The leading position our Firm has achieved is due, mainly, to the exceptional quality, talent and professionalism of our lawyers, who are widely recognized for their ability to assist in the most varied transactions and dispute resolution cases, of vast complexity and importance.
Furthermore, our lawyers are also noted for their judgment to detect innovative solutions to the challenges posed by the new economy and the current reality.
This success has positioned Bruchou & Funes de Rioja as the best option for all young lawyers willing to initiate and develop their career within a leading law firm of Argentina, with recognized market leadership and international reputation, and which provides full-service legal advice to its clients.
Elegible advanced law students have the possibility to participate in a comprehensive legal training program at the Law Firm’s Information and Training Center (“CI”, because of its Spanish name) through individual apprenticeship agreements executed on the basis of master contracts entered into by the Firm with several universities.
The CI is an area of support and assistance to the rest of the Firm’s professional departments where selected Apprentices carry out a complete training and work program which allows them to enhance the theoretical knowledge learnt at university. These enjoy the opportunity to acquire professional and practical experience by being in direct contact with the Firm’s lawyers and by assisting them in the Firm’s main national and international deals.
The CI is located in the Firm’s Library and the training program is conducted by Dolores Paschetta, a senior lawyer and overall responsible for the CI, in charge of selecting, guiding, coordinating and evaluating the Apprentices. When these individual evaluations prove to be successful, Apprentices have the possibility to become lawyers of the Firm.
The Library includes a wide range of bibliographical material and documents to support the CI and the different Firm’s departments.
The Firm believes that the hiring and training of young talents is one of the main strategic reasons for its prestigious reputation. The Apprenticeship Program at the CI is the first step to follow a promising career as a Firm’s lawyer.
Therefore, the main objective of the training program at the CI is for law students to: (i) build upon the theoretical knowledge learnt at university by carrying out practical professional activities in a law firm and (ii) acquire sufficient skills to manage legal information and online legal tools, as well as other to date information technologies. Once Apprentices have successfully complied with the maximum legal extent foreseen for Apprenticeships, the Firm evaluates the possibility to hire them as professional lawyers.
As part of the training program, Apprentices must be able to handle all of the Library’s bibliography, the different technological information tools and online legal search engines in order to cooperate with the Firm’s lawyers in their daily work. This includes, amongst others, training and coaching to perform researches, legal and media investigations, search of legislation, articles from legal scholars and case law on specific subjects and the drafting of reports on the different assignments requested to the Apprentices. This comprehensive training also includes other kinds of tasks such as the follow up of cases in Courts and other administrative proceedings before the Buenos Aires Stock Exchange (“Bolsa de Comercio de Buenos Aires”), the local Securities & Exchange Commission (“Comisión Nacional de Valores”), the Anti-Trust Commission (“Comisión Nacional de Defensa de la Competencia”), the Commercial Public Registry (“Inspección General de Justicia”) and the Ministry of Labour (“Ministerio de Trabajo”), amongst others.
Apprenticeships are initially entered into for six months after which these can be renewed – if the Firm decides to do so – until the maximum legal extent permitted is over (eighteen months). They are carried out at fixed periods of four hours per day over various shifts ranging between 8.30 AM to 9 PM. This working arrangement looks to ensure that Apprentices are able to attend their classes at university and keep some study time available.
Yes. Apprentices receive a monthly allowance subject to increase once the Apprenticeship is renewed for the first time. In addition, the Firm meets all the legal requirements in terms of accidental coverage and health insurance.
The Firm looks for law students who are at least in their third year of law school and are eager to participate in the business world, the most varied and complex corporate transactions and litigation cases, both national and international. We select candidates with proactive attitudes who want to become part of a work team that believes in challenges, creativity and constant progress. We value specially an excellent academic level (high overall average), fluency in spoken and written English, adequate computer skills and time availability in order to be able to accommodate in one of the possible time shifts. No previous experience is necessary.
Law students can also submit their academic records to one of the Firm’s specific areas or else requesting to work as a proxy before the Courts for the Firm’s departments needing such kinds of tasks (e.g. Litigation, Labour, Tax, etc.).
