Career

The world lies open for you...

…at the only global law firm in Denmark.

At DLA Piper, we know that our people are our greatest asset. That's why your opinion is important. We recognise that commitment to progress is rooted in top-down and down-top approaches and must be based on an array of perspectives. And we believe that any person’s development is individual. 

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By the numbers

Employees

Lawyers

Average age

Explore our career map

Our career map represents a range of unique tools developed to help us to come together to meet your goals as well as our common goals.
I work with competition law; it's an international practice area, which is in constant development and largely based on case law. It’s of great value to me that I can reach out to my colleagues around the world if I have questions or need to draw on their experience. This greatly benefits our clients and how we carry out assignments.
Josephine Høy Bendtsen, Legal Advisor
Early on in my assistant-attorney training period, I was given responsibility for our matters, which gave me access to a wide range of contacts with clients and business partners. I believe this has made a huge impact on my personal and professional development.
Søren Dejnbjerg Jensen, Attorney

Explore our career map

Our career map represents a range of unique tools developed to help us to come together to meet your goals as well as our common goals.
Our title structure reflects your development steps. Once you have completed your assistant-attorney training period at DLA Piper and have qualified as an attorney, your unique career path lies ahead of you.
Group 28 Udviklingssamtale Trinskift- eller udnævnelsessamtale Ny titel Law student Legal trainee Advokat og erhvervsjuridisk rådgiver Director Senior Director Partner Ansat partner Senior Associate Advokatfuldmægtig og erhvervsjuridisk fuldmægtig
To steer the direction, we use our competence-development model. With that in hand, we can set up your goals against your unique competence profile and thereby define the next optimal steps in your competence development. Are you in for becoming an expert in a niche field or for dealing with process management in a major team? Are you best at leading a team or at performing assignments yourself? Are you best at acquiring assignments or at resolving them? Is this how you would like it to be in the future?
Group 23 People • People developer • Great at managing culture • Strong communicator Commercial • Business driver • Great at managing customer relations • Strong strategic skills Project • Process driver • Great at complexity management • Strong collaboration skills Expert • Competence driver • Great at knowledge management • Strong knowledge sharing skills Impactområder Core skills • International • Legal tech
Our life-balance model allows you to either speed up or slow down your pace of work. Do you want fixed, flexible or uncapped working hours for a period of time? The choice is yours and can be adjusted if your needs or situation in life should change.
Group 11 If you prioritise fixed working hours, and the possibility to come into and leave work at fixed points of time is a crucial factor. If you wish to prioritise the freedom to organise flexible working hours across weeks. This model caters for e.g. families in joint-custody arrangements or couples where one of the partners travels a lot. If you want high working intensity to match your energy level and/or reach your goals. Fixed working hours Flexible working hours Uncapped working hours