Judicial Clerks

There is flexibility in the way that associates take on assignments. We honor new associates' practice preferences to the maximum extent possible. Over time, the associate is given both formal and informal opportunities to change assignments or to take on new matters. Associates ordinarily work with numerous partners on a variety of assignments in a number of practice areas. Partners oversee associate work assignments and are available to assist an associate in finding assignments and to consult more generally on the associate's career development.

The starting salary for first-year associates in the U.S. offices is $215,000. For one year of clerking for a federal judge, or the highest court in any state or the District of Columbia, we offer a $50,000 bonus. In addition, for two years of clerking we provide a $70,000 bonus. We have a very active Supreme Court practice, as well as a number of former Supreme Court clerks among our ranks; we fully appreciate the benefits of a Supreme Court clerkship and offer Supreme Court clerks a highly competitive bonus and credit for their clerkships for purposes of partnership and compensation.

References

Our goal in speaking with an applicant's references is to develop a more complete and detailed understanding of the candidate and his or her qualifications.  Thorough inquiries of an applicant’s references are a distinctive and crucial element of the Firm's hiring process for potential associates. This allows us to look beyond the candidate's paper record or relatively brief campus interview. We ask every candidate applying for an associate position to provide two to three references who can speak to the candidate's qualifications, including analytical and writing ability, judgment, maturity, and collegiality. For a candidate who has worked in a legal position previously (typically during a summer, externship, or clerkship), we ask to speak with a lawyer or judge who is familiar with the candidate's legal work. And although by no means required, we also typically look for a reference who can speak about the candidate's performance in law school. This reference need not be a professor, but often is a legal writing instructor or similar individual who has seen the law student's work first hand. In this regard, we fully understand that, especially in larger law school classes, it can be challenging for law students to develop a relationship with a professor such that a candidate feels comfortable asking the professor to serve as a reference. A prospective applicant should not be dissuaded from applying to the firm for this reason, and we frequently rely on references from non-legal employers, undergraduate faculty, and other non-traditional sources.

Application

We encourage current law students and recent graduates to provide a current resume, law school transcript, legal writing sample, and list of references (including faculty and past legal employers) to the recruiting contact for the firm office in which they are interested.

Due Diligence

At Covington, we strive to maintain the highest standards of integrity to ensure the commercial success and reputation of our firm. One means by which we do this is through conducting routine background checks, which is a requirement of joining Covington. The standard pre-employment background checks we may conduct on prospective partners, lawyers, and employees include checks relating to public social media presence, criminal records, education and employment history. Additional checks may be undertaken appropriate to the requirements of the role. All background checks are conducted in accordance with applicable local laws.

Beijing

Carol Ma 
Office Administrator 
+86 10 5910 0300
cma@cov.com

Brussels

Legal Recruiting
LegalRecruitingBR@cov.com

Frankfurt

Legal Recruiting 
LegalRecruitingFR@cov.com

London

Legal Recruiting
LegalRecruiting_LO@cov.com

Los Angeles

Kelsey Donovan
Manager of Legal Recruitment and Professional Development
+1 415 591 6000
legalrecruitingca@cov.com

New York

Ali Iannuzzo
Director of Legal Recruiting & Professional Development
+1 212 841 1000
legal.recruitingny@cov.com

Palo Alto

Kelsey Donovan 
Manager of Legal Recruitment and Professional Development
+1 415 591 6000
legalrecruitingca@cov.com

San Francisco

Kelsey Donovan
Manager of Legal Recruitment and Professional Development
+1 415 591 6000
legalrecruitingca@cov.com

Seoul

Jiwon Hwang 
Office Manager 
+82 02 6281 0000
jhwang@cov.com

Shanghai

Jennifer Gui 
Office Manager
+86 21 6036 2500
jgui@cov.com

Washington

Karema Page
Director of Legal Recruiting
+1 202 662 6200
legal.recruiting@cov.com

Covington & Burling LLP is an equal opportunity employer and does not discriminate in any aspect of employment, including hiring, salary, promotion, discipline, termination, and benefits, on the basis of race, color, ethnicity, religion, national origin, gender, gender identity or expression, age, marital status, sexual orientation, family responsibility, disability (including physical handicap), or any other improper criterion.

To apply for a position, please submit your resume, indicating the office location in which you are interested to the related office contact.