We litigate complex, high-stakes cases that are defended by Biglaw firms in courtrooms across the nation. But working at Dovel & Luner is much different from working at Biglaw.
Our cases are all on a contingency fee.
We only get paid if we win. And the bigger the win the more we get paid. The firm’s economic incentive is to ensure that its young attorneys quickly become trial lawyers who win cases. Accordingly, training and early responsibility are not just recruiting talking points – they are critical to the firm’s business model.
We take winning cases.
We do not take on new cases simply because they come from an institutional client or without regard for merit. We carefully sort through potential matters and only select the best matters that are presented to us. In fact because we only get paid if we win, we cannot afford to take on cases that do not have merit. Our attorneys don’t have to fight hopeless fights or take untenable positions.
All attorneys run their own cases.
All attorneys – including young associates – run their own cases. This allows all attorneys to take ownership of and participate in the long-term strategy of their own case, develop relationships with clients, and marshal cases from filing through trial.
This model also gives associates control over their lives and schedules. Our associates don’t work less than associates at big law firms, but they can predict their workload and control when and how they will handle it. Associates won’t ever be subject to someone higher up who assigns work on Friday afternoons or sets arbitrary deadlines.
No billable hours.
We focus on winning cases, not billing hours. Because we work exclusively on a contingency fee basis, we do not need to keep time sheets detailing every six minutes of our day and we have no incentive to create busywork for our attorneys.
Our first-year associates do not write memos that other attorneys use to write briefs. They are the ones who write the briefs.
We are nimble.
We are free of bureaucracy and inertia. If an attorney discovers or develops a better way to do things, we implement it. There is no need to write a lengthy proposal, run it by a committee, have it reviewed by the controlling department, and then roll it out three years later when it is already obsolete.
Click here to see why Simon Franzini chose Dovel & Luner over BigLaw.
Click here to read about the experiences of Greg Dovel and Jeff Eichmann defecting from BigLaw.