{"id":108190,"date":"2025-02-11T17:02:47","date_gmt":"2025-02-12T01:02:47","guid":{"rendered":"https:\/\/xira.com\/p\/2025\/02\/11\/biglaw-firm-slams-the-door-on-salary-transparency-goes-black-box\/"},"modified":"2025-02-11T17:02:47","modified_gmt":"2025-02-12T01:02:47","slug":"biglaw-firm-slams-the-door-on-salary-transparency-goes-black-box","status":"publish","type":"post","link":"https:\/\/xira.com\/p\/2025\/02\/11\/biglaw-firm-slams-the-door-on-salary-transparency-goes-black-box\/","title":{"rendered":"Biglaw Firm Slams The Door On Salary Transparency, Goes Black Box"},"content":{"rendered":"<figure class=\"wp-block-image alignright is-resized\"><img data-recalc-dims=\"1\" height=\"413\" width=\"620\" decoding=\"async\" src=\"https:\/\/i0.wp.com\/abovethelaw.com\/wp-content\/uploads\/sites\/4\/2024\/01\/GettyImages-507922595-620x413.jpg?resize=620%2C413&#038;ssl=1\" alt=\"\" title=\"\"><figcaption><\/figcaption><\/figure>\n<p>There\u2019s often plenty in Biglaw to complain about. But one beacon of positivity is the industry compensation standard, which is lockstep based on experience. The salary scale is widely available, and, provided you stay in good standing at the firm, you can expect yearly raises along with your cohort. But one Biglaw firm has decided to shelve that system in favor of a \u201c<a href=\"https:\/\/abovethelaw.com\/tag\/black-box\/\" rel=\"nofollow noopener\" target=\"_blank\">black box<\/a>.\u201d<\/p>\n<p>Black box compensation is a lot more secretive and opaque by design. Associates are informed of individualized compensation decisions on a year-by-year basis, and while there may be publicly discussed \u201cfactors\u201d that play into an associate\u2019s salary, it is ultimately entirely up to the firm\u2019s discretion.<\/p>\n<p>Venable recently informed associates that they are moving away from the transparency of lockstep compensation. The firm most recently reported $812,100,000 in gross revenue, making them 64th on the 2024 Am Law 100 ranking, but even with that kind of money, insiders Above the Law spoke with say there\u2019s a pattern of \u201cnickel and diming\u201d associates. Despite the <a href=\"https:\/\/abovethelaw.com\/tag\/associate-compensation-scorecard\/\" rel=\"nofollow noopener\" target=\"_blank\">raises across Biglaw<\/a> in recent years, Venable hasn\u2019t raised <a href=\"https:\/\/abovethelaw.com\/2021\/08\/venable-raises\/\" rel=\"nofollow noopener\" target=\"_blank\">associate salaries since 2021<\/a>, putting it behind their peer firms.<\/p>\n<p>The new compensation model is range-based. The firm has not shared with associates precisely what the bottom of the range for each level is (firm leadership estimated the bottom at a 15% reduction off the top number but said the bottom <em>could<\/em> be lower), but even the top of the range puts the firm below the <a href=\"https:\/\/abovethelaw.com\/2023\/12\/biglaw-raise-bonus-tracker-2023\/\" rel=\"nofollow noopener\" target=\"_blank\">Biglaw market standard<\/a>.<\/p>\n<p>Tipsters at the firm report the following top salaries available:<\/p>\n<p><strong>Top of the Salary Ranges:<\/strong><\/p>\n<ul class=\"wp-block-list\">\n<li><strong>Level 1:<\/strong>\u00a0$215,000<\/li>\n<li><strong>Level 2:<\/strong>\u00a0$225,000<\/li>\n<li><strong>Level 3:<\/strong>\u00a0$245,000<\/li>\n<li><strong>Level 4:<\/strong>\u00a0$275,000<\/li>\n<li><strong>Level 5:<\/strong>\u00a0$300,000<\/li>\n<li><strong>Level 6:<\/strong>\u00a0$320,000<\/li>\n<li><strong>Level 7:<\/strong>\u00a0$340,000<\/li>\n<li><strong>Level 8:<\/strong>\u00a0$355,000<\/li>\n<\/ul>\n<p>But what, exactly, goes into determining how much money an associate makes within the range? (Also, calling it a \u201crange\u201d without clearly disclosing the floor feels more than a little disingenuous, since that makes it more like a \u201ccap\u201d on salaries, not a range, but I digress.) Well, the firm hasn\u2019t been particularly forthcoming. According to a tipster:<\/p>\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Under the new model, where an associate falls within the range will be determined at the firm\u2019s discretion. According to Firm Chairman Stu Ingis, compensation will be based \u201cprimarily on hours.