Full-Time

Catering Coordinator

Weil, Gotshal & Manges

Weil, Gotshal & Manges

1,001-5,000 employees

Global law firm with corporate services

Compensation Overview

$30.21 - $35.72/hr

+ Bonus

Boston, MA, USA

In Person

Category
Operations & Logistics (1)
Required Skills
Inventory Management

Get referred to Weil, Gotshal & Manges

See people who can refer or advise you

Requirements
  • A minimum of a high school diploma or equivalent is required.
  • A minimum of two years of catering work experience in a professional food service environment is required, preferably in a law firm.
  • The candidate must be highly motivated, organized, accurate, and detail-oriented.
  • The candidate must have working knowledge of the Firm's software applications, catering operations, and catering equipment.
  • The candidate must be able to prioritize multifaceted tasks and projects and meet specified deadlines.
  • The candidate must be able to work independently and function effectively in a fast-paced environment.
  • The candidate must be able to lift boxes or items weighing up to a maximum of 20 pounds.
  • The candidate must be able to work overtime hours when needed or requested.
Responsibilities
  • Coordinate all aspects of food service activities, Conference Center services, and catering for the Firm's special events and functions.
  • Lead the daily operation of the Firm's catering and food service program, ensuring exceptional quality, presentation, and service.
  • Plan, prioritize, and manage catering requests for meetings, client events, and Firm functions, ensuring that all service requirements, timelines, and expectations are met.
  • Coordinate food and beverage orders through approved vendors and ordering platforms, ensuring accuracy, quality, timely delivery, and cost-effective solutions.
  • Manage relationships with catering vendors, monitor vendor performance, resolve service issues, and recommend enhancements to improve the Firm's catering program.
  • Oversee the preparation, presentation, and delivery of catering services to ensure that all food and beverage offerings meet Firm hospitality standards.
  • Monitor and maintain inventory of beverages, pantry items, catering supplies, equipment, and related materials; forecast inventory needs and coordinate replenishment.
  • Provide day-to-day direction to Office Services Assistants assigned to catering functions, ensuring timely setup, breakdown, room refreshes, and maintenance of pantry and catering areas.
  • Ensure that kitchen, pantry, and catering storage areas remain clean, organized, fully stocked, and operating in accordance with Firm standards and applicable health and safety guidelines.
  • Review catering requests and schedules to anticipate operational needs, identify potential conflicts, and proactively resolve issues before service delivery.
  • Monitor catering expenditures, obtain required approvals, reconcile vendor invoices, and ensure timely processing of catering-related expenses.
  • Evaluate catering operations and recommend process improvements, service enhancements, and cost-saving opportunities while maintaining a premium hospitality experience.
  • Serve as the primary resource for catering-related inquiries and coordinate with the Business Services Representative, Reception, and Office Services teams to ensure seamless meeting and event support.
  • Work overtime, including early mornings, evenings, and occasional weekends, as required to oversee and support on-site meetings, client events, and Firm functions that extend beyond regularly scheduled work hours.
  • Own the daily closing procedures for catering and hospitality operations by securing kitchen, pantry, and catering areas; replenishing supplies; preparing conference rooms and catering requirements for the following business day; and leaving all spaces ready for seamless operations.
  • Complete and submit electronic timesheets and paid time off requests in a timely manner.
  • Develop and maintain strong working relationships with vendors, attorneys, administrative staff, and Office Services personnel.
  • Adhere to Firm policies and procedures and support Firm initiatives.
  • Attend training classes and complete annual training requirements.
  • Maintain the confidentiality of all Firm and client matters.
  • Perform additional responsibilities and special projects as assigned by management.
  • Work regular business hours from 10:00 a.m. to 6:00 p.m.
Desired Qualifications
  • Catering work experience in a law firm is preferred.
Weil, Gotshal & Manges

Weil, Gotshal & Manges

View

Weil, Gotshal & Manges offers legal services across corporate, litigation, restructuring, tax, and executive compensation & benefits, supported by about 1,100 lawyers on three continents. It serves clients worldwide, handling transactional work, regulatory matters, disputes, and complex restructurings. Its long-standing geographic footprint and deep practice areas enable it to serve clients wherever they do business. Its goal is to provide reliable legal counsel that helps clients navigate complex commercial and regulatory challenges and advance their strategic objectives.

