dla piper mixes and matches recessionary cost-cutting measures.

[cynthia]

According to Above the Law, DLA Piper has announced a deferral/summer program cancelation plan that mixes other firms' previously announced plans. Much like Weil Gotshal, DLA will defer current summers until Januar 2011 at the earliest, and will encourage said summers to take a voluntary deferal until January 2012.

DLA also announced that it will push back its recruiting to spring, similar to the plan announced by Orrick.  As ATL points out:

"Of course, assuming that firms like DLA and Orrick still hire summer associates for 2010, and defer them to 2012 or beyond, eventually all of these deferrals are going to have to catch up with the firms. Either the firms will have to greatly reduce the number of summers hired or offers extended, or at some point they will have to accept a huge class of first-year attorneys. Nobody really wants to turn law school into a four-year experience where the fourth year is spent hiding out in a public interest organization."

DLA would-be first years can participate in a public interest fellowship through January 2012 with a stipend of $60k. Unless I can't read (possible), DLA did not announce if it plans to offer a stipend for all those who choose to enter the firm in January of 2011. 

You can check out the firm's full memo to law school deans and career services offices, after the jump. You can also check out our ever-growing list of firms who have deferred 2010 offers and/or modified summer programs and recruiting policies here.

Earlier this year, we recognized that the demand for legal services was unlikely to rebound swiftly, and that our Summer 2008 incoming class was larger than the demand for work would sustain. In order to provide the new associates with meaningful work, DLA Piper decided to postpone the start dates for the class of 2009 from October 2009 to January 2010. We also created a Public Interest Fellowship program for a portion of the class members, giving them the opportunity and assistance to work and gain experience outside the firm in 2010, while contributing to the public good. Those class members who agreed to take the Fellowship will receive a $60,000 stipend for the calendar year 2010. The response to the Fellowship program has been positive and a large portion of the incoming class will devote themselves to Fellowship opportunities before joining the Firm in January 2011.

One result of these deferrals is that our current summer associates would start at the firm at
approximately the same time as the Fellowship participants from our class of 2009, creating another potential class that may exceed demand. While we proactively reduced the size of our summer class for 2009 to half the size of the Summer 2008 class, the start date changes require that we adjust the start dates for this class as well. We have therefore made the decision to make offers to this Summer's class in generally the same manner as the last class. We will make offers to our summer associates of 2009 soon after the program ends, and the offers will be for a January 2011 start date. We expect that some portion of the class will be encouraged to participate in a Fellowship program during 2011, further deferring the expected start date to January 2012 for some. We plan to keep these offers open until the NALP deadline of November 15.

As for our Fall 2009 recruiting for the Summer 2010 class, it will begin after November 15, 2009. Moving our recruiting schedule to later in the Fall will allow us to take into account the responses to our offers from the current class before hiring for our 2010 summer program. While we are shifting our recruiting period and will not be interviewing on campus later this Summer or early Fall, we do plan to be on campus and in contact with students in our usual manner - participating in mediation and trial advocacy programs and other coaching sessions, providing resume review and critiques, offering office open houses and other events. It is critically important to us to maintain our relationships with law schools and to offer opportunities to as many of our talented recruits as possible. Recruiting and retaining talented associates remains central to our ability to serve clients well now and in the future.

These are unsettling times; the law firms that manage carefully through this period will be stronger and fit for the future. DLA Piper had a very solid year in comparison to competitors and we expect also to finish this year well in light of the economy. We would welcome discussions with you should you have questions about anything covered in this letter. Please contact me, any of our local office hiring partners or any member of our recruiting team.

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on campus later this Summer or early Fall, we do plan to be on campus and in contact with students in our usual manner - participating in mediation and trial advocacy programs and other coaching sessions, providing resume review and critiques, offering office open houses and other events. It is critically important to us to maintain our relationships with law schools and to offer opportunities to as many of our talented recruits as possible. Recruiting and retaining talented associates remains central to our ability to serve clients well now and in the future.
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