3. ‘The Why Did Everyone Quit?’ Test
One of the most overlooked clues about a firm’s health? Turnover rates. If employees leave faster than bagels and cream cheese at a Friday morning meeting, find out why. Recruiters are often good sources of turnover information. High turnover might mean burnout, bad management, upcoming mergers or even bankruptcy, poor cash flow, or a toxic work culture with mean people. Remember: if everyone’s running for the exit, you’re not the exception, and you are not the hero — you’re the next victim.
If a company’s employees are all newbies or lifers, it’s risky. It’s not that loyalty is bad; it’s just that balance is better. A healthy mix of employee tenure indicates a dynamic workplace where people grow and thrive.
4. Beware the ‘Too New or Too Long at the Fair’ Syndrome
If everyone at the company has been there for less than six months or more than a decade, proceed cautiously. This could mean the firm only attracts a particular personality type or has a sink-or-swim onboarding process that most people don’t survive. Lots of places advertise “low turnover.” But does that mean everyone is complacent and there is no upward growth? Are they doing the same job they did five years ago? Have these employees moved up the org chart in the last 10 years? Ideally, look for places where employees stick around for a comfortable three to seven years. That’s the sweet spot for healthy career growth without stagnation.
Courtney Elliott, a Wharton MBA grad and current doctoral student, nailed it in a viral TikTok: If a company’s employees are all newbies or lifers, it’s risky. It’s not that loyalty is bad; it’s just that balance is better. A healthy mix of employee tenure indicates a dynamic workplace where people grow and thrive.
5. Leadership: The Good, the Bad and the Uninspiring
Terrible bosses aren’t always apparent during interviews. Do your homework: Check Glassdoor reviews, ask current or former employees about the leadership style, dig them up from LinkedIn, network, and trust your gut. If the Managing Partner’s idea of inspiration is sending all-caps emails at 11 p.m., take your resume and run.
6. Firm Culture: It’s Not Just About Free Snacks
Ping-pong tables and kombucha on tap, free gyms and firm cafeterias are great, but they’re not a substitute for a supportive work environment. Watch for clues about how the firm values its people. Are diversity and inclusion more than buzzwords? How many women are in top spots? Do they prioritize mental health and work-life balance? If “hustle culture” seems to be their mantra, you might end up living at your desk, or worse, that remote position means you never see your backyard. Ever.
7. Career Growth or Dead-End Street?
Ask yourself: Is this job a stepping stone or a black hole? Firms with high turnover often lack clear paths for career development. Ensure they offer opportunities for training, promotions, lateral moves, moves to new departments — anything to avoid feeling stuck a year down the road.
8. Read Glassdoor, But Don’t Be Fooled
I have a former client whose firm had a tremendous turnover. Reviews on Glassdoor were disastrous. However, when I read through the reviews, I noticed that every time there was a complaining review, it was immediately followed up by a very nice, positive “this firm is the greatest” review. Eventually, someone wrote that every time someone quit, the firm required the remaining employees to write and post a good review on Glassdoor. I confronted the managing partner, who told me that, yes, this was a common practice in the firm.
Glassdoor and similar corporate review sites have become so crucial that sustained negative reviews can be a significant barrier to recruiting. As a result, many firms actively try to cover up bad reviews and mislead job seekers.
Posting some fake positives probably seems more straightforward to many than addressing substantive issues. However, a firm actively trying to cover up its issues is always a worse bet — for job seekers.
Know what a coverup looks like. Every firm has current or past employees who are unhappy in some way; it's unavoidable. That means every Glassdoor page will likely have some bad reviews. However, if the reviews you read sound deceptive, that's a sign of a firm putting more effort into misleading potential employees than addressing problems and issues.
The Bottom Line
The true hallmarks of a good law firm are its people, processes and reputation. Strong leadership paired with supportive, collaborative teammates creates a foundation for success and a positive workplace culture.
Great law firms are driven by exceptional leaders inspiring and guiding their teams, fostering an environment where everyone can thrive. Teammates who support one another and work together toward shared goals ensure high-quality outcomes and a sense of camaraderie and purpose. Everyone, and I mean everyone, wants purpose.
Efficient processes are just as important — they enable the firm to deliver top-tier services while focusing on client satisfaction and employee well-being. Lastly, a solid reputation, built on consistent results and ethical practices, reflects the firm’s dedication to excellence and trustworthiness.
In short, great people, seamless processes and a respected reputation are the pillars of a truly outstanding law firm.
A job offer is exciting but filled with unknowns. Take your time to evaluate everything, from compensation to culture. Ask questions, trust your instincts, and remember — waiting for the right opportunity is better than accepting one that’ll leave you regretting it by week two.
