Companies McDermott Will & Schulte

McDermott Will & Schulte

Chicago

Total Offices: 13

3,597 Total Employees

Year Founded: 1934

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What's the Company Culture Like at McDermott Will & Schulte?

Updated on September 08, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about McDermott Will & Schulte and has not been reviewed or approved by McDermott Will & Schulte.

What's the company culture like at McDermott Will & Schulte?

Strengths in people-first practices, mentorship, and collaborative teaming are accompanied by BigLaw workloads and post-merger integration dynamics that vary by office and practice. Together, these dynamics suggest a generally supportive culture whose on-the-ground experience depends on group context and the pace of client work.

Key Insight for Candidates

High-support, high-intensity: McDermott pairs a teaching-first culture with formal, credited time for development and wellness, yet client pace remains classic BigLaw. Expect real partner access, feedback, and resources from day one—while planning for demanding hours.

Evidence in Action

Billable Wellness Credit — The McDermott Well program credits up to 25 wellness hours toward billable targets. This normalizes self-care, reduces stigma, and gives employees sanctioned time to protect mental health while sustaining performance.
Always Better Feedback — The 'Always Better' mantra is reinforced via firmwide town halls and regular engagement and happiness check-ins. Employees receive transparent updates and feedback loops that build trust, surface issues early, and keep teams aligned.

Positive Themes About McDermott Will & Schulte

People-First Culture: Belonging and well-being are emphasized through visible mental-health resources (McDermott Well) and formal JDEI programming, including longstanding policies supporting transgender employees. Feedback suggests these efforts are integrated into day-to-day culture rather than just recruiting copy.
Collaborative & Supportive Culture: Approachable partners, teaching-oriented teams, and a collegial vibe are described across offices, with retreats and regular social touchpoints reinforcing connection. Feedback suggests teamwork and partner accessibility are standout features that support a welcoming, mentorship-forward environment.
Learning & Knowledge Sharing: Structured development, hands-on training, and close partner engagement are emphasized, with early responsibility on lean teams and a summer program designed for substantive learning. Feedback suggests this setup accelerates growth through formal mentoring alongside on-the-job learning.

Considerations About McDermott Will & Schulte

Workload & Burnout: Client demands and BigLaw pace mean heavy hours and compressed timelines, even when the culture is supportive. Feedback suggests high billable expectations and in-office attendance tied to bonus eligibility can strain work-life flexibility.
Change Fatigue & Ineffective Decision-Making: Post-merger integration is ongoing, with reports of associate reductions among legacy-Schulte groups and slower tech/process integration. Feedback suggests these aftershocks can dent trust or create uncertainty in certain practices and offices.
Cultural Misalignment: Experiences are noted to vary by group and location, with some legacy-firm norms and local dynamics shaping day-to-day culture. Feedback suggests this variability makes the sense of being supported uneven across offices and teams.

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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.