Multiple interview rounds, starting with a screener call and then later rounds consisting of multiple back to back meetings with attorneys at the firm (a mixture of both associates and partners).

I had a phone screen with HR followed by a Zoom interview with a hiring manager. The interview itself was fine but brief, with no questions whatsoever concerning the specific substantive and technical knowledge and experience listed in the job description, which I found strange and had been prepared to discuss. The advertisement made the job sound somewhat analytical, but the way the hiring manger described the job made it sound quite menial. I was extremely disappointed by the unprofessionalism and disorganization of HR throughout the process. My time was disrespected. Eliciting any response at all was painful, and eventual one- sentence replies were nonresponsive. I happened to have an offer in hand from a better firm for a better position, and was doing Cooley the courtesy of telling them I had a deadline and merely asking for a status update. After contacting the actual manager with whom I interviewed, I unfortunately had to interact with HR again to attempt to schedule the next step in the process but had to give up due to unprofessionalism and immaturity (including signing off a business email with an emoji). I took the experience to be indicative of the level of disorganization within the firm, which was unfortunate and disillusioning because many characteristics of the firm sounded appealing in theory. At other firms I interviewed with, HR was timely with responses, apologetic for any delays (and even said it did not reflect the firm's interest in my candidacy) and just more professional overall. The HR employees perhaps need better training in providing timely responses, even if general, so that candidates can know whether the process is delayed on the firm's end or whether they should move on. Ghosting seems to be Cooley's m.o., and it's not difficult to draft and send form courtesy emails.