Dont several Associates joining t2 and t3, when they get first opportunity, they switch to a t1 for better branding and package. In Majority instances, such t2 and t3 firms see that happen helplessly. T1 also see a mass movement of associates to foreign law firms as they seek greener pastures even though they have to burn out there. So who takes care of interests of these firms who end up acting as just training grounds and conduits for Associates to help making them their next move. Anyone maintaining a list..No, because it will be a very long one. So lets see both sides of the coin and then decide whos right or wrong.

Very important conversation. As someone who has seen and guided someone through this situation, it is frustrating and very demeaning. Firing in the early stage of career when someone rejected multiple other Day Zero offers leaves these juniors with no other options. They cannot now rely on a Day One or subsequent recruitment cycles or go back to the college placement to secure them a job. They are left to fend for themselves after investing and settling into the job. Name and students in fourth and fifth year should avoid choosing these firms.

They have alot of sa and pa who will end up talking to you rudely and most of time when u reach out to your peer associated like A1 or a2 they will end up saying that they are busy and don't have time to guide you along with their work.

Expect to yelled or rude comments from sr even a3 so good leadership has not been able to keep up with it's SA and PA behaviour with others jr most

So what if a firm gives enough chances to a fresher, but the fresher keeps behaving recklessly, doesnt put in hard work and tries to shirk responsibility by giving excuses. So in your opinion, a firm should keep persisting with him/her hoping that one day a drastic change for good will happen!! And if the person is finally asked to leave, the firm should be tagged as a bad/toxic place? Would you also then prepare a list of freshers who frequently quit despite time being spent on nurturing and training them? Should they be called out too? Boss, there is therefore no right or wrong here, simply the things are handled by both, the firms and the associates as are most suitable in the given circumstances. Thanks

Sir/ma'am tell me something, law firms take pride in hiring only the top students from campus, students who have worked extremely hard to maintain ranks or balance studies and several extracurriculars. In cases of PPO, the team and HRs would have/should have keenly observed the student's work ethic. Why is it that these brilliant students are deemed unworthy by firms when there is a much higher incentive to work (promotions, bonus, reputation, career development) than they had as students taking part in paltry ADRs and writing papers on boring subjects of no interest? Do you overwork them or do you just not bother to train them well? Perhaps it is a mix of both.

This is true - sometimes it’s a question of being unable to find the time to train juniors. But by that logic, law firms should be firing ALL freshers. Why is it that only some freshers are fired and the rest continue? Are they fired ultimately because they are also deemed unworthy? You have to stop thinking that every partner / firm sees junior lawyers as fodder, that there is some sick twisted mentality behind every action.

Please appreciate it’s not a pleasant experience for a partner to let go of anyone in their team, unless they’re absolutely useless or just plain rude. Even if it’s the former, law firms struggle to figure a way out to adequately use someone’s time and it’s only when they find that there is no interest or aptitude that they take such a step.

I hope the junior lawyers / law students who are upset at these firms or partners come back to this page at some later point in their lives, when they are at a sufficiently senior position in their profession, to reflect after having gained some perspective. Please understand that it’s not easy doing what we do - we have pressures that you cannot possibly understand just yet - if you see someone clocking in and clocking out, without any improvement or indication that they care about the work they’re putting in, what are you expected to do? How many chats / “buck up” conversations are you expected to have? Why is it toxic to expect a junior associate to take pride in their work product and do a good job? Is it fair to expect a partner to carry a fresher associate if the fresher associate is not good / doesn’t put in the work? What about the impact it has on the firm’s resources and their ability to reward others who perform well and the firm sees them having a bright future? Is a year not good enough to evaluate whether a person is someone you want to carry forward? It’s harsh, yes - but what is the expectation here? How many chances does one expect to be entitled to? If you don’t find someone to be good, to be worthy of a place in your time, if you find that this is not their thing and they won’t cut it, what are you supposed to do? Just let them hang around until they decide to quit?

Besides few partner most partner have over time developed fragile ego and do not listen to junior's POV regarding law, correction some other suggestion regarding work, Thats why relation between junior associates fall off ( i do agree with that some it fault of junior). Senior should do introspection that junior who are outside their homes and are 1st gen find it immensely difficult to learn corp or practical stuff that is drafting or negotiation. Even people who are senior today were junior in past they too were taught stuff, it has to be noted that previous time where different where senior used to exploit/take advantage of junior now expecting junior to work with same pre 1990 or 1980s work life balance and peanut's pay is both improbable and preposterous. Being a senior entails great responsibility very few people can properly handle their responsibility. It is double whammy for junior wherein they have to handle work and ego of their bosses

Relative to the number of fee earners they hire each year and their existing retainer strength, I’d say that S&R fires the most. Until Gogia’s departure, I genuinely believed these firings were aimed at creating a Spartan army of India’s brightest, most talented, and best-paid attorneys. And whats with thier litigation team? How many blood baths would it take?

Yes, without naming the firm (south indian named tax firm which last year increased the payscale throughout the firm by 5 lakhs). A recruiter told me that there are mass resignations happening from this firm. Everyone including partners, associates and even the hr is moving out of this firm.