There’s
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
“black
box.”
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
“factors”
that
play
into
an
associate’s
salary,
it
is
ultimately
entirely
up
to
the
firm’s
discretion.
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’s
a
pattern
of
“nickel
and
diming”
associates.
Despite
the
raises
across
Biglaw
in
recent
years,
Venable
hasn’t
raised
associate
salaries
since
2021,
putting
it
behind
their
peer
firms.
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
could
be
lower),
but
even
the
top
of
the
range
puts
the
firm
below
the
Biglaw
market
standard.
Tipsters
at
the
firm
report
the
following
top
salaries
available:
Top
of
the
Salary
Ranges:
-
Level
1: $215,000 -
Level
2: $225,000 -
Level
3: $245,000 -
Level
4: $275,000 -
Level
5: $300,000 -
Level
6: $320,000 -
Level
7: $340,000 -
Level
8: $355,000
But
what,
exactly,
goes
into
determining
how
much
money
an
associate
makes
within
the
range?
(Also,
calling
it
a
“range”
without
clearly
disclosing
the
floor
feels
more
than
a
little
disingenuous,
since
that
makes
it
more
like
a
“cap”
on
salaries,
not
a
range,
but
I
digress.)
Well,
the
firm
hasn’t
been
particularly
forthcoming.
According
to
a
tipster:
Under
the
new
model,
where
an
associate
falls
within
the
range
will
be
determined
at
the
firm’s
discretion.
According
to
Firm
Chairman
Stu
Ingis,
compensation
will
be
based
“primarily
on
hours.”
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.
Thumbing
your
nose
at
transparency
is
never
a
good
look.
Above
the
Law
reached
out
to
Venable
for
comment,
but
the
firm
did
not
immediately
provide
one.
Associates
at
the
firm
are
also
—
rightly
—
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’s
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
—
not
to
mention
those
looking
for
new
jobs.
But
that
seems
to
be
a
feature,
not
a
bug,
of
black
box
compensation.
Kathryn
Rubino
is
a
Senior
Editor
at
Above
the
Law,
host
of
The
Jabot
podcast,
and
co-host
of
Thinking
Like
A
Lawyer.
AtL
tipsters
are
the
best,
so
please
connect
with
her.
Feel
free
to
email
her
with
any
tips,
questions,
or
comments
and
follow
her
on
Twitter
@Kathryn1 or
Mastodon
@[email protected].