Suffolk University Law School’s Women’s Law Association, Business Law Association, First Generation Law Students, Student Bar Association and Suffolk Law Tax Association hosted a panel discussion with large and mid-sized firm attorneys and legal recruiters on navigating on-campus interviewing and Big Law Oct. 28.
Panelists included Alexa Rainbolt Stone, legal recruiter at Kirkland & Ellis; Jessica Bridges, legal recruiter at Goodwin Procter; Rickey Aiello, associate at Kirkland & Ellis; Kori Dean, associate at Akin Gump Strauss Hauer & Feld; Kevin Adam, partner at White & Case and Rachel McKie, associate at Proskauer Rose.
The panel addressed what most students misunderstand about the field. The consensus among the panel was the lack of control and the dedication to spontaneity, both in and out of the office. Control, Dean said, is a luxury few junior associates have.
“Your work and the work you’re given, the clients you’re given — you have no control over that.There’s an aspect of always being on,” said Dean.
For most law students, identifying the area of practice they wanted to work in the future was a significant concern, one that the panelists recalled sharing as a student. The differences between Big Law and other practices are “not as terrifying and intimidating,” said McKie.
The attorneys resisted the assumption that Big Law is an inherently alien world, especially when preparing for it as students. Adams advised students not to “stress about taking the right classes, take classes that develop skills.” Classes that develop skills may include those that teach negotiation, familiarize students with public speaking and promote analytical thought.
This sentiment of transferable skills rather than educational specialization was shared with Aiello. Once students become professionals, their class transcripts will be less valuable than their openness to learn.
“Just be a sponge,” said Aiello.
As a political science student and now a private equity attorney with no experience in finance, Aiello’s most significant piece of advice is to “learn from the people above you.”
However, the panelists did agree that networking is a vital skill for success in Big Law, even for undergraduate students. The panelists urged that networking is essential as Boston is an ideal and unique place to practice law. As a smaller city with a smaller network of attorneys, it is best to both maintain a good reputation and familiarize oneself with professionals in the field.
“Think of it like a small town, and just be prepared when you go out there and who you meet,” said Rainbolt Stone.
As a highly educated city, students from Boston often stay for school and then move to major cities such as New York City. This gives young professionals who plan on staying in Boston a significant advantage when interviewing. However, there are also other ways interviewees can stand out.
“Your interview is your entire day, but 20 minutes of their (interviewer’s) time,” said Aiello.
Rainbolt Stone agreed, adding that being conversational can also make a lasting impression.
“Attorneys like to talk about themselves. If you get them talking, they’ll remember you,” said Rainbolt Stone.
To stand out, the panel suggested that having “pop-off points” in your resume’s “interests” section would help the interviewer gain a better sense of the type of person and professional they are interviewing. In a brief anecdote, Adam shared how his hobby of poker was a useful “pop off point” as a transferable skill in strategy and analysis. These “out of office” passions and hobbies help demonstrate the ability to succeed in Big Law with skills such as teamwork, grit, and creativity.
Panelists also agreed that genuine networking, rather than transactional contact, distinguishes standout applicants. McKie encouraged students to view networking as “a long game,” noting that cultivating authentic relationships often leads to mentorship opportunities rather than immediate job offers.
“Try to zoom out and not just treat these interactions as transactional,” McKie said. “If you can reframe networking as making friends or finding mentors, it becomes less daunting — and more meaningful.”
Aiello echoed McKie’s point, noting that authenticity often determines whether a recruiter remembers a student. “You have to be normal,” said Aiello, describing how his decision to recommend a student for hiring came down to that student’s sincerity and conversational ease.
“Everyone knows you’re a law student trying to get a job — that’s okay,” said McKie.
The panel closed with advice for students who may have missed traditional hiring windows. Aiello reassured attendees that “half the people in Big Law didn’t start there.” Rainbolt Stone and Bridges added that 3L hiring remains possible for those who stay proactive and build strong connections with recruiters.
“Stay in touch,” said Rainbolt Stone. “If it doesn’t work out the first time, reach back out. You never know when a firm will be hiring again.”