The Firm assumes the commitment to its lawyers to admit as partners those lawyers who have consistently met the objectives and aptitudes required to access this instance, who enjoy respect and appreciation within the firm and who are identified with the values and culture of the Firm.
In order to assist each and every lawyer in their formation and career development, the Firm has implemented a wide range of methods and tools.
The task of teaching and training the lawyers through day-to-day work (coaching) is a permanent duty of all lawyers, regardless of their category.
In addition, each associate of the Firm receives -from a partner or senior- personal guidance (mentoring) in the planning of their career, and active assistance in the implementation and development of such career.
The Firm grants particular importance to the realization of both tasks, especially considering then in the lawyers’ performance review.
We have developed a system for the assignment of work which, in an organized way, seeks to meet both the needs of work and of our clients and also the amount and type of work performed by each lawyer. To do so, within the analysis for the allocation of work, different variables are considered: our clients’ needs, the proposed workload, each lawyer’s specialty in that particular matter, their interest in developing knowledge and their careers’ planning.
As a result of our practice and the clients to who we provide legal advice, the Firm has developed a very close relationship with leading law firms around the world. Since its inception, the Firm has as policy to send its lawyers abroad to complete a work experience, usually in a leading international law firm with headquarter offices in the cities of New York or London.
The planning and concretion of this residence is coordinated well in advance with each lawyer, taking into consideration the most convenient time according to the career progress of the lawyer, the best law firm in which to perform this experience and the availability in these institutions.
According to our experience, training gained through day-to-day work is the most important tool for professional development. Hence the importance of the coaching and job assignment systems.
As a complement, the Firm periodically organizes professional training courses taught by leading lawyers in each of the practice areas in which the Firm specializes.
Every year, during September, a formal assessment of every lawyer´s performance is undertaken on the basis of individual reports prepared by each mentor together with complementary reports prepared by the lawyers which had interactions with the evaluated lawyer during the yearly evaluation period (the “Yearly Assessment”). Each mentor´s report contains proposals of category or subcategory changes, which are submitted to a partners’ committee that makes a final decision about each individual case.
On the other hand, junior lawyers are assessed twice a year; firstly in March, based on their performance during the September-February period, and secondly in September, regarding their performance during the March-August period (this second evaluation is carried out together with the Yearly Assessment of the rest of the Firm’s associates).
Additionally, since 2016, the Firm incorporated a further assessment process to be completed during March of each year for those specific associates that have not been promoted as a result of the previous Yearly Assessment, and who gather merits and virtues for their future projections. This new tool is also used to evaluate in March those associates that given their entry date to the Firm, had not reached the minimum period required to be evaluated on the Yearly Assessment on September of each year.
This performance review system, together with the one that each lawyer receives annualy regarding his work and his relationship with his mentor, constitutes a valuable tool for lawyers to review their performance periodically and make the necessary adjustments and improvements to achieve their goals.
Moreover, the Firm has also implemented an upward review system whereby lawyers, on a confidential basis, annually evaluate those lawyers who have been their supervisors (coaches and mentors), thus contributing to improve working conditions and overall efficiency of the Firm as a whole.
The career in our Firm usually starts even before obtaining the law degree, where advanced students incorporate within the leased internship program which is carried out both at the Information and Training Center (“CI”, because of its Spanish name) and in the various practice areas of the Firm (Interns, Paralegals and Attorneys).
After obtaining the law degree, the career in the Firm comprises four categories before reaching the status of Partner: Junior, Intermediate, Semisenior and Senior.
During the permanence in each category, lawyers must acquire and develop certain skills which are previously set as objectives of that particular category and which are of public knowledge. Their completion on a consistent basis allows the promotion to the next category. Additionally, within each category there are subcategories which reflect the degree of progress in meeting the objectives of each category.
Progress in each category does not depend on age or antiquity in the Firm. It entirely depends on the consistent compliance of each stage’s required skills.
The Firm has implemented a clear and transparent policy in this area, based on establishing as many levels of fixed income as existing subcategories. The increase in lawyers’ income occur as a result of the progress through the different stages of the career.