Company Size

1,001-5,000

Company Stage

N/A

Total Funding

N/A

Headquarters

Schenectady, New York

Founded

1931

Get referred to Weil, Gotshal & Manges

See people who can refer or advise you

Simplify Jobs

Simplify's Take

What believers are saying

  • July 15, 2026, Matt Barr’s global chair role unifies cross-border restructuring execution.
  • June 26, 2026, Fiona Cumming deepens fund finance across London and New York.
  • June 1, 2026, Iliana Karaoglan’s return strengthens M&A bench for complex transactions.

What critics are saying

  • June 2026 ransomware reporting tied Weil to $18–20 million client-data extortion.
  • A major client-data leak would endanger Weil's premium-brand franchise within months.
  • Kirkland, Simpson Thacher, and A&O Shearman keep poaching Weil rainmakers, compressing margins.

What makes Weil, Gotshal & Manges unique

  • Weil dominates restructuring, advising on 25+ LME deals totaling $35 billion in 2026.
  • Ramona Nee and Jonathon Soler’s 2026 leadership transition signals stable succession planning.
  • Twenty returned partners since 2023 show Weil's magnetism for elite lateral talent.

Help us improve and share your feedback! Did you find this helpful?

Benefits

Health Insurance

Dental Insurance

Vision Insurance

Life Insurance

Disability Insurance

Health Savings Account/Flexible Spending Account

Unlimited Paid Time Off

Paid Vacation

Paid Sick Leave

Paid Holidays

Hybrid Work Options

401(k) Retirement Plan

401(k) Company Match

Company News

Global Legal Group
Aug 11th, 2026
Debevoise bags private funds partner in New York.

Debevoise bags private funds partner in New York. Published on 11/08/2026 The new joiner departs from Weil, Gotshal & Manges after two years in the firm's private funds practice. International law firm Debevoise & Plimpton has welcomed private funds lawyer Karen Chao to its New York office, the firm announced yesterday on 10 August. Chao joins the investment management group as partner. Of her new role, Chao commented: "Debevoise has been a leader in the private capital space since this industry began. The firm is well known for its cohesive delivery of seamless client service to a truly marquee client base. I am eager to join the exceptional Debevoise funds platform and look forward to bringing my energy and commitment to serving the firm's clients." Chao arrives from Weil, Gotshal & Manges having spent two years with the firm as partner. Her career also includes tenures with Goodwin and Sidley Austin. Her practice centres on the formation, structuring and operation of private investment funds, in addition to firm governance and economic arrangements as well as on operational, regulatory, and other ongoing life of fund and sponsor matters. Her expertise also covers issues relating to the Investment Advisers Act and the Investment Company Act. Chao's clients comprise private equity firms and alternative asset managers. Presiding partner Peter Furci said of the latest appointment: "Debevoise continues to see strong momentum across our private capital client base, and we are investing strategically to meet the evolving needs of sponsors. That is particularly true for our marquee Investment Management practice, which has earned a market-leading reputation through decades of advising clients across fund structures, strategies and market cycles. Karen's arrival reflects our continued commitment to this important area and further strengthens our ability to support sponsors throughout the lifecycle of their businesses." Investment management group global chair Rebecca Silberstein added: "Fund sponsors today are navigating increasingly complex challenges, and seek experienced counsel who have a deep understanding of fundraising dynamics and investor needs. Karen has built an outstanding reputation as a talented funds lawyer who operates with commercial judgment and market insight. We are delighted to welcome her to the team." Related firms. Related publications.

Snell & Wilmer
Aug 10th, 2026
Snell & Wilmer welcomes Daniel Ruzi to the firm.

Snell & Wilmer welcomes Daniel Ruzi to the firm. Aug 10, 2026 Snell & Wilmer is pleased to announce that Daniel Ruzi has joined the firm as an associate in its Corporate and Securities Practice Group. Ruzi represents public and private companies, private equity funds, and strategic investors in domestic and cross-border transactions, including mergers and acquisitions, divestitures, restructurings, and corporate governance matters. He regularly drafts and negotiates complex transaction documents and advises clients on strategic and legal issues throughout the deal process. Known for his detail-oriented approach, Ruzi helps identify risks, structure key terms, and guide transactions to successful outcomes. Prior to joining Snell & Wilmer, Ruzi was an Associate Attorney for Weil, Gotshal & Manges LLP. Ruzi received his Juris Doctor (J.D.) from Columbia Law School and his Bachelor of Science (B.S.) from Indiana University Bloomington. About Snell & Wilmer. Founded in 1938, Snell & Wilmer is a full-service business law firm with more than 500 attorneys practicing in 17 locations throughout the United States and in Mexico, including Phoenix and Tucson, Arizona; Los Angeles, Orange County, Palo Alto and San Diego, California; Denver, Colorado; Washington, D.C.; Boise, Idaho; Las Vegas and Reno-Tahoe, Nevada; Albuquerque, New Mexico; Portland, Oregon; Dallas, Texas; Salt Lake City, Utah; Seattle, Washington; and Los Cabos, Mexico. The firm represents clients ranging from large, publicly traded corporations to small businesses, individuals and entrepreneurs. For more information, visit swlaw.com.

