Overview
Introduction
At Greenberg Traurig, attorneys receive cutting-edge work with colleagues they enjoy spending time with. Pro bono is highly emphasized, and the firm strives to hire, retain, and promote diverse attorneys. Many attorneys at Greenberg have an entrepreneurial mindset and take responsibility for sophisticated matters with the support of brilliant mentors. Greenberg Traurig looks outside the traditional legal model to provide enhanced services to clients via innovation.
Firm Stats
Total No. Attorneys (2024)
No. of Partners Named (2023)
Featured Rankings
No. of 1st Year Associates Hired (2023)
No. of Summer Associates (2024)
Base Salary
Vault Verdict
At Greenberg Traurig, the usual credentials—grades, law school attended, journal experience—apply to hiring decisions, but personality is also key, as associates need to blend into the firm’s friendly, professional, and team-oriented offices. Partners treat associates as colleagues and welcome their strategic input, and they are naturally inclined to develop and mentor associates. This hands-on guidance, along with sponsored CLEs, clinics, and other training programs, is appreciated. Lateral hires feel welcomed and transition into firm life effectively. Associate work ranges from document review to challenging, meaningful assignments and client face time. Both availability and familiarity with the assigning attorney determine how projects are distributed; there is plenty of high-q...
About the Firm
Greenberg Traurig, LLP, clients include some of the biggest names in information technology, energy, entertainment, telecommunications, real estate, financial services, and healthcare. With approximately four dozen offices worldwide, an exceptionally broad practice scope, and household names for clients, it is one of the largest firms in the United States.
Southern Heat
Greenberg Traurig traces its roots to 1967, when three Miami attorneys established a practice modeled on New York’s boutique transactional firms. Mel Greenberg was the firm’s first Chief Executive Officer; University of Miami grad Robert Traurig became a power player among southern Florida’s real estate firms, builders, and developers; and early name partner Larry Hoffman became the firm’s CEO in the 1990s. Under ...
2025 Vault Rankings
Associate Reviews
- “The culture of the firm varies from group-to-group, but my group is dynamic and friendly and respects everyone's opinions. I feel that I can be myself at work and offer my opinion.”
- “I love the flat structure of our firm and the ability to communicate and work directly with principal shareholders and firm leadership/management. The environment is collegial and collaborative.”
- “The attorneys and staff at GT are very smart, professional, and experienced. There is regularly scheduled social programming [at] the office and practice group levels, but unlike my previous firm, participation in social events is truly optional. People are busy but are generous with their time to help each other brainstorm on cases. There is an entrepreneurial spirit at the firm. Associate evaluations are more qualitative than quantitative.”
- “Attorneys regularly interact, whether it is to discuss cases or socialize. Senior team members are always willing to answer questions and provide assistance. The team does not have happy hours due to everyone's busy schedules, but the associates regularly grab lunch together. Attorneys and staff regularly interact and work together on cases—everyone is seen and treated equally and as teammates.”
Diversity at Greenberg Traurig, LLP
Getting Hired Here
- “Top-notch law schools, good grades, journal experience, work experience, personality, and initiative are all taken into account in the firm's hiring process. For laterals, the firm also looks at the prestige of your current firm to determine your ‘fit.’”
- “GT seems to like lawyers who are also interesting people. [It] seems to prefer top grades from T14 schools but also will hire people from lower-ranked schools who are hungry to learn and work. [It] values the ability to ‘hustle,’ for lack of a better word, and pays a lot of attention to people who are referred by current employees. Most people I know got jobs here through networking.”
- “The hiring process focuses on ensuring a good fit for the candidate with GT. [The firm] is not necessarily looking for a top law school but [places] an emphasis on leadership, business acumen, entrepreneurial attitude, and drive.”
- “GT looks for a well-rounded person who can do the work and who the firm will like. [It] doesn't care as much about what school you went to or what your grades are if you're not friendly or [do not] have a good personality. No particular feeder schools.”
Perks & Benefits