Pros
The caseload is very interesting and includes high-profile complex litigation. Some of the partners are aware of the firm’s cons and will at least listen to concerns even if they don’t have the power to change anything.
Cons
In my opinion, DiCello Levitt is not what it advertises itself as. While the firm has great marketing tactics that promise opportunities to work on high profile, meaningful, feel-good cases with mentors who will encourage you to grow into a partner role, I haven’t found that to be true. For starters, the name partners insist on micromanaging every aspect of the firm, including all work product, firm culture, and any network connections that could generate new cases. In practice, this eliminates the control partners and other managers or department heads would generally have in most firm structures. This also means the firm completely lacks policies and transparency around various HR issues, compensation, and benefits. Employees are generally always at the whim of the name partners. There is no formal guidance on the vacation policy, sick leave, uniform evaluation procedures, compensation policy, and only very recently did they adopt a sexual harassment policy. As a result, compensation is also at the whim of the owners, and varies drastically between attorneys of the same experience level. For example, some inexperienced and new attorneys make just as much—or more—than attorneys that have been in practice for many years. Conversations around compensation are discouraged because comparison creates resentment. Bonuses have no noticeable connection to performance, so they are pretty unpredictable. Remote work is not allowed, and highly frowned upon even in emergency situations despite some attorneys at the firm being allowed to work fully remote. Attendance is taken daily via desk checks. Benefits, including healthcare, have been changed without notice. Because there is no HR department, the bad behavior of the boys club generally goes unchecked. Associates have been told to turn down their personalities and laugh off inappropriate comments from higher ups in order to keep the peace. There are often instances of macro- and micro aggressions that go unaddressed. Ultimately these issues, when taken together, make for a situation in which employees have no guide posts for success, partnership track, meaningful growth, or assistance navigating issues. When any issue is raised, management does not respond well to criticism and does not welcome or encourage open communication. The firm loves to say that these issues are growing pains, a result of a rapid expansion, and many of the issues attorneys and staff raise will be addressed with time. While that may be true, the current result is a partner-heavy, imposing environment in which fear and intimidation are used as motivational tactics for the limited number of associates the firm can retain. Overall, I would not recommend DiCello Levitt to someone who is looking for meaningful career growth.