Frequently Asked Questions about Recruiting

See below for frequently asked questions about our recruiting process and our summer associates program.

Can first-year law students apply to the Summer Associate Program?
Yes, a first year law student may apply for a summer position by submitting his or her resume to the Director of Recruiting any time after December 1st of his or her first semester at law school.

What specific qualities does the Firm look for in candidates during interviews?
The Firm is looking for people with the potential to become Shareholders. Academic performance, intellectual ability, prior work experience and interpersonal skills are principal factors we consider in deciding upon offers of employment. Demonstrated leadership ability and other factors which indicate potential for membership in the Firm are also considered. Primary emphasis is placed on the hiring of current law school graduates to fill new Associate positions.

Does the Firm allow Summer Associates to "split" their summer with other firms?
Yes, the Firm allows Summer Associates to "split" their summer with other firms, however, we request a minimum six week commitment to our summer program that is designed for the first half of the summer (2005 program runs from May 23 to July 1).

Do law students need to have well-defined interests in particular areas of law before they begin the Summer Associate Program?
No, a law student will have the opportunity to practice in a number of different areas of law during the summer program experience.

How are Summer Associates evaluated?
Summer Associates are evaluated on various aspects of their assigned legal projects that each of them works on during the summer, including oral and written communication skills, motivation, judgment and demeanor. Summer Associates are encouraged to ask for feedback from the attorneys with whom they work.

What is the compensation for summer associates?
Our 1L Summer Associates are paid $1,250 per week. Our 2L Summer Associates are paid $1,500.00 per week.

Can I participate in the Summer Associate Program at one Crowe & Dunlevy office and later join a different Crowe office for full-time employment?
It is conceivable that a Summer Associate could participate in one office's Summer Associate Program and subsequently join a different office for full-time employment. However, it is recommended that the Summer Associate work in the office he or she desires to join to increase his or her chances of full-time employment.

What types of computer equipment do Summer Associates use during the Summer Associate Program?
The firm uses Dell computers operating on Windows 2000 Professional.

What is the office dress code?
The Firm maintains a "business casual" dress code as defined in the Firm's handbook. However, attorneys (and Summer Associates) must dress in accordance with their schedule. For example, if an attorney will be appearing in court, professional dress is required.

What is Crowe & Dunlevy's commitment to diversity?
Through the recruiting process, we are committed to making Crowe & Dunlevy a law firm that is truly representative of the clients and communities we serve. The Firm is an annual participant in the Sunbelt Minority Recruitment Program, one of the most successful minority recruitment programs in the nation. Law students and recent graduates from 18 American Bar Association-approved law schools participate in the program, with more than 900 minority students attending these schools. In an ongoing effort to assist minority law school students, Crowe & Dunlevy has established a minority scholarship program at the University of Oklahoma College of Law. The Crowe & Dunlevy Scholars Program annually awards $2,000 scholarship stipends to two minority students in each law school class based upon their scholastic performance, economic need and other demonstrated abilities.

Does the Firm permit law students to defer the beginning of full-time employment after law school for students who receive judicial clerkships?
The decision of whether to permit a law student to defer the beginning of full-time employment after law school for students who receive judicial clerkships is determined on a case by case basis. Historically, the Firm has allowed such deferral and encourages its future attorneys to participate in such judicial clerkships.