Weil, Gotshal & Manges LLP
Aug 6th, 2026
Weil highly Ranked in 2026 Managing Intellectual Property IP Stars.

Weil highly Ranked in 2026 Managing Intellectual Property IP Stars. August 06, 2026 Weil's intellectual property practices and partners earned top recognition in the 2026 edition of Managing Intellectual Property's IP Stars, underscoring the market-leading strength of the Firm's cross-disciplinary, cross-border IP team. Weil was named a 2026 "Top Tier Firm" and a "10+ Years Ranked" firm. The Firm also received top rankings in the following categories: * National: Copyright & related rights * National: Federal Circuit * National: IP transactions * National: Patent disputes * California: Patent disputes * New York: Copyright & related rights The publication further lauded Weil's work in PTAB litigation. In addition, nine Weil partners were honored as "IP Stars" in their respective practices and jurisdictions: * Dennis Adams: Transactions Star * Karen Ballack: Transactions Star * Anne Cappella: Patent Star * Jeff Homrig: Patent Star * Todd Larson: Copyright Star * Doug Lumish: Patent Star * Benjamin Marks: Copyright Star * Eric Namrow: Patent Star * Charan Sandhu: Trademark Star and Transactions Star Managing Intellectual Property's IP Stars rankings are based on research, practitioner interviews and client feedback. They are published on a rolling basis between March and September each year.

Weil, Gotshal & Manges LLP
Jul 30th, 2026
Weil advises Brookfield Asset Management in $2B initial closing of Brookfield Middle East Partners.

Weil advises Brookfield Asset Management in $2B initial closing of Brookfield Middle East Partners. July 30, 2026 Weil advised Brookfield Asset Management Ltd. in the $2 billion initial closing of Brookfield Middle East Partners. The fund will pursue buyout and growth opportunities across the Middle East in sectors including financials, consumer services and technology. The Weil team was led by Private Funds Co-Head Andrew Chizzik and Private Funds partner Brittany Burnham and included Private Funds associates Nicholas Huang, Marissa Luchs, Andi Ramsay and Emily Cohen; Private Funds Tax Head Robert Frastai, Tax partner Lauren Gorsche and associates Courtney Baltz (Not Yet Admitted in D.C.), Kerri Gallagher and Melody Phillips.

IP Inclusive
Jul 16th, 2026
Rethinking value, Culture, and opportunity - reflections on the inaugural Business Services Summit.

