O'Melveny & Myers LLP

New York, New York, USA

1,818 Total Employees

Year Founded: 1885

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O'Melveny & Myers LLP Compensation & Benefits

Updated on January 12, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at O'Melveny & Myers LLP?

Strengths in market-aligned associate pay, robust family support, and everyday wellness perks are accompanied by narrower time-off breadth, structural rigidity, and uneven pay progression for some non-attorney roles. Together, these dynamics suggest a comprehensive BigLaw package that resonates most with attorneys while leaving room to improve flexibility and advancement signals for certain staff segments.

Positive Themes About O'Melveny & Myers LLP

Fair & Transparent Compensation: Pay is considered market-matching for associates, with salaries and bonuses aligned to prevailing BigLaw scales. Feedback suggests this consistency anchors expectations and supports perceptions of fairness.
Parental & Family Support: Benefits include paid parental leave (including adoption), backup child and elder care, lactation resources, and family-building support. Feedback suggests these offerings provide practical support for caregivers during demanding periods.
Wellbeing & Lifestyle Benefits: Wellness resources such as One Medical, 2nd.MD, Peloton access, holistic EAP programs, and wellness discounts are emphasized. Feedback suggests these everyday health and lifestyle perks enhance the perceived value of the total package.

Considerations About O'Melveny & Myers LLP

Stagnant Pay & Limited Progression: Concerns are raised about below‑market pay and small annual increases for some business professional roles. Feedback suggests uneven pay progression outside the attorney track dampens overall satisfaction.
Limited Leave & Time Off: Vacation is described as standard at three to four weeks, and parental leave length trails a few peers offering longer durations. Feedback suggests time‑off breadth may feel less competitive relative to firms with unlimited PTO or extended leave.
Rigid Benefits: Policy rigidity and committee‑driven decisions are described as limiting flexibility in how some benefits and work arrangements are applied. Feedback suggests this structure can reduce individual tailoring of benefits.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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