At Orrick, Herrington & Sutcliffe, LLP, 94 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1231 employee surveys, with a 90% confidence level and a margin of error of ± 1.08. It was published on Sep 10, 2018. 21808 Visitors

What Employees Say

I'm proud to tell others I work here.
97%
 
People here are given a lot of responsibility.
96%
 
Management is honest and ethical in its business practices.
96%
 
People celebrate special events around here.
96%
 
I feel good about the ways we contribute to the community.
95%
 

What They Do

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

Orrick is a law firm focused on providing legal solutions for the technology, energy & infrastructure and finance sectors in 25+ markets globally.  For the past two years, Financial Times has named Orrick the most innovative law firm in North America.    

About this Company

Website: www.orrick.com Industry: Professional Services
US Headquarters: San Francisco, California, 94150 US Sites: 13
Major Locations: New York, New York, 10019; Menlo Park, California, 94025; Houston, Texas, 77022; Washington, District of Columbia, 20005; Los Angeles, California, 90017; Wheeling, West Virginia, 26003; Sacramento, California, 95814; Seattle, Washington, 98104; Irvine, California, 92614; Portland, Oregon, 97209 US Revenues: $751.1 million
Worldwide Revenues: $974.8 million Employees Worldwide: 2,396
Corporate Structure: Partnership Founded: 1863

Orrick goes all out for staff during our weeklong celebration,

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.

  • Inner Peace @Work: Meditation is scientifically proven to reduce stress and enhance performance. To encourage our team members to take time out and breathe, we offer weekly meditations – both guided and silent – in five offices, as well as quiet rooms with candles, sound machines and zen gardens for reflection, de-stressing and a time out from the daily grind. To get started, the firm offers workshops for lawyers and staff – more than 300 team members have completed the course. Orrick Chairman Mitch Zuklie even hosted a podcast with meditation teacher Jon Krop, which is available on the firm’s website.
  • Free Personal Counseling: Our Employee Assistance Plan is one of the most generous around. Whatever personal challenges you’re facing, Orrick employees – and their families – get eight face-to-face sessions with a counselor per topic, per year. It’s free, and you don’t even need to participate in our health plans to use it. Examples of personal challenges our EAP counselors support include: marital and family problems, alcoholism, drug dependency, financial and credit concerns, legal issues and questions, emotional problems, stress, child care, eldercare, interpersonal conflicts and situational life problems. The EAP website provides hundreds of helpful articles, resources and local referrals, which can be accessed 24/7.
  • Hack The Law: You don’t have to work at Google to hack interesting problems. We are obsessed with coming up with better ways to do things through people, process and technology. Our innovation team holds “quickfire” sessions and other kinds of hacks to crowdsource ways we can improve how we work and deliver better client services or products. Everyone – lawyers and staff – is invited. We use principles of design thinking to inform our brainstorming. And the team that comes up with a winning idea not only gets to see the firm implement it, but also gets a prize like an Amazon gift card. We’ll hold nine hacks in 2018 in 10 locations.
  • Your Health Comes First: Each spring, the firm brings expert medical staff in to our offices to conduct comprehensive health evaluations and offer state-of-the-art blood tests that detect up to 36 risk factors, including cardiovascular disease, diabetes, liver and kidney disease, thyroid function, anemia and more. It’s convenient, fast and free. This year, the firm added mental health screening as well. Five hundred team members participated. The screenings detected health and mental health risks in 60 team members and referred them for follow-up care.
  • Staff Rock Orrick: Orrick goes all out for staff appreciation week, known as “Staff Rock Orrick Week.” This year, Chairman Mitch Zuklie hosted a daily podcast featuring a different staff member each day. As a gift, employees received three juggling balls, representing the three years in a row that the firm has made the Fortune 100 Best Companies to Work For list. Partners served breakfast to staff, and there were all kinds of parties from Office Olympics to waffle and mimosa bars to an ‘80s-themed celebration. The firm also announced an extra day off to thank the team for making Orrick special. And staff voted to select which day it would be.
  • We’ve Got Parents’ Backs: To help ease the transition back to work after the birth or adoption of a new baby, members of the Orrick team have access to 60 days of reserved and backup child care in the baby’s first year through the Bright Horizons Infant Transition Program. After that, we give team members 20 days of backup care per year. Our backup care enrollment is 15% of our target demographic versus 6% of all Bright Horizons clients. The firm also makes an initial contribution of $250 to a 529 college fund for every new baby in the Orrick family. Our youngest family members also get an “O-Baby” onesie to show off their team.
  • Extra Paid Days Off: To help our team share in our commitment to giving back to the community, 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, 60 team members created a community day to celebrate LGBTQ pride – now in its second year. We also encourage team members to treat themselves on their birthday by giving them an extra day off. It can be taken any day during the month of their birthday.
  • Be Our Podcast Guest: To help Orrick team members get to know each other better, celebrate achievements and think about the future, Orrick Chairman Mitch Zuklie hosts “The Orrick Podcast.” During the past year, he’s talked with more than 20 Orrick lawyers and staff about what they’re working on and what interests them personally. It’s a great listen, and a great way to connect with colleagues across the firm. And to get you in the mood to sit back and relax, each podcast opens with a little Miles Davis.
  • How Am I Doing: Social science tells us that high achievers thrive on feedback. Our team told us they did not want to wait for the year-end review. So more than 500 lawyers and staff are now giving and getting feedback in real time. We’re using a user-friendly program with Yelp-like technology and emojis to share encouragement and tips for performance improvement on a daily basis.
  • You Bring The Gravy: Orrick’s got the bird. The firm put turkeys on the table for more than 300 members of its team in Wheeling, West Virginia, last Thanksgiving. Chairman Mitch Zuklie sent hand-signed thank you notes to every valued employee, along with Butterball gift checks.

