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&lt;p&gt;A generally&amp;nbsp;admiring look at Howrey&#39;s &amp;ldquo;First Tier&amp;rdquo; program in today&amp;rsquo;s &lt;i&gt;&lt;i&gt;Washington Post&lt;/i&gt;&lt;/i&gt;. Howrey has a track record as an innovator: the litigation &amp;ldquo;boot camp,&amp;rdquo; the ahead-of-the-curve elimination of lockstep compensation, and now, First Tier, which is a substantial reimagining of the BigLaw training model. A two-year program, First Tier offers new attorneys a below-market $100,000 salary and the opportunity to &amp;ldquo;attend structured training sessions, shadow experienced attorneys, have access to an on-site writing consultant and spend three-month stints in clients&#39; legal departments, all at the expense of the firm.&amp;rdquo; The firm has compared the concept to medical residencies or accounting secondments. According to Eileen Billinson, Howrey&amp;rsquo;s Chief of Human Resources and Attorney Programs, the program is designed&amp;nbsp; to prompt &amp;nbsp;law students &amp;ldquo;to go through some introspection to determine that this is what they&amp;rsquo;d like to do.&amp;rdquo;&lt;i&gt;&lt;/i&gt;&lt;/p&gt;&lt;p&gt;Because First Tier places a hard, low cap on billable client work (700 hours), and bills out that time at a lower rate, several clients have reportedly waived their prohibition on first-years working on their matters. As for Howrey&amp;rsquo;s recruiting competiveness, the article quotes a dean at UVA law school, &amp;ldquo;Tier One certainly didn&#39;t dissuade students from pursuing interviews with the firm.&amp;rdquo;&lt;i&gt; &lt;/i&gt;&lt;/p&gt;&lt;p&gt;Other firms that have either implemented (or are planning to) some combination of lower rates, more structured training periods, and merit-based pay include WilmerHale, Holland &amp;amp; Knight, Dickstein Shapiro, Drinker Biddle, Orrick, and DLA Piper. &lt;/p&gt;&lt;p align=&quot;right&quot;&gt;-posted by brian&lt;/p&gt;

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