manager

finance associate

senior manager

litigation associate

senior paralegal

Paul-Hastings-LLP

What should have been a new career that fostered support, success, growth and opportunity to an enthusiastic new employee, it turned out to be the complete opposite.  My assigned "mentor" started changing my job description beyond the scope of my experience level and expertise. She started applying the pressure that I needed to become valuable and be at her level of speed. As a new employee, there's no way that that I can acquire 15 years of experience in a specialized IT field overnight (1 month).  My assigned “mentor” provided me with haphazard, minimal training and expected me to learn under insufficient training and direction. She did not possess any patience and organization whatsoever. While other new staff members in this department received professional and comprehensive training in a conference room using large screens, I was relegated to hover over her and share one screen, which possessed a privacy shield that I could barely see the screen.  During the few times that I did use initiative, my mentor lost it. Instead of being supportive, her manner was condescending towards me.  I know that I am a very good employee, professional and hard-working, but don't expect an intern from day to night to become an expert in a new field she has never worked at before.  My assigned “mentor” should have planned a detailed, organized training session and provided me with a good job description to ensure we both understood my responsibilities, not make them up randomly depending on mood. Instead, I experienced haphazard training, micro-managing and a volatile temper from this mentor who left me with an overall negative experience that set me up to fail.

Advice: Words are extremely powerful.  It can discourage or encourage. Use them wisely when you are in a position of managing or training a new employee.  There are thousands of words you can use when talking to an employee. Skip the toxic language.  Constructive feedback is welcomed but not in a demeaning and condescending way.  Give your staff credit for using initiative rather than micro-managing them.  Those who are in the position of mentoring should be required to take a course on managing people effectively, how to be a team player, emotional intelligence 101 and most of all, how to train effectively.

I worked at this company for over 8 years. I met the CFO(Stova Wong)one time. One time? Really?? Now i understand you do not need to do this but come on. Don't you want to find out what problems we are seeing? We are there to assist YOU and make YOU look good but yet you don't acknowledge us. The management had no clue what they were doing. They hired a Support Center Manager(Kara Tang) who was completely lost. No IT understanding. No understanding of ITLL. No communication skills. A complete failure of a manager. There were about 15 of us who watched in bewilderment as to how she even became a manager. The person who hired her, another manager(Kathy Hamburg), never had meetings with our group. Never asked us questions. She pretty much could careless as to what we thought. This IT dept was setup for failure. Without any management communication with the rest of the team it was doomed from the beginning. The 15 of us worked our tails off without any reports of our progress. We worked without moral support and at least a thank you. We did everything they asked for and yet they failed as an IT dept. The staff and associates from this company never knew how bad we had it. Some of us even made HR complaints against these individuals yet they still work there and the rest of us have been laid off. They outsourced our group. Be very careful if you decide to work for their IT dept. Message from a former employee.

Paul Hastings LLP Company, is a challenging place to work If you are in IT Development. There is zero down time and projects are always around the corner. If you like to work around the clock and are dedicated, then this is the place for you. Everyone is nice and friendly and a professional environment is not lacking here. My director was very professional and knowledgeable (in fact the best I have ever encountered). I worked constantly and would hope for down time, but never came. You need to be a team player and a self starter here for sure. If you are excellent at what you do, and gratified by hard work alone, then it is the best job ever. You are expected to keep up with current technologies and demonstrate workflows above and beyond. Time lines are incredibly important to keep, and expect a large amount of requirements gathering. Keep in mind that 1/3 of time is spent in meetings and demonstrations. And of course everyone is professional and expects the same. Once you finish a project expect to upgrade the project shortly as business needs change and need to reflect the current media. One great thing above all else is the ability to reach out to professionals in the respective areas for guidance and or troubleshooting. Paul Hastings LLP, is challenging and innovative.

Specifically the eDiscovery\Lit Support department. 

I worked at PH and staff was really nice, but management had no idea what they were doing, WDC manager only holds higher education creds but has very little professional experience and little to none management exp. Most of the leadership team is located on the west coast, they are also very new to the firm. Turnover is very high, expectations are set way too high and very little transparency is given to the team.   

