Cravath, Swaine & Moore LLP

New York

1,200 Total Employees

Year Founded: 1819

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Cravath, Swaine & Moore LLP Compensation & Benefits

Updated on October 09, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Cravath, Swaine & Moore LLP and has not been reviewed or approved by Cravath, Swaine & Moore LLP.

How are the compensation & benefits at Cravath, Swaine & Moore LLP?

Strengths in healthcare, retirement options, and especially parental and family support are accompanied by gaps in transparency and indications that benefits and rewards may differ by role. Together, these dynamics suggest a robust offering with high perceived value for many, while clarity on costs and equitable access remains a key consideration.

Key Insight for Candidates

Top-of-market pay and unusually comprehensive benefits come with relentless hours. Candidates can expect standout parental and family-building coverage, robust health and professional support, yet the workload often limits practical use and may dampen perceived value. Confirm plan costs and eligibility details, which aren’t fully disclosed publicly.

Evidence in Action

Cravath Scale Compensation — The Cravath Scale sets associate base salaries from $225,000 to $420,000 before bonuses. This market-defining pay anchors expectations and helps attract and retain talent despite demanding workloads.
Extended Parental Leave — Paid childcare leave provides 12 weeks for lawyers, plus 6–8 weeks of paid pregnancy and childbirth-related medical leave (18–20 weeks total). Coupled with lactation facilities and milk-delivery reimbursement for business travel, this normalizes family-building and reduces financial stress during critical life events.

Positive Themes About Cravath, Swaine & Moore LLP

Parental & Family Support: Family-building assistance, paid childcare leave for lawyers, adoption and surrogacy reimbursement, and lactation and milk-shipping support are highlighted as standout offerings. Feedback suggests flexible arrangements and a lawyer re-entry program further strengthen support for family needs.
Healthcare Strength: Medical, dental, vision, life, and disability insurance are described as comprehensive, alongside wellness resources such as gym subsidies, EAP, meditation benefits, wellness checkups, and flu shots. Some references note concierge-style primary-care memberships and family access to certain services.
Retirement Support: 401(k) contributions and tax-advantaged savings options like HSAs and FSAs are part of the package. Feedback suggests the presence of retirement programs is a consistent strength, even if some details (e.g., matching) are not publicly specified.

Considerations About Cravath, Swaine & Moore LLP

Exclusive or Unequal Benefits Coverage: The package appears strongest for lawyers, with indications that eligibility and specifics may differ for administrative staff. Public materials emphasize attorney benefits, creating uncertainty about parity across roles.
High Benefits Costs: Public information does not disclose employee premium costs, deductibles, or full plan details. Feedback suggests candidates should confirm employee contributions and coverage limits to assess true affordability.
Poor or Misaligned Recognition & Rewards: Some staff indicate pay depends on negotiating ability, with concerns about limited advancement and unpaid overtime in certain roles. Feedback suggests these dynamics can dampen perceived reward alignment despite strong nominal pay.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.