\u201d Additional details were communicated during in-person-only office meetings, with no formal memo or written communication provided. Associates unable to attend in person were advised to obtain highlights from colleagues, reinforcing the perception that the firm aimed to keep the changes from being widely publicized.<\/p>\n<\/blockquote>\n<p>Thumbing your nose at transparency is never a good look.<\/p>\n<p>Above the Law reached out to Venable for comment, but the firm did not immediately provide one.<\/p>\n<p>Associates at the firm are also \u2014 rightly \u2014 worried this system could result in pay cuts for some folks. Insiders say that possibility was not ruled out by the firm. And with black box compensation, there\u2019s no way to know how many associates are getting well and truly screwed by the new system. No wonder Above the Law is hearing stories of fearful, frustrated, and disappointed associates \u2014 not to mention those looking for new jobs. But that seems to be a<a href=\"https:\/\/abovethelaw.com\/2016\/06\/the-jig-is-up-opening-up-jones-days-black-box\/\" rel=\"nofollow noopener\" target=\"_blank\"> feature, not a bug, of black box <\/a>compensation.<\/p>\n<hr>\n<p><strong><em><img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" class=\" wp-image-80083 alignright\" src=\"https:\/\/i0.wp.com\/abovethelaw.com\/wp-content\/uploads\/sites\/4\/2021\/06\/IMG_5243-1-scaled-e1623338814705-300x275.jpg?resize=183%2C168&#038;ssl=1\" alt=\"\" width=\"183\" height=\"168\" title=\"\">Kathryn Rubino is a Senior Editor at Above the Law, host of <a href=\"https:\/\/open.spotify.com\/show\/1XC11QhFCWxWr4NQrk2sEA\" rel=\"nofollow noopener\" target=\"_blank\">The Jabot podcast<\/a>, and co-host of <a href=\"https:\/\/legaltalknetwork.com\/podcasts\/thinking-like-a-lawyer\/\" rel=\"nofollow noopener\" target=\"_blank\">Thinking Like A Lawyer<\/a>. AtL tipsters are the best, so please connect with her. Feel free to email <a href=\"mailto:kathryn@abovethelaw.com?subject=Your%20Column\" target='_blank\"' rel=\"noopener noreferrer\">her<\/a> with any tips, questions, or comments and follow her on Twitter <a href=\"https:\/\/abovethelaw.com\/2025\/02\/biglaw-firm-slams-the-door-on-salary-transparency-goes-black-box\/%E2%80%9C\/\/twitter.com\/Kathryn1%22%E2%80%9D\" rel=\"nofollow noopener\" target=\"_blank\">@Kathryn1<\/a>\u00a0or Mastodon <a href=\"https:\/\/abovethelaw.com\/2025\/02\/biglaw-firm-slams-the-door-on-salary-transparency-goes-black-box\/\" rel=\"nofollow noopener\" target=\"_blank\">@Kathryn1@mastodon.social.<\/a><\/em><\/strong><\/p>\n<\/p>\n<p>The post <a href=\"https:\/\/abovethelaw.com\/2025\/02\/biglaw-firm-slams-the-door-on-salary-transparency-goes-black-box\/\" rel=\"nofollow noopener\" target=\"_blank\">Biglaw Firm Slams The Door On Salary Transparency, Goes Black Box<\/a> appeared first on <a href=\"https:\/\/abovethelaw.com\/\" rel=\"nofollow noopener\" target=\"_blank\">Above the Law<\/a>.