What Do Law Firms Actually Look for When Hiring?

The Things You Can't Change (Much)

Let's start with the obvious ones, because ignoring them would be dishonest.

Grades. Your GPA is the primary filter. At T14 schools, above median puts you in play at most firms. Top 10-20% opens nearly every door. Below median means you need to be more strategic with your targeting — but it doesn't eliminate you.

At T20-T50 schools, the bar is generally higher. Firms that recruit outside the T14 typically want top 15-25% or better.

School. Where you go to law school matters for BigLaw recruiting. That's not a judgment — it's how the system works. Firms have target school lists, and being on that list gets you access to OCI. If your school isn't on a firm's list, you'll need to pursue alternative paths.

Law Review / Journal. Being on your school's law review is a meaningful credential, especially at T14 schools where it's competitive. It signals strong writing ability and academic distinction. Other journals matter too, though law review carries the most weight.

The Things You Can Control

Here's where it gets more interesting — and more within your power.

Interview presence. After grades get you in the room, your interview performance determines everything else. Can you hold a conversation? Are you articulate? Do you seem like someone people would want to work with at 11 PM on a Friday?

This is trainable. Do mock interviews. Practice your common OCI answers. Get comfortable talking about yourself and your interests without sounding rehearsed.

Genuine interest in the firm. Hiring partners say this constantly: the candidates who stand out are the ones who clearly know the firm and can articulate why they want to be there. This is pure preparation — and most candidates don't do it well.

Your story. Everyone at OCI has a law degree in progress. What makes you different? Maybe it's your pre-law career. Maybe it's an unusual academic background. Maybe it's a specific life experience that shapes your perspective. Know what makes your story unique and be able to tell it concisely.

Work experience. Prior work experience — legal or otherwise — adds depth to your candidacy. A few years in finance, consulting, government, or another field gives you maturity and conversation material that K-JD candidates often lack. If you went straight through, your 1L summer experience becomes more important.

Personality and professionalism. This is vague on purpose because it's hard to pin down. But interviewers are asking themselves: "Can I put this person in front of a client?" Be polished, be warm, be genuine. Don't be arrogant, don't be a pushover, don't be weird about the meal.

What Firms Say vs. What Firms Do

Firms will tell you they value "diverse experiences" and "intellectual curiosity" and "leadership." And they do, to a point. But the reality is that the initial screen is almost entirely GPA-driven, and the interview stage is about personality and fit.

The firms that genuinely weigh non-GPA factors more heavily tend to be the ones with more holistic recruiting processes — some mid-size firms and boutiques are better about this than the Am Law 50.

How to Use This Information

If your grades are strong: Focus your energy on interview prep and firm research. Your numbers already open doors — now you need to walk through them convincingly. Browse the firm directory and build your target list with Gold Stars.

If your grades are middling: Be strategic. Target firms where your GPA is competitive. Lean into your unique experiences and interests. Prep harder for interviews than anyone else. Read our OCI mistakes guide to avoid unforced errors.

If your grades are below target: It's harder, but not impossible. Focus on firms where your school has a strong placement track record, pursue pre-OCI and direct apply options, network aggressively, and consider paths to BigLaw outside of OCI.