Start here
Verify and customize what students see about your firm.
We have assembled public information from firm websites, Chambers, Vault, The American Lawyer, NALP, and other public sources. We have also written plain-English profiles about what makes each firm distinctive and why a student might be drawn to it. That work is a starting point. The final version should be in your hands.
Your firm, in your words
Public data should not become permanent just because someone collected it once.
Recruiting teams know which offices are hiring, which practice groups are growing, how the summer program works, when applications open, and what students routinely misunderstand. We want firms to correct gaps, add context, and explain what a spreadsheet cannot.
That includes office and practice strength, application links, recruiting dates, summer class information, interview expectations, offer timing, and the story your team wants a student to understand before applying. Every correction should carry a source or a clear firm verification date so students can tell what is current.
Our mission
Give students a fairer start in a recruiting process that keeps moving earlier.
Students are asked to compare firms before many of them understand practice areas, office differences, or how the recruiting calendar works. By the time grades arrive and formal interviews begin, there is very little room to learn from scratch.
BigLaw Bear is free for students because access to that basic map should not depend on who already knows a lawyer. A student can learn the market, build a profile, save firms, and state genuine office and practice interests before the process becomes a rush of deadlines.
Firms get something important in return: students who know more about the firm before the first conversation, plus a clearer view of who is already paying attention.
Before applications open
If your application opens in October, the relationship should not start in October.
Students are on BigLaw Bear now and are looking for useful ways to connect with firms. More will join during the first weeks of the school year. Firms can meet them while they are still learning, before every interaction is attached to an application decision.
That can be a virtual practice-group conversation, an office visit, a school-club event, a recruiting timeline explainer, or simply a verified profile that answers the questions students are already asking. The best early interaction teaches the student something concrete. It does not need to feel like a sales pitch.
As students save firms, attend events, and share their interests, recruiting teams can see where real curiosity is forming and follow up with better context.
When the cycle begins
Education comes first. The recruiting workflow is there when your team needs it.
A firm can begin with profile verification and one useful student event. There is no requirement to replace an ATS or move an entire recruiting operation on day one.
When applications arrive, BigLaw Bear can keep candidate materials, screeners, callbacks, interviews, offers, messages, and internal notes in one recruiting record. Optional review tools can help organize information, but recruiters remain responsible for every decision.
The point is not to add another system for its own sake. It is to connect what students learned and signaled before the application with the work recruiting teams already have to do afterward.