If you have a job offer, read this before you join just as an FYI - werkgeversreview Associate bij Goodwin

1. Leadership Style: The Managing Partner is often seen as ruling with an iron fist. This perception is also perhaps a reflection of the other partners' (regardless of whether equity or salaried partners) propensity to conform and avoid rocking the boat. Implication: Be cautious and take any promises made by partners with a grain of salt as they might not have the autonomy to follow through. 2. Learning Opportunities: It's been some time since I left, so the firm's busyness might have picked up even in this depressed market? However, if there is not enough work going around, a common scenario is when a relatively senior associate appears overloaded with work, typically because he or she is monopolizing tasks (even managing signature pages and drafting board resolutions themselves). Such associates might often lament that the reason they have to do absolutely everything is because there are no good quality juniors in the firm, though their standards are often very binary - you either can read their mind and can work faster than them, or you are not up to their standards. Otherwise, it is because such associates need to amass hours for their bonuses. If it is indeed as advertised that Goodwin Hong Kong is "very busy", you might find yourself helming multiple minority deals with minimal guidance. This situation can lead to instances where, due to lack of experience, mistakes are made and unfairly blamed on you despite zero oversight. Implication: If your current firm provides a conducive learning environment with adequate support, it might be prudent to stay put. If on the other hand, your current firm sounds similar to the situation I have described, still, why risk the potential downsides of a move if there's no significant improvement in sight? 3. Turnover Rates: For full and frank disclosure, I have been indirectly asked to leave the firm. So you might not believe my words but a simple search on the law society's website can reveal the turnover rates for associates and one might start to wonder why this is the case... Goodwin Hong Kong aspires to reach the heights of firms like Kirkland but tends to opt for shortcuts. This includes offering cost-of-living adjustments (COLA) to attract top talent. However, when these recruits make the slightest mistakes, they're often quickly let go instead of being nurtured and developed. My experience aside, is it truly fair to blame an FLC or even an NQ for the slightest mistakes he or she might have made with zero supervision? Instead of criticizing their standards, shouldn't the human thing be to guide them through the process so that they can make your job easlier in the future? There are many solutions other than to fire and hire again but again, what do I know? This review is shared with the intention of offering candid insights based on personal experiences. It's recommended that prospective employees conduct their own research and consider multiple perspectives to make a well-informed decision regarding their career trajectory.