Student Resources

EIP/OCI means Early Interview Program / On-Campus Interviews. These are interviews arranged through a law school with participating employers. Your school sets its own format and rules. Some interviews happen virtually.

Use EIP/OCI as one part of your search. Firms may also recruit through direct applications and other programs. Check each firm's application instructions and your career services office so you understand which routes are available to your class.

Mosaic Scholars is a free, founder-led career advising program built for first-generation law students targeting Big Law. Bryson Malcolm personally directs the program and provides selected Scholars with one-on-one mentorship, application strategy, firm research, EIP/OCI preparation, and ongoing access to Mosaic's network. Scholars come from Harvard, Yale, Stanford, Columbia, NYU, Penn, Berkeley, Georgetown, Michigan, UCLA, and other top law schools. The program centers first-generation students and is open to all students regardless of background.

First-generation law students often have to build the network that other candidates inherit. Mosaic Scholars was built to help students at top schools develop that network through advising, firm research, introductions, and continuing support. Students of all backgrounds are welcome to apply.

Selected scholars receive five guaranteed 30-minute advising sessions per year plus ongoing text and call support, a one-month Legal Scout premium membership, LinkedIn profile optimization, access to attorney contact databases, monthly small-group Q&A calls, a private Discord and LinkedIn community, and access to firm headcount and financial data. The program is provided entirely free of charge.

Mosaic Scholars is free for all participants. Bryson Malcolm personally funds and runs the program, providing advising sessions, network introductions, and ongoing support at no cost to scholars.

Mosaic's lateral recruiting business and law firm sponsorship of student affinity groups sustain the program. Advising students early helps us build relationships that may last throughout their careers, including future placements and referrals. Scholars pay nothing, and participation doesn't require them to use Mosaic for a placement.

Applications are accepted on a rolling basis, with the majority of each class typically filled between February and May, subject to change as Big Law's recruiting timeline shifts. Send your resume and LinkedIn URL to admin@mosaicsearchpartners.com with the subject line "Mosaic Scholars - [Law School] - [Your Name]." Applications are personally reviewed by Bryson Malcolm and the Mosaic team.

For initial consideration, send a current resume, your LinkedIn URL, and the subject line above. Strong applicants are usually invited to a brief introductory conversation. Decisions arrive within a few weeks of applying.

Mosaic was the first legal recruitment firm to sponsor student affinity groups at top U.S. law schools, backing 16 law school affinity organizations and 4 non-student organizations with financial support, career guidance, panel curation, alumni data, and market intelligence. Mosaic has not renewed sponsorships for the current cycle, though the door to future sponsorship remains open.

Sponsored organizations included BLSA, APALSA, LaLSA, SALSA, MENALSA, LSAD, and LLSA chapters at Harvard, Yale, Columbia, NYU, UChicago, Duke, Penn, UVA, Berkeley, and UCLA. Non-student sponsorships included the Legal Accountability Project, the Metropolitan Black Bar Association, the Iranian American Bar Association (Los Angeles), and RAINN.

Sponsored organizations received financial support, fundraising help, career guidance, panel planning, alumni data, and market intelligence. We wanted to build relationships with the legal community over time. That work now continues through Mosaic Scholars.

Start exploring a few practice areas, getting to know attorneys, and checking the recruiting timeline for your class.

A useful starting goal is five coffee chats before classes begin. Pick three practice areas you'd like to understand better and use those conversations to learn what the work actually looks like. You don't need to have your whole career figured out.

It's completely reasonable to explore both while you're learning.

For recruiting forms and interviews, aim to communicate a coherent picture of your current interests. Checking every practice box can make it harder to understand what you're looking for. You don't need to pretend you've chosen a lifelong specialty, but you should be able to explain what interests you and why.

Yes, if you have the capacity and the role interests you. A 1L representative position or journal role can give you another meaningful experience to discuss in interviews.

Timing matters. If you want it included in an application, you need to have actually secured the position by then. Be ready to explain your involvement, not just list the title.

Very. Get to know your classmates and students a year ahead of you before everyone gets busy.

They can share recent experiences, introduce you to people, and help you understand questions you haven't thought to ask yet. Their experiences are valuable context, even though their timelines and outcomes may differ from yours.

