November 2025: Starting your career at a global law firm means navigating complex assignments, new teams and finding your place within a practice. Across our eight US offices, the work allocation system is designed to give associates—from summer associates to senior associates—both structure and flexibility as they grow.

Tara Kowkabi (Senior Manager, Allocation & Development) and Jackie Mullineaux (Manager, Junior Associate Experience) play key roles in staffing and associate development. They explain the process and share what makes the White & Case model unique.

What makes White & Case's approach to work allocation different?

Tara: Associates know there's a process in place that balances their interests with business needs, and that makes the staffing model work well. We have a dedicated team where many associates have a designated work allocation manager. We're highly focused on delivering well-rounded support where the needs of the associates meet the needs of the Firm.

Jackie: One notable aspect is how early we get involved. Before our summer associates arrive, I join an onboarding call with our Recruitment team. I let them know that I'm here as a resource, that I'll oversee their staffing and their end-of-summer section placement. So, by the time they're first-years, they're already familiar with interacting with us and trusting us, too.

How do you ensure summer-years get the right mix of assignments?

Jackie: For our larger offices like New York, Houston and DC, almost 100 percent of staffing for first-year associates flows through me. Attorneys reach out directly when they need help, and I place associates based on availability, interest and development goals.

In smaller offices, the model is a bit different—associates may get work more directly from partners and associates, but I still check in regularly to make sure they have enough to do. Either way, I'm a touch point if someone wants more assignments or wants to try something different.

How do summer and first-year staffing models feed into the second-year experience?

Jackie: I staff summer associates and then manage New York and Houston first-years for their first seven or eight months in the litigation or corporate pool, and then they join a section. That continuity helps—I've seen them grow from day one, so when they're second-years, we know their strengths and can match them with the right work. I'm always very realistic with them about where there's a business opportunity, so this would be a good place for you to look for work. 

How does the process balance associate preferences with business needs?

Tara: Associates may come in wanting a certain kind of work, but we're realistic with them about where the opportunities are, as there are ebbs and flows in any business. That transparency is part of why the process works so well. It's a constant balancing act. We also find that in most cases, the variety of working with different partners is what associates want, especially at the junior level.

Jackie: Exactly. We always try to align interests with needs, but we also explain why some requests may not be possible. Our goal is that associates feel guided, not just assigned. They know someone is watching out for their development. Let's say someone's interested in Project Finance, I'll advise them to do a Debt Finance matter, because it will help them learn the financing documents that are going to apply to both practices.

What happens if an associate feels their workload isn't aligned with their interests?

Tara: We encourage associates to speak up early. If someone wants to see a different type of matter, we try to accommodate their needs. The work allocation team's job is to distribute work in a balanced way, so that no one feels stuck. An associate might say to me, "I'm keen on pursuing work with a local Houston partner in the Oil & Gas industry, but I would also love to still work with a partner in New York." Then we can factor it into our staffing plan and we make sure also partners are aware.

Jackie: The goal is to expose associates to a variety of experiences while still respecting the commitments they've made to ongoing matters. One associate, for example, wanted to add pro bono litigation to complement their transactional work. I worked with the Pro Bono team to make that possible.

What advice would you give future summer associates regarding work allocation?

Tara: Be proactive and communicate. The work allocation team is here to make sure you get the right experiences, but we can only do that if you share your ambitions consistently.

Jackie: Don't be afraid to reach out. Whether you're in a large office where everything flows through me, or a smaller office where you get work more directly, I'm always here as a resource to help balance your workload and explore new opportunities.