Rethinking value, Culture, and opportunity - reflections on the inaugural Business Services Summit. The inaugural InterLaw Diversity Forum Business Services Summit, hosted at Weil's London offices, marked an important moment for the legal sector. For the first time, Business Services professionals from across the industry gathered to examine their collective experiences, articulate shared challenges, and explore what meaningful inclusion looks like for the teams who keep law firms running. Representing IP Inclusive, Anne Burgato attended with a particular interest in how culture, recognition, and career development intersect for Business Services colleagues - an area often overlooked in wider diversity conversations. A sector ready for honest conversation. At the heart of the Summit was the launch of new survey data capturing the views of hundreds of Business Services professionals across departments, seniority levels, and firm types. The findings were striking. On the surface, respect appears strong: 84% of respondents agreed that their immediate colleagues treat them with respect. Yet this number drops to 71% when asked about respect from lawyers, and 20% reported that exclusionary or disrespectful behaviour is tolerated within their organisation. These figures reveal a subtle but persistent gap between interpersonal respect and structural value - one that shaped much of the day's discussion. The most powerful insight came from the data on the 'Us & Them' divide. A significant 62% of participants agreed that such a divide exists between lawyers and Business Services, and 52% reported hearing terms like "non-lawyer", "non-fee earner", or "staff" used to describe them. These labels, seemingly innocuous to some, reinforce hierarchy and diminish the professional identity of Business Services colleagues. They also correlate strongly with reduced feelings of belonging, lower perceived value, and limited access to opportunity. The gap between respect and value. This divide was explored in depth during the first panel on Recognition, Value, and Strategic Contribution. Speakers highlighted a central tension: Business Services professionals often feel respected as individuals, yet undervalued in terms of strategic contribution. The survey showed that 62% believe they could add more value if given the opportunity, but only 39% feel they have fair access to career-enhancing opportunities. The message was clear - talent is present, ambition is present, but opportunity is not evenly distributed. The discussion emphasised that Business Services teams bring immediate diversity of thought, background, and expertise. They are not simply support functions; they are specialists in operations, technology, risk, finance, knowledge, innovation, and client experience. Yet traditional legal hierarchies continue to centre lawyers as the default decision-makers. One analogy captured this perfectly: lawyers may be the drivers of the car, but without those who build, maintain, and optimise the vehicle, the journey would not be possible. Visibility, therefore, is not about self-promotion - it is about ensuring that the full ecosystem of expertise is recognised and utilised. Culture, behaviour and the power of everyday interactions. The second theme, Firm Culture and Inclusive Norms, explored how everyday behaviours shape workplace experience. Respect emerged as a strength, but inconsistent behaviour - particularly rudeness or dismissiveness - was repeatedly cited in free-text comments in the survey. The panel challenged the notion that high pressure justifies poor behaviour. Instead, they argued that consistent politeness and appreciation directly influence willingness to collaborate and go above and beyond. Speaking up about poor behaviour remains difficult, especially for PA and Secretarial colleagues, where only 21% feel comfortable raising concerns. Fear of consequences, damaging relationships, or becoming a target were common barriers. The conversation highlighted the importance of allyship, transparent HR processes, and embedding respect into performance frameworks. Survey responses to the statement "Exclusionary or disrespectful behaviour is not tolerated in my organisation" revealed a clear disparity. Women, ethnic minorities, LGBTQI+ colleagues, and people with disabilities or neurodiversities were significantly less likely to agree with the statement. This gap suggests that while organisations may believe they are fostering respectful cultures, many individuals from under-represented groups are still experiencing - or anticipating - behaviours that make them feel less safe, less valued, or less protected. It's an important reminder that policies alone don't create inclusion; people's lived experiences do. Visibility and career development: beyond promotion. The final theme, Visibility, Value, and Career Development, addressed one of the most complex issues: progression. Only 24% of respondents felt that career pathways for Business Services roles are clear and transparent. Partnership structures, inconsistent job titles, and limited senior roles create structural barriers. The panel encouraged a shift in mindset - from viewing progression solely as promotion to recognising the value of "little t" transformation: secondments, mentoring, upskilling, and expanding the scope of existing roles. They also explored how AI is reshaping roles, creating efficiency gaps but also freeing time for innovation. The challenge is to ensure Business Services professionals take the opportunity to use that time strategically, not simply to absorb more operational work. Key insights: culture, recognition, and the future of Business Services. Across all sessions, several themes emerged consistently: * The Us & Them divide remains a significant cultural barrier. * Business Services contributions are often invisible, despite being essential. * Leadership recognition is inconsistent - only 14% strongly agreed that leaders actively promote Business Services value. * Career pathways lack clarity, transparency, and consistency. * Language matters: dropping "non-lawyer" and adopting "one team" language is a simple but powerful shift. The Summit did more than present data; it created a space for honest reflection and collective ambition. It highlighted that Business Services professionals are not overheads - they are experts driving innovation, profitability, client experience, digital transformation, and operational resilience. Firms that recognise this, involve Business Services earlier, and give them genuine voice in decision-making will outperform those that do not. What this means for IP Inclusive. Business Services teams are diverse, skilled and ambitious. They are central to how firms innovate, manage risk, deliver for clients and adapt to change. Ensuring they feel valued, heard and supported is not only an inclusion imperative - it is a strategic one. The inaugural Business Services Summit was a powerful first step. The challenge now is ensuring that the insights shared translate into action, accountability, and lasting cultural change. IP Inclusive can help by: * amplifying Business Services voices * challenging exclusionary language and norms * supporting leadership to recognise and champion Business Services expertise * promoting transparent, equitable career pathways * creating spaces where Business Services professionals can share experiences and build community Since December 2025, IP Inclusive has been collaborating with a fantastic group of Business Services professionals to build a new community dedicated to championing and connecting people in these roles. They've already delivered three well-received events, with another three lined up for later this year - proof of the energy and commitment behind this initiative. To stay connected with their work and hear about upcoming opportunities, you can join their mailing list and follow the community on LinkedIn.