Elegible advanced law students have the possibility to participate in a comprehensive legal training program at the Law Firm’s Information and Training Center (“CI”, because of its Spanish name) through individual apprenticeship agreements executed on the basis of master contracts entered into by the Firm with several universities.
The CI is an area of support and assistance to the rest of the Firm’s professional departments where selected Apprentices carry out a complete training and work program which allows them to enhance the theoretical knowledge learnt at university. These enjoy the opportunity to acquire professional and practical experience by being in direct contact with the Firm’s lawyers and by assisting them in the Firm’s main national and international deals.
The CI is located in the Firm’s Library and the training program is conducted by Dolores Paschetta, a senior lawyer and overall responsible for the CI, in charge of selecting, guiding, coordinating and evaluating the Apprentices. When these individual evaluations prove to be successful, Apprentices have the possibility to become lawyers of the Firm.
The Library includes a wide range of bibliographical material and documents to support the CI and the different Firm’s departments.
The Firm believes that the hiring and training of young talents is one of the main strategic reasons for its prestigious reputation. The Apprenticeship Program at the CI is the first step to follow a promising career as a Firm’s lawyer.
Therefore, the main objective of the training program at the CI is for law students to: (i) build upon the theoretical knowledge learnt at university by carrying out practical professional activities in a law firm and (ii) acquire sufficient skills to manage legal information and online legal tools, as well as other to date information technologies. Once Apprentices have successfully complied with the maximum legal extent foreseen for Apprenticeships, the Firm evaluates the possibility to hire them as professional lawyers.
As part of the training program, Apprentices must be able to handle all of the Library’s bibliography, the different technological information tools and online legal search engines in order to cooperate with the Firm’s lawyers in their daily work. This includes, amongst others, training and coaching to perform researches, legal and media investigations, search of legislation, articles from legal scholars and case law on specific subjects and the drafting of reports on the different assignments requested to the Apprentices. This comprehensive training also includes other kinds of tasks such as the follow up of cases in Courts and other administrative proceedings before the Buenos Aires Stock Exchange (“Bolsa de Comercio de Buenos Aires”), the local Securities & Exchange Commission (“Comisión Nacional de Valores”), the Anti-Trust Commission (“Comisión Nacional de Defensa de la Competencia”), the Commercial Public Registry (“Inspección General de Justicia”) and the Ministry of Labour (“Ministerio de Trabajo”), amongst others.
Apprenticeships are initially entered into for six months after which these can be renewed – if the Firm decides to do so – until the maximum legal extent permitted is over (eighteen months). They are carried out at fixed periods of four hours per day over various shifts ranging between 8.30 AM to 9 PM. This working arrangement looks to ensure that Apprentices are able to attend their classes at university and keep some study time available.
Yes. Apprentices receive a monthly allowance subject to increase once the Apprenticeship is renewed for the first time. In addition, the Firm meets all the legal requirements in terms of accidental coverage and health insurance.
The Firm looks for law students who are at least in their third year of law school and are eager to participate in the business world, the most varied and complex corporate transactions and litigation cases, both national and international. We select candidates with proactive attitudes who want to become part of a work team that believes in challenges, creativity and constant progress. We value specially an excellent academic level (high overall average), fluency in spoken and written English, adequate computer skills and time availability in order to be able to accommodate in one of the possible time shifts. No previous experience is necessary.
Law students can also submit their academic records to one of the Firm’s specific areas or else requesting to work as a proxy before the Courts for the Firm’s departments needing such kinds of tasks (e.g. Litigation, Labour, Tax, etc.).
The Firm assumes the commitment to its lawyers to admit as partners those lawyers who have consistently met the objectives and aptitudes required to access this instance, who enjoy respect and appreciation within the firm and who are identified with the values and culture of the Firm.
In order to assist each and every lawyer in their formation and career development, the Firm has implemented a wide range of methods and tools.
The task of teaching and training the lawyers through day-to-day work (coaching) is a permanent duty of all lawyers, regardless of their category.
