Making it to a midlevel position in Biglaw is no small feat, particularly for those whose careers have largely spanned the chaotic COVID-19 era. These third, fourth, and fifth-year associates have faced the dual challenges of extreme work hours during the pandemic and a rocky transition back to office life, a setting many are still acclimating to.

The journey to becoming a midlevel associate in recent years has arguably been tougher than ever. According to a recent survey by the American Lawyer, while many Biglaw firms offer mentorship programs, the effectiveness and personal touch of these programs are often lacking. Dan Roe from the American Lawyer highlights that the presence of a mentorship program doesn't always equate to quality mentorship, leaving many midlevels in search of more substantial guidance.

Feedback from midlevel associates themselves underscores this sentiment. They place high value on practical and effective mentorship over formalized programs that may feel superficial or obligatory. One associate from Latham & Watkins pointed out the need for "actually effective mentoring as opposed to formal mentoring programs that feel forced and do not contribute much."

The survey also sheds light on the pressures faced by partners, who must balance their own heavy workloads with the needs of large classes of associates. Some associates suggest that firms should consider a partner's mentorship efforts during promotion evaluations to encourage more meaningful interactions.

Despite these challenges, mentorship scored relatively well in the survey, with midlevels rating their relationships with partners at 4.45 out of 5, which is higher than other categories such as compensation, workload, and management transparency. Importantly, the majority of midlevel associates feel they receive adequate feedback, with 91% reporting they have a mentor.

The survey also revealed the top 20 firms for midlevel associate satisfaction, with O’Melveny & Myers leading the pack, followed by firms like Blank Rome, Morgan Lewis, and Gibson Dunn. These rankings suggest that despite overall challenges, there are firms where midlevel satisfaction is high, likely due to better mentorship practices.

Overall, while the transition back to office life post-pandemic has been fraught with challenges for midlevel Biglaw associates, there is a clear call for more effective and genuinely supportive mentorship. With many associates craving this kind of guidance, the firms that can provide it may not only enhance satisfaction but also gain a competitive edge in retaining top legal talent.