Why Meyer Suozzi?
When joining Meyer Suozzi, you become an integral part of the firm from day one. Lateral Shareholders promptly derive benefits to their practices from the following:
- Introductions to key attorneys and clients with synergies to your practice;
- Training in the Firm’s Information Technology programs and systems and in-house helpdesk support whenever needed;
- Support from a Marketing and Business Development team who will help to expand your business with the creation of a customized action plan, a forecast and budget of activities necessary to reach your goals and guidance in both public relations and internal communications;
- Participation in both structured and unstructured events that provide opportunities for socializing with colleagues, including a weekly Shareholder luncheon to keep you informed of relevant and timely firm- and practice-related topics; and
- The ability to work seamlessly from both our New York City and Garden City offices.
Once you have had a chance to settle, the firm provides a wide range of opportunities for business development, growth and advancement. They include:
- An excellent platform for developing and originating new business, by way of cross-selling the firm’s diverse practice areas, outside of your own;
- One-on-one coaching and lunch and learn training programs aimed at developing skills to improve your network of established business relationships and develop new business; and
- Opportunities to be involved in the management of the firm via Committee participation and/or serving as a rotating member of the Management or Compensation Committees.
Meyer Suozzi’s compensation system reflects collaboration and teamwork in servicing our clients. Compensation is determined annually by a rotating Compensation Committee, comprised of Shareholders across practice areas and seniority levels. All Shareholders are encouraged to offer performance information to the Compensation Committee. When a new lateral Shareholder join the firm, the Shareholder and the firm collaborate to build an individualized long-term strategy that supports competitive and equitable compensation.