At Orrick, Herrington & Sutcliffe, LLP, 93 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1233 employee surveys, with a 90% confidence level and a margin of error of ± 1.02. It was published on Sep 11, 2017. 12673 Visitors

What Employees Say

Management is honest and ethical in its business practices.
95%
 
I am given the resources and equipment to do my job.
95%
 
I'm proud to tell others I work here.
95%
 
I feel good about the ways we contribute to the community.
94%
 
People celebrate special events around here.
94%
 

What They Do

We asked Orrick, Herrington & Sutcliffe, LLP to explain what they do. Here is what they had to say.

Orrick is one of the 50 largest corporate law firms in the world. We serve the Technology, Energy & Infrastructure and Finance sectors from 26 offices globally. Fortune 500 companies rely on us for advice on transactions, litigation and compliance.

About this Company

Website: www.orrick.com Industry: Professional Services
US Headquarters: San Francisco, California, 94150 US Sites: 12
Major Locations: New York, New York; Silicon Valley, California; Houston, Texas; Washington, District of Columbia; Los Angeles, California; Wheeling, West Virginia; Sacramento, California; Seattle, Washington; Irvine, California; Portland, Oregon US Employees: 1,535
Employees Worldwide: 2,253 Corporate Structure: Partnership
Founded: 1863

Celebrating Us: Orrick's West Coast Attorneys of Color Retreat

Perks and Programs

We asked Orrick, Herrington & Sutcliffe, LLP to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Primary Caregiver Leave: Orrick really supports new parents: lawyers who are primary caregivers get 22 weeks paid leave and 9 months job protection, and staff get 14 weeks paid leave and 7 months job protection. We also help parents return to work by managing their workload. For the first month a lawyer is back, there’s a 50% workload expectation at full pay. And we give new parents the option of working predictable hours – up to a maximum of six hours daily during this period. After the first month, lawyers can also opt for a flexible work arrangement.
  • College Fund for New Babies: The firm makes an initial contribution of $250 to a 529 college fund for every new baby in the Orrick family.
  • Student Loan Refinancing & Repayment: Orrick knows student debt can be a big sources of stress. We partnered with Sofi to help all of our team members refinance and consolidate their loans. This program is expected to save our team about $2 million over the life of their loans. And, the firm makes a $100 monthly firm contribution toward the principal on loans for new associates.
  • Take Your Birthday Off: Orrick team members celebrate their birthday with an extra day off. It can be taken any day during the month of their birthday.
  • Orrick Cares Volunteer Time: All staff members get an extra paid day off each year to participate in community service. And staff can propose charitable activities for funding and support from the firm. In Wheeling, West Virginia, team members created a community day to celebrate LGBTQ pride.
  • $50,000 Innovation Prize: We offer a $50,000 prize annually for the Orrick team member who comes up with the best idea to improve the firm. We believe that management does not have all of the answers, and that those closest to the problem often have the best solutions.
  • Team Orrick Charity Relays: There’s no better way to test your team’s commitment than a 200-mile charity relay race. Team Orrick ran four of them together over the past year and raised money for Organs R Us, Court Appointed Advocates for Children and Soles4Souls, among others.
  • Jobs for Vets: Orrick created the nation’s first career fair for lawyers who served in the military (and their spouses). The 2017 fair, held in Washington, D.C., attracted over 30 employers and generated more than 400 interviews.
  • Voice of the Next Generation: Orrick asked 20 of its most junior partners to serve on a commission to advise on the firm’s long-term strategy, including our commitment to be a best place to work. The commission has been studying recent trends in the legal industry, and will make recommendations to management in early 2018.
  • Profit Sharing: Orrick makes annual contributions to 401(k) retirement accounts for all eligible staff. First, we contribute 7.5% of the employee’s total compensation for the period. On top of that, we also provide a match: 50% of the first 1.5% of each employee’s deferred earnings.