Within Mosaic Scholars, those relationships are a major part of the program's value.

Start with people you have a real connection to or a genuine interest in learning from. Alumni of your law school or undergraduate institution are a good place to look.

Read their background before writing. A specific reason you want to speak with someone makes the conversation much easier to start.

If you're trying to build relationships that could help with hiring, I'd usually prioritize the office where you want to work.

An attorney in your target office is generally better positioned to understand that office and connect you with relevant people. If your main goal is learning about a particular practice, speaking with someone in another office can still be useful. Be clear about what you want from the conversation.

Associates are a great starting point. They can give you a candid sense of the work, the people, and what joining the firm actually felt like.

If you already know several associates at a firm, ask someone you trust whether they could introduce you to a partner they enjoy working with. You don't need to force a cold partner introduction at every firm.

Two good associate conversations are usually a reasonable starting point. That's a guideline, not a quota.

You don't need to run a full networking campaign at every firm on your list. Put more time into the places you're seriously considering and the relationships that develop naturally.

Ask about the person's actual experience. For example:

• What did you think you wanted to practice as a student, and what changed?
• What surprised you about the work?
• How difficult was it to get into your practice group?
• Which partners have been especially good to learn from?
• What do you wish you'd understood before joining?

Leave room for the conversation to go somewhere interesting. You don't have to get through a checklist.

Yes, they can be especially useful people to get to know. In my experience, attorneys who regularly attend recruiting events are often more involved with the recruiting team and have closer relationships with hiring partners and other recruiting decision makers than the average attorney at the firm. They may be able to point you toward the right person, make an introduction, or pass along a positive impression after getting to know you.

That doesn't mean everyone at a reception sits on the hiring committee or can get you an interview. Some attend because they're alumni of your school or simply enjoy meeting students. But their involvement in recruiting can make them a helpful connection as you learn about the firm and work through the application process.

If you connect with someone, follow up and ask to continue the conversation one-on-one. If you later mention them in an application, explain what you learned and how it shaped your interest. A substantive conversation matters more than whether you met at an event or through a cold email. A brief introduction isn't an endorsement, and I wouldn't discount a great relationship just because you initiated it yourself.

Start with the firm's current recruiting page, attorney biographies, and its profile in the NALP Directory of Legal Employers.

Those are starting points, not a guarantee of a complete committee roster. Confirm the office, the recruiting cycle, and whether the person handles students or experienced attorneys. Roles change.

Yes, but go in knowing what you're getting out of them. A reception is a chance to show interest, put a face to your application, and meet someone you can follow up with. I wouldn't use it to decide what working at the firm will actually feel like.

Firms often send people who are especially sociable and comfortable recruiting. You're also meeting the attorneys who could make time to attend. The associate buried in work may not be in the room. That gives you a pretty selective view of the firm.

There's also a limit to how candid someone can comfortably be with partners, colleagues, and recruiting staff nearby. And when several students are waiting to speak with each attorney, it's hard to get much beyond introductions. A pleasant conversation tells you that you liked that person in that setting. It doesn't tell you how work gets assigned or how a team treats people when things get stressful.

My advice: go if the firm interests you, have a few thoughtful conversations, and follow up with someone you connected with. Ask for a one-on-one conversation later, ideally with an associate in the office and practice you're considering. Ask about their actual experience: who teaches them, how they get work, and what happens when they're already at capacity. You don't need to attend every reception, and one great event shouldn't make the decision for you.

I wouldn't go mainly to collect names for an application. A brief introduction at a busy reception usually isn't enough for you to get to know an attorney or for them to remember you. Use that introduction to arrange a one-on-one conversation later. After a substantive conversation, mentioning the attorney and what you learned makes much more sense.

If the firm is tracking who came, they'll probably check the sign-in sheet or who picked up a name tag. I wouldn't assume your RSVP is enough for them to count you as having been there, so make sure you check in when you arrive.

Treat them as though they could be. At some firms, attorneys share feedback with recruiting after speaking with prospective applicants.

That doesn't mean you need to perform the whole time. Be prepared, curious, and considerate. A good conversation should still feel like a conversation.