In addition, each associate of the Firm receives -from a partner or senior- personal guidance (mentoring) in the planning of their career, and active assistance in the implementation and development of such career.
The Firm grants particular importance to the realization of both tasks, especially considering then in the lawyers’ performance review.
We have developed a system for the assignment of work which, in an organized way, seeks to meet both the needs of work and of our clients and also the amount and type of work performed by each lawyer. To do so, within the analysis for the allocation of work, different variables are considered: our clients’ needs, the proposed workload, each lawyer’s specialty in that particular matter, their interest in developing knowledge and their careers’ planning.
As a result of our practice and the clients to who we provide legal advice, the Firm has developed a very close relationship with leading law firms around the world. Since its inception, the Firm has as policy to send its lawyers abroad to complete a work experience, usually in a leading international law firm with headquarter offices in the cities of New York or London.
The planning and concretion of this residence is coordinated well in advance with each lawyer, taking into consideration the most convenient time according to the career progress of the lawyer, the best law firm in which to perform this experience and the availability in these institutions.
According to our experience, training gained through day-to-day work is the most important tool for professional development. Hence the importance of the coaching and job assignment systems.
As a complement, the Firm periodically organizes professional training courses taught by leading lawyers in each of the practice areas in which the Firm specializes.
Every year, during September, a formal assessment of every lawyer´s performance is undertaken on the basis of individual reports prepared by each mentor together with complementary reports prepared by the lawyers which had interactions with the evaluated lawyer during the yearly evaluation period (the “Yearly Assessment”). Each mentor´s report contains proposals of category or subcategory changes, which are submitted to a partners’ committee that makes a final decision about each individual case.
On the other hand, junior lawyers are assessed twice a year; firstly in March, based on their performance during the September-February period, and secondly in September, regarding their performance during the March-August period (this second evaluation is carried out together with the Yearly Assessment of the rest of the Firm’s associates).
Additionally, since 2016, the Firm incorporated a further assessment process to be completed during March of each year for those specific associates that have not been promoted as a result of the previous Yearly Assessment, and who gather merits and virtues for their future projections. This new tool is also used to evaluate in March those associates that given their entry date to the Firm, had not reached the minimum period required to be evaluated on the Yearly Assessment on September of each year.
This performance review system, together with the one that each lawyer receives annualy regarding his work and his relationship with his mentor, constitutes a valuable tool for lawyers to review their performance periodically and make the necessary adjustments and improvements to achieve their goals.
Moreover, the Firm has also implemented an upward review system whereby lawyers, on a confidential basis, annually evaluate those lawyers who have been their supervisors (coaches and mentors), thus contributing to improve working conditions and overall efficiency of the Firm as a whole.
The career in our Firm usually starts even before obtaining the law degree, where advanced students incorporate within the leased internship program which is carried out both at the Information and Training Center (“CI”, because of its Spanish name) and in the various practice areas of the Firm (Interns, Paralegals and Attorneys).
After obtaining the law degree, the career in the Firm comprises four categories before reaching the status of Partner: Junior, Intermediate, Semisenior and Senior.
During the permanence in each category, lawyers must acquire and develop certain skills which are previously set as objectives of that particular category and which are of public knowledge. Their completion on a consistent basis allows the promotion to the next category. Additionally, within each category there are subcategories which reflect the degree of progress in meeting the objectives of each category.
Progress in each category does not depend on age or antiquity in the Firm. It entirely depends on the consistent compliance of each stage’s required skills.
The Firm has implemented a clear and transparent policy in this area, based on establishing as many levels of fixed income as existing subcategories. The increase in lawyers’ income occur as a result of the progress through the different stages of the career.
What is Great Place To Work Certification?Great Place To Work Certification recognizes employers who create an outstanding employee experience.
Certification is a two-step process that includes surveying your employees and completing a short questionnaire about your workforce.
Because employee feedback and independent analysis determine the scores, Certification helps job seekers identify which companies genuinely offer a great company culture.
Certification gives employers a recruiting advantage by providing a globally recognized and research-backed verification of great employee experience.