COMPENSATION BY THE NUMBERS

88% Company-paid health coverage for employees 74% Company-paid health coverage for dependents
88% Company-paid health coverage for part-timers 22 hours Weekly hours required for part-timers to receive health insurance
$2,000 Average Tuition Reimbursement $2,000 Maximum Tuition Reimbursement
$1,600 Student loan debt repayment
Dragon Boat Racing in Wheeling, West Virginia

WORK-LIFE BALANCE BY THE NUMBERS

31 days Paid time off after one year of full-time employment 25 days Paid time off after one year of part-time employment
25 days Paid sick days after one year of full-time employment 17 days Paid sick days after one year of part-time employment
31 Days Paid time off as of first day of full-time employment 25 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Free snacks and beverages during the day, subsidized lunch, personal concierge service, onsite packing/mailing service, massage therapy, discount ticket sales, onsite fitness classes, car wash, Weight Watchers meetings, hair salon, convenience store, dry cleaning, banking/ATM on site, personal travel service, subsidized public transportation, free parking, onsite fitness centers, onsite manicures, shoe shine)

FAMILY CARE BY THE NUMBERS

180 days Job-protected maternity leave (including FMLA/STD) 110 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
110 days Average length of maternity leave new mothers take30 days Job-protected paternity leave (including FMLA)
30 days Fully-paid paternity leave (does not include personal vacation or paid time off)*20 days Average length of paternity leave new fathers take
180 days Job-protected parental leave for adoptive parents (including FMLA)*110 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

8 hours Paid time off to volunteer $60,000 Total company-matched employee donations in last year
Will Turani, Director of Operations/Sustainability Leads environmental impact team 3 LEED certified building(s)
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Partner and Co-chair, Diversity & Inclusion Initiative (2 roles); Partner and Co-Chair, Womens Initiative (2 roles) is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Employees reentering the workforce
  • 100 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
DC office summer sailing adventure

DEMOGRAPHICS

 
Team Orrick at the San Francisco Marathon

How to Get Hired

We asked Orrick, Herrington & Sutcliffe, LLP for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We value E.Q. as much as I.Q., so candidates with strong interpersonal skills, and who thrive in team settings, are a fit for Orrick. We’re looking for candidates who have the following traits: (1) Grit – perseverance and passion for your long-term goals; (2) E.Q. – the other kind of smarts (i.e., empathy and relationships); and (3) Teamplay – inspired by opportunities to collaborate on complex problems. Individuals who possess these traits may demonstrate them in a variety of different ways – which is exactly what we want. We seek candidates who inspire us with their diverse backgrounds and interests, and who bring interesting life experiences and perspectives to our firm.

What can prospective employees do to get your attention?

Bring your “whole self” to the interview. Though the interview process might feel stressful, try to be yourself. Show us why you’re interested in being part of the Orrick team. Ask questions about our strategy and our business. Tell stories that demonstrate your grit, E.Q. and teamplay. Show us that you’re the type of person who makes everyone around you better. Leave us with a sense of what inspires you – in life, in school, at work – and you’ll make a great impression. 

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are growing and have identified legal hiring priorities in areas that support our focus on Technology, Energy & Infrastructure and Finance. On the staff side, we are always looking for great talent in areas like IT, Marketing and Human Resources, including at our Global Operations Center in Wheeling, West Virginia. 

What should interested candidates do to find out more and get started?

Please take a look at the careers section of our website (orrick.com/careers) to view openings and learn more about our culture. You’ll find information for both lawyers and staff. You can reach out directly to any of the hiring contacts listed on the site. You can also follow us on Twitter, LinkedIn and Facebook to learn more about our firm, our people and our practices.

hiring Outlook

7% Job Growth 56 Average applicants per opening
12,311 Total job applicants 35% New hires by employee referrals
7% Openings filled by current employees 37 Recent graduates hired
9% Voluntary turnover for full-time employees 3% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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