We have given significant thought to understanding what makes someone successful at Frost Brown Todd and how to better identify successful future contributors to our team. Our typical candidate selection process includes both 30-minute one-on-one interviews and a 60-minute interview with a panel of trained interviewers. During the panel interview, we utilize behaviorally based questions in a systematic process to eliminate impermissible bias and to better understand the past experiences of our applicants. By understanding the experiences that shape an applicant, we can better identify potential for future success at the firm. In this way, you get to share your story, experiences, and why you are primed for professional success.

Frost Brown Todd’s compensation and benefits package is designed to attract, motivate and retain talented individuals who drive the firm’s success and support its mission and values. Several important factors are considered when determining starting pay as well as future pay adjustments. Some of those factors include the candidate’s prior experience, education, proven skillset and position responsibilities. We also use multiple data sources to carefully monitor changes within each of our city’s labor markets in order to stay competitive with respect to total compensation offerings.

We offer health, vision and dental insurance with firm contributions to a health savings account, as well as a 401(k) retirement plan with matching and discretionary contributions. All employees are eligible for well-being benefits and disability coverages. Family benefits apply to same-sex partnerships, and our parental leave policies (maternity and paternity) underscore the firm’s commitment to fostering work-life integration.

• Health Insurance
• Dental Insurance
• Vision Insurance
• Life Insurance
• Short-Term Disability
• Long-Term Disability
• Professional Liability Insurance
• Retirement (401k with match after one year)
• Vacation (three weeks paid)
• Dues/fees/expenses (bar, court, CLE)
• Bonus Program (Objective, Subjective)
• Dress for your day policy

Prior to partnership, there are three developmental stages for attorneys: associate, senior associate and managing associate. An associate’s progression from one stage to the next is contingent upon a formalized competency-based evaluation process, which provides a clear roadmap for professional development. In addition to the evaluation’s formal components, attorneys are encouraged to speak candidly with a partner or managing associate, receive feedback and set priorities for the coming year. Finally, because we promote on the basis of demonstrated proficiencies and not years of practice, some attorneys rise through the ranks faster than others.

While the path to partnership may be accomplished in the traditional timeframe of seven years, the firm provides alternative advancement models for attorneys in need of greater flexibility and whose accomplishments warrant recognition beyond the narrow title of “partner.” We take a pragmatic, individualized approach in helping these attorneys chart a career trajectory.

We have two bonus programs, one based on objective criteria, the other on subjective considerations. The associate objective bonus program rewards attorneys on a quarterly basis for recording hours billable to FBT clients.

The subjective bonus program rewards attorneys for making significant contributions to the firm’s current or future profits. Other considerations include productivity (with respect to billable hours) as well as mentoring, pro bono work, marketing and business development activities, outstanding client service and the generation of new business.

For laterals joining at the associate level, we offer a “Fundamentals” curriculum that imparts best practices in a variety of legal disciplines. Supplementing our “Fundamentals” curriculum is a competency-based training program taught by nationally recognized speakers and leaders within the firm. Here, the emphasis is not on concepts, but on professional/technical skills and ownership behaviors. New associates learn to take initiative, prioritize, collaborate with their coworkers, and cultivate strong, lasting relationships with clients.

In addition, each of the firm’s industry teams and practice groups hold regular meetings and in-office seminars. Led by Frost Brown Todd partners, these subject-focused seminars address recent developments in the law and effective strategies for helping clients navigate these new exigencies. Each team has specific benchmarks for skill development at each level, ensuring that associates are on track and have a varied and manageable workload.

Marketing and business development support are provided as well. Our Marketing Department helps attorneys identify client engagement opportunities and develop marketing collateral for pitches and presentations.

Frost Brown Todd does not accept, and will not be bound or limited by, unsolicited submissions from search or placement agencies for associate-level positions. Similarly, Frost Brown Todd does not accept, and will not be bound or limited by, unsolicited submissions from search or placement agencies for lateral partner level positions, absent a pre-existing contract with the agency or a request and acceptance of engagement prior to submission of candidate information. All requests to submit a candidate for presentation must include a blind summary of the candidate without disclosing his or her identity. Requests must be sent to Jessica Marks, Attorney Pipelines and Recruiting Director. No requests should be sent to attorneys or other personnel. Frost Brown Todd will not accept or be bound or limited by unsolicited submissions of employment candidates absent the firm’s express agreement to be bound or limited. Additionally, search or placement agencies are prohibited from posting or advertising any of our firm’s positions and from summarizing or reproducing any of our firm’s advertisements without our express prior approval.