O'Melveny & Myers LLP

New York, New York, USA

1,818 Total Employees

Year Founded: 1885

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What It's Like to Work at O'Melveny & Myers LLP

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.

What's it like to work at O'Melveny & Myers LLP?

Strengths in collegial culture, development infrastructure, and flexible policies are accompanied by BigLaw-grade workloads, mixed signals on pay competitiveness, and progression that can hinge on group dynamics. Together, these dynamics suggest a strong overall employer profile for those seeking supportive, high-end work, with outcomes most favorable when practice and team fit align.

Positive Themes About O'Melveny & Myers LLP

Team Support: Colleagues are widely described as kind and collaborative, with partners treating associates with respect and teams fostering a collegial atmosphere through social events. Transparency around finances and performance, plus a culture that blends sophisticated work with supportive colleagues, reinforces teamwork.
Learning & Development: Structured training, mentoring, career counseling, leadership academies, and a work advisor program point to a robust development ecosystem. Pro bono is integrated as billable and provides substantive skill-building opportunities and early responsibility.
Work-Life Balance: Flexible options such as reduced workload, flex time, sabbaticals, job-sharing, and a pragmatic hybrid policy support balance by BigLaw standards. A holistic wellness program and a billable target that includes unlimited pro bono hours are frequently highlighted.

Considerations About O'Melveny & Myers LLP

Workload & Burnout: The work remains demanding with long stretches tied to client timelines, and hours can spike despite supportive policies. The expectation to meet high billable targets reflects typical large law firm intensity.
Low Compensation: While pay is often described as market-matching, other information portrays average compensation as below broader industry norms. Perceptions vary, creating uncertainty about pay competitiveness.
Career Stagnation: A traditional hierarchical structure and variable workload across practice groups can slow progression or limit perceived prestige in certain non‑litigation teams. Committee-driven processes and office/practice variability mean opportunities can depend heavily on specific teams.

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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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