COMPENSATION BY THE NUMBERS

88% Company-paid health coverage for employees (for N/A) 74% Company-paid health coverage for dependents (for N/A)
88% Company-paid health coverage for part-timers 22 hours Weekly hours required for part-timers to receive health insurance
Orrick's San Francisco and Silicon Valley offices joined Rebuilding Together for another home renovation transformation.

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Vacation Paid time off 25 days Paid time off after one year of part-time employment
Unlimited Sick Paid time off 17 days Paid sick days after one year of part-time employment
Unlimited 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 (30% use it)
  • Telecommute option (20% use it)
  • Compressed work weeks (5% use it)
  • 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)*30 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 $200,000 Total company-matched employee donations in last year
Will Turani Leads environmental impact team Third-Party Conducted Environmental impact audit
3 LEED certified building(s) Yes Recycling program
Yes Locally-sourced food program

Diversity

  • Global Head of Diversity & Inclusion oversees diversity and inclusion practices
  • 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

 
Team Orrick climbed Mount Rainier.

DEMOGRAPHICS

 
Team Orrick logs hundreds of miles each year, including the 200-mile Ragnar Cape Cod Relay.

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?

Besides having strong interpersonal skills and thriving in team settings, we’re looking for candidates who have: (1) Grit – perseverance and passion for your long-term goals (“How can I continually improve?”); (2) E.Q. – the other kind of smarts (i.e., empathy and relationships – “How can I make connections and develop relationships, both at Orrick and in the market?”); (3) Teamplay – motivated by opportunities to collaborate on complex problems (“How can I contribute as a team member?”); and (4) Innovation – inspired by driving change and making improvements in the way things are done (“How do I think outside the box and come up with creative solutions?”). 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 that shape their worldview.

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., teamplay and ability to innovate. Tell us about how you have embraced change – or inspired it. 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. We are especially interested in hiring talent that is intrigued by the use of data and AI to deliver legal solutions in new ways.   

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

We recently revamped the careers section of our website – please take a look to learn more about Chart Your Own Course, to view openings and to 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. And follow our Chairman Mitch Zuklie on Twitter and Instagram, as well as the Orrick Careers Instagram.

hiring Outlook

170 Forecasted positions to fill in coming year 9% Job Growth
56 Average applicants per opening 9,372 Total job applicants
19% New hires by employee referrals 18% Openings filled by current employees
44 Recent graduates hired 11% Voluntary turnover for full-time employees
13% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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