Leadership uses cheap publications to boost their credentials while the rest of the team suffers to make ends meet. I would be very weary of working with this firm, they might offer high compensation but don't let that fool you, if you decide to accept an offer just continue to look for a better place to work, as you will most likely end up jobless after a few weeks.  

They also claim to be the "leader" in data science space, claiming that they are doing more than eDiscovery vendors are, such a false claim. When questioned how they applied DS to eDiscovery cases, response was short and only applied to one case.

Was nice to have an extra day off a week here although this created longer working hours.   

Initial management was tougher on us but also fought for us. After he left, New Management initially eased our department with lighter attitude but also was very self-interest motivated.

IE She would be quick to simultaneously accept credit for accomplishments from our group while placing blame on our group if something went wrong.  She would quickly implement suggestions from other groups and upper management while denying our own advice and consequently rather than helping to shift IT into a cooperative cohesive unit, it created a lot more strain and tension ultimately resulting in the dissolution of IT Support as a whole. 

Management needs to analyze and be more connected with what's actually going on in the environment in general.  Otherwise workplace was fair, although little to no room for advancement was possible regardless of work output.

At this position I was the head of Hospitality. I set up for all meetings. Ordered food for the lunches and or BKFT as needed. Called maintenance repairs as needed for coffee makers and water filter systems for 5 floors. Placed all Costco order for firms needs. Make all coffee. Stack and unload dish washers as needed. Maintain milk supply with vendor. Work closely with receptionist regarding room reservations. Created inventory forms for floor reps to insure accurate communication and organization for the supplies they needed. Met with firm admin and my office management monthly to address any issues rather they be positive or improvements needed regarding vendor supplied equipt. and operations. There were lots of young people working here at the time who may have been a little difficult, but over all a great group of people.

The Litigation Support industry comes with a standard heavy work load regardless where one works. 16 to 20 hour days and working weekends can be expected (as with virtually all firms). Getting that out of the way, let's step back and look at the overall. Management is supportive to this condition and has your back. The technology involved is some of the most advanced employing innovative neural network and support machine vector analytics. They deploy one of the best SharePoint solutions, and their proprietary nomenclature (PHeDDSID) makes tracking all aspects of project precise. Advancement and quality of life, like virtually all Litigation Support employers, are what one would expect. The is no better environment to experience those conditions in though.

At every turn I was belittled, second guessed and reminded that I was not an attorney. The majority of partners were short fused and aggressive. They talked bad about each other. Everything was a last minute emergency that usually ended up lasting weeks rather than hours. Nevertheless I was expected to stay late most days. Other people in the business development group looked out only for themselves and didn't play nice. The best people left or were booted out last year, leaving an incompetent management team with no people skills. They were shocked when I handed my resignation but I had been hinting for months that I was unhappy. My best day at Paul Hastings was the day I walked out the door.

A typical day involved producing videos that were uploaded to a website and shared with 19 offices all over the world. Environment was fast paced, challenging, and interesting.

Professional team players made the environment enjoyable and productive. Hardest part of the job, juggling work life balance and meeting deadlines. Most enjoyable aspects, helping others gain knowledge in their field, via produced videos, traveling and meeting colleagues from all over the world.

At times, a typical day at work was challenging when providing technical support services to our end users. I learned the IT operations of a global law firm. Management at times could be difficult to work with. Co-workers were very helpful and knowledgeable. I enjoyed working with every single one of them.  Hardest part of the job was communicating with upper management and having their support. The most enjoyable part of the job were the people I worked with, the experienced I gained, and the opportunities given to me to perform my job well.

Top Job Titles	Average Salary
Manager 6 salaries reported	$147,254 per year
Finance associate 12 salaries reported	$337,083 per year
Senior manager 11 salaries reported	$177,850 per year
Litigation associate 9 salaries reported	$343,333 per year
Senior paralegal 7 salaries reported	$105,346 per year

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