interest to legal career professionals.
NALP Webinar: The Dos and Don’ts of Collaborating with Competitors: An Introduction to U.S. Antitrust Laws
By Lisa Abrams and Leslie Scolnick Hauser. November 18, 2009.
NALP Lateral Hiring Best Practices Guide, February 2020, a practical resource on how to navigate all aspects of lateral hiring and recruiting
By Lisa M. Dickinson, NALP Bulletin, June 2008.
NALP Press Release, May 10, 2023
NALP Research: Salaries & Compensation
NALP's JD Advisors Section prepared this Best Practice Guide for managing employer outreach.
Press Release on Employment for the Class of 2015 - Selected Findings. August 17, 2016.
NALP's 50th Anniversary Bulletin Advertising Opportunities
Innovating Talent Management in Law Firms Webinar Series. Presented November 28, 2017.
NALP's 50th Anniversary - Member Sponsorship
By Ginna Galbraith and Stephanie M. Deckter, NALP Bulletin, February 2012.
Staff (Updated November 12, 2025)
NALP Staff
This Interest Group will develop resources for members in small and mid-sized law firms.
NALP Press Release, March 26, 2025
Press Release on Employment for the Class of 2011 - Selected Findings. June 7, 2012.
NALP New Career Models Task Force, 2014
Presented March 11, 2020.
NALP research on member salaries, including career services offices and legal employer personnel in the U.S. and Canada
April 2019. Five Things to Consider When Creating Your Law School's Policy for 1Ls
NALP 2020 Annual Education Conference Virtual Programming
The Lawyer Professional Development Section is for NALP members who are interested in or have a responsibility for law firm professional development programming.
Find information on how to become a member of NALP, the National Association for Law Placement
By Mark Goldfarb, NALP Bulletin, February 2014.
The JD Career Advisors Section is for NALP members who have an interest in or responsibility for the career development of law students and alumni.
The Judicial Clerkship Section is for members who interested in preparing law students for judicial clerkships or managing the departure and return from employer organizations of associates who pursue judicial clerkships.
Press release on 2016 Report on Diversity in US Law Firms, January 4, 2017
Press release on 2017 Report on Diversity in US Law Firms, December 15, 2017.
Class of 2022 Employment and Salary Outcomes Shatter Records - Future Classes May Face a Tougher Market
NALP Press Release, April 2, 2020
NALP Research, August 2020
Presented August 9, 2016.
The Law Student Professional Development Section is for NALP members with an interest in or responsibility for educating law students about expectations of professionalism in the legal profession.
Press Release, Employment of Class of 2009 - Selected Findings, May 20, 2010
2026 NALP Directory of Legal Employers Information
Press Release, October 11, 2022
Bylaws (Updated September 12, 2025)
NALP: JD Advantage Resources
NALP Press Release, May 22, 2019
NALP Press Release, June 1, 2017
By Tom Schoenherr and Caryn Schreiber, NALP Bulletin, September 2010.
NALP Press Release, December 18, 2019
2019 PDI conference brochure. December 5-6, 2019.
NALP: Tips on collecting demographic information for the NALP Directory of Legal Employers
NALP Talk: The Official Podcast of NALP
NALP Press Release, January 9, 2024
NALP JD Advantage Guide, August 2025
NALP Press Release, November 4, 2010
ERSS Graduate Survey, Class of 2019. Fillable PDF Form.
NALP Press Release, July 25, 2024
2026 NALP Annual Education Conference - Hollywood, Florida, April 14-17, 2026
NALP research on public interest salaries
NALP Press Release, October 19, 2022
Press Release on Employment for the Class of 2018 - Selected Findings. July 31, 2019.
Presented on October 11, 2017.
NALP Research: Employment for the Class of 2015 - Selected Findings.
NALP (Updated August 20, 2025)
Press Release on Employment for the Class of 2019 - Selected Findings. August 12, 2020.
NALP Press Release, January 9, 2019
Leadership Opportunities - President
September 2021. This is a template to consider when creating a law school JD Advantage Career Fair.
Preliminary employment outcomes for the Class of 2022
NALP Press Release, May 28, 2025
An overview of non-traditional attorney career models within the legal industry. March 2013.
