The Rise of Pre-OCI Offers: How Law Firms are Beating the Traditional Recruiting Calendar

The legal recruiting landscape is undergoing a seismic shift, and 2025 is proving to be a watershed year. Gone are the days when the On-Campus Interview (OCI) process was the undisputed gateway to securing a summer associate position at a top law firm. Instead, a growing number of firms are bypassing the traditional OCI timeline altogether, extending offers to top candidates months before the official recruiting season even begins. This trend, known as "pre-OCI recruiting," is reshaping how law students approach the job market—and how firms compete for top talent.  

What’s Driving the Pre-OCI Trend?

The rise of pre-OCI offers is a response to several factors. First, law firms are increasingly eager to lock in high-performing candidates before their competitors can make a move. According to a 2024 report by the National Association for Law Placement (NALP), over 60% of AmLaw 100 firms now participate in pre-OCI recruiting, up from just 35% in 2020.  

Second, the shift reflects a broader trend toward earlier and more aggressive hiring practices across industries. In the legal world, where competition for top talent is fierce, firms are willing to take calculated risks to secure the best candidates. As one recruiting partner at a Vault 10 firm noted, "If we wait until OCI, we’re already behind. The best candidates are often off the market by then." 

How Pre-OCI Recruiting Works

Pre-OCI recruiting typically begins in the spring, with firms reaching out to candidates through networking events, summer internship programs, or direct outreach. These offers are often extended to students who have demonstrated exceptional academic performance, relevant work experience, or strong connections to the firm.

For example, a 2L at a T14 law school recently shared that they received a pre-OCI offer from a Vault 20 firm after completing a 1L summer internship there. "The firm made it clear they wanted me back, and they didn’t want to risk losing me to another firm during OCI," the student said.  

What This Means for Law Students

For law students, the rise of pre-OCI offers presents both opportunities and challenges. On the one hand, it allows top candidates to secure positions early, reducing the stress of the traditional OCI process. On the other hand, it creates a sense of urgency for students to start networking and building relationships with firms as early as their 1L year.  

Here are a few tips for navigating this new reality:

Start Early: Begin networking with firms during your 1L year. Attend firm-sponsored events, join relevant student organizations, and seek out mentorship opportunities.

Leverage Your Summer Experience: If you’re completing a 1L summer internship, use it as a chance to make a strong impression. Many pre-OCI offers are extended to interns who demonstrate exceptional performance.

Stay Informed: Keep an eye on firm websites and legal industry publications for announcements about pre-OCI opportunities. Some firms are now advertising these programs directly to students.  

What This Means for Law Firms

For law firms, pre-OCI recruiting is a double-edged sword. While it allows them to secure top talent early, it also requires significant resources and coordination. Firms must invest in earlier outreach, streamline their interview processes, and ensure they’re making competitive offers.  

Moreover, the trend is raising questions about equity and access. Critics argue that pre-OCI recruiting disproportionately benefits students from elite law schools or those with pre-existing connections to firms. As one legal career advisor pointed out, "If you’re not at a top school or don’t have a strong network, it can feel like the game is rigged against you."  

Looking Ahead

As pre-OCI recruiting becomes the new norm, both law students and firms will need to adapt. For students, this means being proactive and strategic in their job search. For firms, it means finding ways to balance early hiring with a commitment to diversity and fairness.  

One thing is clear: the traditional OCI process is no longer the only path to a BigLaw job. In 2025 and beyond, the race for top talent is starting earlier than ever—and the stakes have never been higher.