Keep a simple record of their name, firm, office, practice, when you spoke, and what stood out.

You'll want those details when an application asks whom you've met or an interviewer asks what you learned about the firm. Write down enough that you can speak about the conversation accurately later.

Be more selective.

A few thoughtful conversations will usually serve you better than a long list of meetings you're too drained to engage in. Focus on the people and firms you actually want to understand.

You're allowed to protect your time and energy while taking recruiting seriously.

Yes! Once you’ve agreed on a time, send an invitation to their work email, unless they’ve already sent one or prefer another arrangement.

An Outlook invite is ideal if you have access. Otherwise, use a standard calendar invitation or attach an .ics calendar file.

Include the date, time zone, expected length, and how you’ll connect. For a phone call, include the number and who’s calling whom. For Zoom, include the link. Make it easy for them to find everything in one place.

I recommend sending a friendly reminder the day before:

“Hi Alex! Looking forward to our conversation tomorrow at 3 p.m. Eastern. Let me know if you need to adjust the timing. Happy to be flexible!”

A brief check-in an hour or two before can also help, especially if you haven’t heard back. Use email, or text if that’s already how you’ve been communicating.

Attorneys are juggling deadlines and schedules that can change quickly. You’re bringing the conversation back to their attention and giving them an opportunity to reschedule. If the time changes, update the calendar invitation too.

I’d aim to respond within about an hour when you’re available. You don’t need to have the full answer ready before acknowledging the message.

“Thanks so much! Let me check my class schedule, and I’ll confirm a time this evening.”

Then actually get back to them that evening! They should know you received the message and when they can expect an answer.

If you’re in class or an exam, respond when you’re out. A brief, accurate explanation is enough.

Respond promptly to the email or group text. Thank the person making the introduction, greet the attorney, and help move the conversation forward. Don’t leave the introduction sitting unanswered.

The same goal applies here: respond within about an hour when you’re available. If you were in class or an exam, reply afterward and briefly explain the delay.

I know this can sound trivial. But people use these interactions to decide whether they can count on you. Being responsive, paying attention, and doing what you said you’d do goes a very long way.

The firm's student recruiting team should be your first stop for firm-specific process questions. Your career services office can help with school policies and requirements.

Attorneys are useful sources on their own experiences, but their recruiting information may come from the year they applied. Confirm current deadlines, eligibility, and procedures with the people running the process.

I wouldn't name an attorney in a cover letter just because you briefly met them at a large reception. The conversation may not have been substantial enough for them to remember you or for you to explain what you learned.

Use the reception as an introduction, then follow up for a one-on-one conversation. If that conversation helped you understand the firm or strengthened your interest, you can explain that in your application or cover letter. Focus on what you learned rather than listing names.

If an application specifically asks whom you've met or spoken with, answer accurately and follow its instructions. You can describe a brief reception introduction as exactly that. Don't imply a closer relationship or an endorsement.

Before naming someone as a current attorney at the firm, check that they still work there.

Yes, for firms you're interested in. They can help you receive application announcements and event information promptly.

Look on firms' recruiting pages and official social accounts for sign-up links. Use an email account you check consistently. My preference is a personal address you'll keep access to, but checking it matters more than which address you choose.

My usual starting recommendation is one target office per firm, with a clear explanation of why that location makes sense for you.

Follow the firm's actual application instructions. If you have a meaningful reason to consider multiple offices, discuss the approach with recruiting rather than assuming multiple applications improve your chances.

Check the current cycle early and keep checking. Confirm which summer, graduating class, and office each application covers.

Don't assume your timeline will match an older student's experience. Recruiting trackers can help you spot activity, but verify important dates against the firm's current instructions and your school's applicable policies.

For your top-choice firms, I’d aim to apply within one week of the application opening. Ideally, get it in during the same week.

If applications open on Wednesday, for example, I’d try to submit by Friday or over the weekend so your application is there on Monday morning.

Start with your law school's career services office. Schools often have particular formatting conventions and expectations for student résumés.

You can get additional input on how to explain your experience, but establish the school's baseline first. That saves you from repeatedly rebuilding the document around conflicting preferences.

Don't assume that it will. Different types of employers can operate on different calendars.

