Saxe, Doernberger & Vita, P.C.

What would you, or others, like to see changed at employer?
If you are looking for a senior-level "architect" to build your ER system from the ground up, the compensation must match the geographic and legal complexity of the role. Rescinding offers when a candidate follows your recruiter’s guidance to negotiate signals a rigid culture that may struggle to retain high-level HR talent. The irony of this is that SDV wants to be recognized as a top employer again (unsure of past recognition here). It's an understandable goal and is shown in their recent major people changes (new COO of about 1 year, first time having a HR Manager, seeking an ER Specialist). It's also ironic to behave this way regarding THIS role, as this role "sees behind the curtain" too, being HR, and the fact that this role requires someone mid-career.

What were the things that you liked most about this employer?
The interview team was professional during the initial stages, and the firm appears to have a clear need for the Employee Relations function they are looking to build.

What did you not like about this institution?
The recruitment process revealed a significant disconnect between Talent Acquisition and the firm’s actual compensation/operational reality. Bait and Switch on Growth: During the offer stage, the TA lead explicitly encouraged a counter-offer, stating there was "plenty of room to grow" in the compensation for this new role and explicitly that I could make a counter offer when I asked if there was a signing bonus (as there are only such signing bonuses in circumstances of relocation, etc.). Lack of Negotiation: Upon submitting a data-backed counter-offer (aligned with Fairfield County market rates for a multi-state ER Specialist, building a function from scratch), the firm immediately rescinded the offer without any discussion or attempt to meet at the original "cap." Operational Red Flags: The role requires frequent travel to high-risk states (CA/FL), yet the firm expects the employee to personally front thousands of dollars in travel costs before reimbursement, with no written cap on travel frequency or corporate credit card provided. Total Rewards Gap: No tuition reimbursement for past degrees and a 100% discretionary bonus structure makes the low base salary a significant risk for the candidate.

What would you, or others, like to see changed at employer?
Continue to enhance the mentorship program of the associates. Evaluate the level of staff necessary to adequately support the needs of a growing firm.

What were the things that you liked most about this employer?
The firm is growing by leaps and bounds. The firm is willing to accommodate work/life balance. There is a clear path to partnership for any associate willing to do the work

What did you not like about this institution?
Rapid growth comes with some growing pains. The practice area itself requires analyses and strategic thinking so if you're looking to skate by under the radar, this is not for you.

People, departments, offices, products, services and whatever comes to mind that should be avoided at this institution
The most difficult of the partners are the ones who have the most to offer, if you can stand the heat.

How could this employer run its business to employees or the public better?
The office space is exceptionally nice, the people who work here are wonderful and it's an energetic and dynamic environment

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Length of Employment:
10+ years

What would you, or others, like to see changed at employer?
Continue to evolve and improve as you grow. Avoid micromanaging low-level tasks. Continue to seek diverse, talented people. Look for more opportunities to educate and develop the careers of young people. Perhaps communicate better with associates and staff about big picture goals and changes. periodic firm meetings would be a plus.

What were the things that you liked most about this employer?
Creative, dynamic, intelligent people. Progressive, modern employment policies. Good pay. Career development emphasized. Low turnover. Several partners are former law school clerks. Partner doors always open. Great client list and challenging, rewarding work. Emphasis on diversity and inclusiveness. Good work/life balance. Strong focus on ethics and honesty.

What did you not like about this institution?
Nothing comes to mind here. Each time the firm has encountered an issue as it has grown it has adapted and evolved. Many of its current practices and policies were developed over the past 10 years in response to employee suggestions and input. Not a negative but something to bear in mind: this is not a high-volume litigation firm - there is plenty of litigation, but the firm's focus is on careful analysis and quality work which requires a lot of focus and discipline. There are court appearances and depositions but not as frequently as in an insurance defense or PI plaintiff firm.

People, departments, offices, products, services and whatever comes to mind that should be avoided at this institution
SDV associates work equally with all the partners. This prevents the politics of division often seen in firms that use the "team" approach. Individuals will naturally prefer or not prefer certain other individuals, but the SDV approach of not being assigned to a single partner makes this much easier to deal with.

How could this employer run its business to employees or the public better?
The challenging nature of the work and the access to great clients. New associates frequently get direct client contact and court appearances. Love the relaxed atmosphere - the firm has an awesome kitchen/break area with pool and ping pong tables.

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Length of Employment:
10+ years

What were the things that you liked most about this employer?
5.Current EmployeeGood to StaffAdministrative Staff in Trumbull, CTRecommendProsNice environment, friendly and respectful attonreysConsI can't think of any

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Length of Employment:
10+ years