<\/p>\n<figure class=\"wp-block-image alignright is-resized\"><img data-recalc-dims=\"1\" height=\"413\" width=\"620\" decoding=\"async\" src=\"https:\/\/i0.wp.com\/abovethelaw.com\/wp-content\/uploads\/sites\/4\/2024\/01\/GettyImages-507922595-620x413.jpg?resize=620%2C413&#038;ssl=1\" alt=\"\" title=\"\"><figcaption><\/figcaption><\/figure>\n<p>There\u2019s often plenty in Biglaw to complain about. But one beacon of positivity is the industry compensation standard, which is lockstep based on experience. The salary scale is widely available, and, provided you stay in good standing at the firm, you can expect yearly raises along with your cohort. But one Biglaw firm has decided to shelve that system in favor of a \u201c<a href=\"https:\/\/abovethelaw.com\/tag\/black-box\/\" rel=\"nofollow noopener\" target=\"_blank\">black box<\/a>.\u201d<\/p>\n<p>Black box compensation is a lot more secretive and opaque by design. Associates are informed of individualized compensation decisions on a year-by-year basis, and while there may be publicly discussed \u201cfactors\u201d that play into an associate\u2019s salary, it is ultimately entirely up to the firm\u2019s discretion.<\/p>\n<p>Venable recently informed associates that they are moving away from the transparency of lockstep compensation. The firm most recently reported $812,100,000 in gross revenue, making them 64th on the 2024 Am Law 100 ranking, but even with that kind of money, insiders Above the Law spoke with say there\u2019s a pattern of \u201cnickel and diming\u201d associates. Despite the <a href=\"https:\/\/abovethelaw.com\/tag\/associate-compensation-scorecard\/\" rel=\"nofollow noopener\" target=\"_blank\">raises across Biglaw<\/a> in recent years, Venable hasn\u2019t raised <a href=\"https:\/\/abovethelaw.com\/2021\/08\/venable-raises\/\" rel=\"nofollow noopener\" target=\"_blank\">associate salaries since 2021<\/a>, putting it behind their peer firms.<\/p>\n<p>The new compensation model is range-based. The firm has not shared with associates precisely what the bottom of the range for each level is (firm leadership estimated the bottom at a 15% reduction off the top number but said the bottom <em>could<\/em> be lower), but even the top of the range puts the firm below the <a href=\"https:\/\/abovethelaw.com\/2023\/12\/biglaw-raise-bonus-tracker-2023\/\" rel=\"nofollow noopener\" target=\"_blank\">Biglaw market standard<\/a>.<\/p>\n<p>Tipsters at the firm report the following top salaries available:<\/p>\n<p><strong>Top of the Salary Ranges:<\/strong><\/p>\n<ul class=\"wp-block-list\">\n<li><strong>Level 1:<\/strong>\u00a0$215,000<\/li>\n<li><strong>Level 2:<\/strong>\u00a0$225,000<\/li>\n<li><strong>Level 3:<\/strong>\u00a0$245,000<\/li>\n<li><strong>Level 4:<\/strong>\u00a0$275,000<\/li>\n<li><strong>Level 5:<\/strong>\u00a0$300,000<\/li>\n<li><strong>Level 6:<\/strong>\u00a0$320,000<\/li>\n<li><strong>Level 7:<\/strong>\u00a0$340,000<\/li>\n<li><strong>Level 8:<\/strong>\u00a0$355,000<\/li>\n<\/ul>\n<p>But what, exactly, goes into determining how much money an associate makes within the range? (Also, calling it a \u201crange\u201d without clearly disclosing the floor feels more than a little disingenuous, since that makes it more like a \u201ccap\u201d on salaries, not a range, but I digress.) Well, the firm hasn\u2019t been particularly forthcoming. According to a tipster:<\/p>\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Under the new model, where an associate falls within the range will be determined at the firm\u2019s discretion. According to Firm Chairman Stu Ingis, compensation will be based \u201cprimarily on hours.\u201d Additional details were communicated during in-person-only office meetings, with no formal memo or written communication provided. Associates unable to attend in person were advised to obtain highlights from colleagues, reinforcing the perception that the firm aimed to keep the changes from being widely publicized.