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Recruiting does not mean quite the same thing at Boies, Schiller & Flexner as it does at many other big-name shops. The Armonk, N.Y.-based firm does not need headhunters, does not currently have an extensive summer associate program, and does not scour the nation’s top law schools for young talent. For the most part, Philip Korologos, a 35-year-old hiring partner at the firm, just sits back and sifts through the mail and the phone calls generated by the firm’s golden-boy treatment by the press. Zelig-like in its ability to pop up in every major legal battle of the era — Microsoft, Napster, Gore v. Bush, Sotheby’s/Christie’s — the firm has a recruiting formula, or lack thereof, that is hard to argue with. In each of the last two calendar years, Boies Schiller has roughly doubled its lawyer count, now about 100 in 10 offices. Think of the volume of unsolicited resumes as a sort of Q-rating for founding partner David Boies. “We got 25 resumes the week after the ’60 Minutes’ piece,” said Korologos’ assistant, Christine Schopen, “but it’s usually more like five to 15 a week.” Schopen, who followed Korologos over from New York’s Cravath, Swaine & Moore two-and-a-half years ago, does a cursory review of these incoming letters, which invariably laud some recent Boies effort. She distills the pile for Korologos, and then he decides who will be interviewed. The firm tries not to get too persnickety about candidate credentials, but general rules still apply. “Let’s just say someone who’s clerked in the 2nd Circuit and then the Supreme Court is more likely to get noticed than someone who went to a school I never heard of,” explains Korologos. Beyond that truism, attention paid to details as small as the tone of a cover letter can distinguish one candidate from another. He offers a tip: Be more creative. “After all,” he said, “we’re not the most conventional firm.” Associates from top Manhattan firms pitch Boies Schiller for any of a number of reasons, but perhaps the most important is the chance to reap the financial rewards of working on contingency. Associates at Boies Schiller can choose the amount of contingency work they take on. Tackling these cases can lead to considerably fatter bonuses, when successful, and to lesser payouts when not. Bonus aside, Boies Schiller’s base salary for first-year associates is competitive with Wall Street’s top tier: $135,000 a year. Candidates get lobbed in from trustworthy sources outside the firm as well. “We’ve had judges we’ve been in front of pull us aside,” said Korologos, “and tell us [about a clerk], ‘This guy’s great.’ ” These unprompted endorsements happen to be the best ones a prospective associate can hope for, Korologos added. Of late, the firm has also dabbled in the old-school tack of trolling for luminaries at top law schools (read: New York University, Columbia, Harvard, and Yale). Space constraints resulting from the firm’s rapid growth have, however, limited its summer associate class size to about a dozen. The firm plans to expand this in the future. NEW OFFICE Boies Schiller now looks to grow its Armonk and Washington, D.C., offices as well, largely with attorneys with one to four years’ experience. A new Armonk facility set to open next spring will enable the firm to double its size there, if it wants. So despite the mounds of unsolicited resumes Korologos contends with weekly, he welcomes more. “We’re not getting so many that I’d discourage anyone,” he said. Well, almost anyone. Partners eyeing this pastoral landscape may want to consider that most come aboard as counsel en route to membership status. As always, there are exceptions — just ask Korologos. He joined as a partner. But that illustrates another recruiting truth: He had spent more than half of his six years as a Cravath associate working closely with none other than David Boies.

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