Check the specific employer's process before concluding you're behind. A friend receiving a firm offer doesn't necessarily tell you anything about when a corporation, nonprofit, or government office will make decisions.

I’d aim for about 30 firms, with an upper end around 50. I’d rather you start with plenty of options and narrow them down as things move forward.

That assumes the applications are fairly straightforward. If each one takes about 15 minutes, aim for 30. If every application requires a separate essay, I wouldn’t recommend doing that many.

You can always decline interview invitations as you learn more about your options.

Yes! Send a quick note to the people you’ve already spoken with, ideally that day or the next business day. Thank them again and mention the office and summer program.

That puts you back on their radar now that you’re officially in the system. They may put in a word with recruiting or keep an eye out for your name during interview selection. If recruiting asks their opinion, you want your conversation and interest in the firm to be fresh in their mind.

Something like:

“Hi [Name], hope you’re doing well! I just submitted my application for [summer program/year] in [office] and wanted to keep you posted. Thank you again for taking the time to chat about [something you discussed]. I really appreciated your advice and am excited about the opportunity!”

I would not directly ask them to move your application along or put in a good word. If they want to do that, let them arrive at that conclusion themselves.

Make it realistic. Pick a firm, an office, and an interviewer's practice area. Prepare as though you're actually meeting that person.

Use video so you can get feedback on delivery and body language as well as your answers. Run through the interview first, then discuss what worked and what needs attention.

You don't need a perfect résumé before you start practicing.

Read the full interview preparation guide

If you get 30 to 50 interview requests, I’d decline some and aim for about 20 actual interview processes. I’m risk-averse here. You can go lower, but the more you cut, the less room you have if some don’t work out.

Ideally, you’d finish with 3 to 5 offers. Even if you have a clear favorite, other offers can help when discussing scholarship money, stipends, or an office split.

Those conversations require some nuance. How you approach them should depend on your actual offers and what you want, with care to preserve your relationships with the firms.

First, congratulations!

You can express enthusiasm without making an immediate commitment. Ask for the complete written terms and the response deadline. Understand what you're accepting, what opportunities you'd be giving up, and whether the timing works for you.

If you're certain it's the right choice and comfortable with the terms, accepting may make sense. If you still want to compare options, discuss whether more time is available before committing.

Before accepting.

Once you've committed, you may have much less negotiating room. Understand the full package, including any conditions attached to additional money or future summers.

A competing offer can be relevant, but it doesn't guarantee a match. Be accurate about your options and think through what you would actually choose before asking a firm to change its offer.

Not necessarily. A firm may be changing its class size, hiring pace, or office needs. A slow response doesn't tell you the whole story.

Keep an accurate list of applications, interviews, outstanding decisions, and deadlines. If you need advice, that information is much more useful than ‘I haven't heard anything.’

Avoid treating every recruiting outcome as a verdict on your ability.

Some students receive interview requests through introductions and conversations at small firm events or dinners before the formal application process.

Timelines can vary widely. Don’t take the fact that you don’t have something moving yet as evidence that you’re doing something wrong or won’t get traction.

Celebrate! Then start preparing for the actual experience.

Learn more about the practice groups you're considering and get to know attorneys in your future office. Find people you can turn to with questions before you arrive.

An accepted summer offer is an important milestone. The relationships you build and the work you do during the summer still matter.

When you’re working and available, I’d aim to acknowledge a work request within about 10 minutes, even if the answer will take longer:

“Received, thank you! I’ll review this and get back to you this afternoon.”

That’s my starting target. Learn your team’s expectations, including how they flag something urgent. During training or a meeting, pay attention and check messages when you’re free.

Bring something to take notes with. Confirm what you’re being asked to do, when it’s due, and what the finished work should look like. If you’re stuck or a deadline is at risk, say so early. When someone gives you feedback, make a note and use it on the next assignment.

Trust me, being responsive, attentive, and dependable goes a very long way. You can still be learning the legal work and make a strong impression by making it easy for people to work with you.

Information about how summer work is assigned can be useful. I’d be much more skeptical of culture descriptions supplied by the firms themselves. Those are the firms describing their own culture, so I wouldn’t treat them as objective assessments.