NALP Press Release, March 22, 2023
NALP Press Release, January 12, 2022
NALP press release, June 22, 2022
Press Release on 2018 Public Service Attorney Salary Survey, July 9, 2018.
NALP Press Release, March 27, 2024
NALP Press Release, January 12, 2023
The Legal Employer Alumni Relations/Programs Section is intended to include NALP members who have an interest in or responsibility for alumni related issues.
2021 NALP Annual Conference Handouts
By Beth Moeller and Kisha Nunez, NALP Bulletin, November 2017.
NALP Press Release, February 2, 2021
Overall Median Salaries Rise and Private Practice Employment Remains Strong for the Class of 2020, Even as Other Key Employment Metrics Decline Due to the Pandemic. August 25, 2021.
June 11, 2020. Full report on the first round of pulse surveys measuring the impact of COVID-19 on law schools and legal employers.
Presented by Lorri Olan, on November 14, 2013.
ERSS Graduate Survey, Class of 2019
NALP Press Release, March 30, 2022
Press release on Employment for the Class of 2017 - Selected Findings. August 2, 2018.
November 2020. An overview of the NALP Class of 2020 Employment Report and Salary Survey (ERSS) data collection process
NALP Press Release, October 16, 2024
August 2015. Associate Exit Interview Template, Interview Script, Sample Job Descriptions to provide an overview of the types of emerging jobs
Full report on the second round of pulse surveys measuring the impact of COVID-19 on law schools and legal employers.
NALP (Updated June 8, 2020)
Presented August 1, 2018.
NALP 2009-2010 Evaluating Leadership Working Group
NALP Press Release, April 14, 2021
Press Release on Employment for the Class of 2016 - Selected Findings. August 2, 2017.
Employment for the Class of 2019 - Selected Findings Report. August 2020.
NALP Press Release, July 22, 2010
By Marta Ricardo and Robert White, NALP Bulletin, July 2013.
Employment for the Class of 2020 - Selected Findings Report. August 2021.
Press Release on Employment for the Class of 2010 - Selected Findings. June 1, 2011.
NALP (Updated August 20, 2025)
NALP's Report on the Survey of Legal Employers on 2020 Summer Outcomes and First-Year Associate Plans was released in December 2020 and includes information on the outcomes for 1Ls and 2Ls participating in summer programs, as well as the latest data on first-year associate start dates.
Press Release on Employment for the Class of 2013 - Selected Findings. June 19, 2014.
Press Release on Employment for the Class of 2012 - Selected Findings. June 20, 2013
By Elizabeth Armand and Malini Nangia, NALP Bulletin, December 2008.
November 2020. Students and alumni may need assistance not only in figuring out whether an offered salary is reasonable based on the nature of the employer and its market, but also in identifying points for negotiation and in going through the negotiation process.
NALP Press Release, April 16, 2015
By Elizabeth Armand and Malini Nangia, NALP Bulletin, December 2008.
September 18, 2013 press release on 2013 Associate Salary Survey
Presented August 11, 2020
NALP and The NALP Foundation, 2011 Report
Press Release on Employment for the Class of 2014 - Selected Findings. July 30, 2015.
October 9, 2014 press release on 2014 Associate Salary Survey
NALP and The NALP Foundation, 2012
NALP Press Release, October 19, 2009
December 11, 2013 press release
Gender Non-binary Work Group of the NALP Diversity, Equity, and Inclusion Section, June 2024
By Heather Jarvis. Recruit and Retain the Best and Brightest in Spite of Their Student Loan Debt: NALP's Step-by-Step Guide for Public Service Employers Webinar, March 12, 2013.
By Heather Jarvis. Lighten the Pressure on Your Lawyers with Student Loan Debt: NALP's Step-by-Step Guide for Law Firms Webinar, March 13, 2013.
Instructions for Compiling and Reporting for Class of 2019, Spring 2020
NALP 2022 Report on Diversity in U.S. Law firms, January 2023
March 2020 report. Authors: Yolanda Cartusciello, Partner, PP&C Consulting; Aric Press, Partner, PP&C Consulting; Danielle A. Taylor, Director of Research, NALP