<\/p>\n<\/blockquote>\n<p>Thumbing your nose at transparency is never a good look.<\/p>\n<p>Above the Law reached out to Venable for comment, but the firm did not immediately provide one.<\/p>\n<p>Associates at the firm are also \u2014 rightly \u2014 worried this system could result in pay cuts for some folks. Insiders say that possibility was not ruled out by the firm. And with black box compensation, there\u2019s no way to know how many associates are getting well and truly screwed by the new system. No wonder Above the Law is hearing stories of fearful, frustrated, and disappointed associates \u2014 not to mention those looking for new jobs. But that seems to be a<a href=\"https:\/\/abovethelaw.com\/2016\/06\/the-jig-is-up-opening-up-jones-days-black-box\/\" rel=\"nofollow noopener\" target=\"_blank\"> feature, not a bug, of black box <\/a>compensation.<\/p>\n<hr \/>\n<p><strong><em><img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" class=\"wp-image-80083 alignright\" src=\"https:\/\/i0.wp.com\/abovethelaw.com\/wp-content\/uploads\/sites\/4\/2021\/06\/IMG_5243-1-scaled-e1623338814705-300x275.jpg?resize=183%2C168&#038;ssl=1\" alt=\"\" width=\"183\" height=\"168\" title=\"\">Kathryn Rubino is a Senior Editor at Above the Law, host of <a href=\"https:\/\/open.spotify.com\/show\/1XC11QhFCWxWr4NQrk2sEA\" rel=\"nofollow noopener\" target=\"_blank\">The Jabot podcast<\/a>, and co-host of <a href=\"https:\/\/legaltalknetwork.com\/podcasts\/thinking-like-a-lawyer\/\" rel=\"nofollow noopener\" target=\"_blank\">Thinking Like A Lawyer<\/a>. AtL tipsters are the best, so please connect with her. Feel free to email <a href=\"https:\/\/abovethelaw.com\/cdn-cgi\/l\/email-protection#9df6fce9f5efe4f3ddfcfff2ebf8e9f5f8f1fceab3fef2f0a2eee8fff7f8fee9a0c4f2e8efb8afaddef2f1e8f0f3\" target=\"_blank&quot;\" rel=\"noopener noreferrer nofollow\">her<\/a> with any tips, questions, or comments and follow her on Twitter <a href=\"https:\/\/abovethelaw.com\/2025\/02\/biglaw-firm-slams-the-door-on-salary-transparency-goes-black-box\/%E2%80%9C\/\/twitter.com\/Kathryn1%22%E2%80%9D\" rel=\"nofollow noopener\" target=\"_blank\">@Kathryn1<\/a>\u00a0or Mastodon <a href=\"https:\/\/mastodon.social\/@Kathryn1%22\" rel=\"nofollow noopener\" target=\"_blank\">@[email\u00a0protected].<\/a><\/em><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>There\u2019s often plenty in Biglaw to complain about. But one beacon of positivity is the industry compensation standard, which is lockstep based on experience. The salary scale is widely available, and, provided you stay in good standing at the firm, you can expect yearly raises along with your cohort. But one Biglaw firm has decided [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":108191,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[16],"tags":[],"class_list":["post-108190","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-above_the_law"],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/xira.com\/p\/wp-content\/uploads\/2025\/02\/IMG_5243-1-scaled-e1623338814705-300x275-n18Eni.jpeg?fit=300%2C275&ssl=1","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts\/108190","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/comments?post=108190"}],"version-history":[{"count":0,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts\/108190\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/media\/108191"}],"wp:attachment":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/media?parent=108190"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/categories?post=108190"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/tags?post=108190"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}