O'Melveny & Myers LLP - The Inside View

Law students are always asking one question: where O’ where is the firm that’s right for me? If you ask the folks at O’Melveny, the answer wasn't hard to find. “It’s a place with great people, a high level of work, diversity and good values,” highlighted one junior, and the firm's Californian charm was a draw in its own right: “It’s a legacy firm in California, it was one of the first BigLaw firms in LA and has 5 offices across the state.”

“It’s a place with great people, a high level of work, diversity and good values.”

What stuck with insiders wasn't solely the prestige though - it was the lack of ego that came with it. “I know hierarchy is embedded in the profession but here it feels that, first and foremost, everyone’s focused on delivering a great result for the clients,” one junior told us. The firm’s work isn’t just praised by associates either, the Chambers USA guide echoes the same sentiment with the firm boasting top-tier rankings nationwide in ERISA litigation and intellectual property: trade secrets, as well as general commercial litigation in New York and media and entertainment litigation and water law in the firm’s home state of California.

O’Melveny has ten offices in the US and seven internationally, and most of our insiders were found across California (the Los Angeles and Century City offices) with a handful in New York.

Strategy and Future

As is a recurring theme in almost any industry at the moment, associates discussed how artificial intelligence is shaping the industry as a whole, and what the firm has done to stay ahead: “O’Melveny has fully embraced different AI tools within research, and it’s been highly helpful,” stated one source. However, they went on to caution that “no one should be relying on it solely, but it's certainly helpful and we’re encouraged to use these things to make us more efficient.” O’Melveny has an AI team who send emails to associates regularly to keep them in the loop with recent changes and how the firm is handling them, “it’s going to make us sharper” said one source.

Summer Program 

The summer program was described as interactive and flexible, adding how “there’s a chance to do a real variety.” As one insider explained: “You are not required to choose between corporate and litigation, so there’s opportunities to explore and participate in both departments.” Another added that, “it’s a great way to test the waters and figure out what you want to do.” Sources described working primarily on research matters, sitting in on meetings, and pro bono. The firm puts on an Advocacy Institute, which is their summer litigation program where associates write a brief, which is reviewed by a partner, and then present an oral argument at the courthouse. Insiders praised how welcoming associates are across all levels of the firm - “Get to know as many people as you can, I’m constantly astounded by how giving people are with their time and energy,” advised one source.

The Work

A centralized staffing system is offered to all associates at O’Melveny, but staffing depends on the practice group: “On the corporate side, there is more use of the staffing system because it’s smaller and less structured than litigation.” After the first year or two at the firm, work starts to come more organically through partners. “I do appreciate someone who has a birds-eye view of what people are working on, who’s a little less busy and who's very busy,” noted one junior. The system is mainly used to fill in the gaps if an associate’s work is looking sparse. As one put it: “I like the approach, it allows for flexibility.”

“Clients range from emerging industries to legacy clients, its’s a whole gambit of old and new…”

With a reputation as something of a “litigation powerhouse,” associates in O’Melveny’s litigation practice praised the different types of work offered to juniors. The litigation department is split into multiple sub teams, including the likes of general litigation, antitrust and competition, IP and technology, international disputes and arbitration, and white-collar defense and corporate investigations. For the first couple of years, juniors can do work in different groups within the broader litigation department, before being asked to choose a specific practice after their second year. “Clients range from emerging industries to legacy clients, its’s a whole gambit of old and new” stated one rookie. Associates detailed working on state AG matters, product liability, mass tort cases, arbitrations, contract disputes and personal injury mass tort cases. All of this involved drafting briefs, legal research, managing trial audit letters, and document reviews. “It’s intellectually stimulating, and it works well,” said one insider, adding that you have to be curious about learning to thrive.

Litigation clients: Paramount Pictures, Netflix, Planned Parenthood. Represented DC Comics & Warner Bros. Discovery in a rights lawsuit brought by the estate of Joseph Shuster, co-creator of Superman, that sought an injunction to block the release of the latest Superman film in the UK.

“There’s a great balance to be struck in this job between keeping track of every fine detail while also understanding the 10,000-foot view at the same time.”

O’Melveny’s corporate department encompasses a broad array of individual practice groups “all under one big umbrella,” one insider explained. This includes M&A and capital markets, while also integrating asset management, corporate finance, project development and real estate, restructuring, tax and tech transactions. Insiders explained that a flexible system allows them to work on different streams. For those who are not assigned directly into a practice group, their time is split between different departments.

We heard that there is plenty of overlap with industries like renewable energy among others, where the firm represents institutional investors into renewable energy projects: “There’s a great balance to be struck in this job between keeping track of every fine detail while also understanding the 10,000-foot view at the same time.” Others reported splitting their time between M&A and asset management, gaining exposure to private equity, public company matters, GL and LP fund formation and primary, secondary, and co-investment transactions: “Corporate is a little bit more laid back and generally works in smaller teams… you can’t get lost in a crowd easily,” stated one source.

Corporate clients: Guess? Pathway Capital Management. Advised Moveworks, an AI technology company, on its $2.85 billion acquisition by ServiceNow, an AI platform for business transformation.

Career Development

Newbies at O’Melveny praised career and professional development at the firm: “The people here are so invested in your development.” Another added that, “there is a lot of mentorship, people are willing to take the time out and sit down with you.” The firm offers a mix of both formal and informal training, which was praised by all our interviewees. “They span a good range of interests and technical skills,” one told us; “there are a lot of formal avenues for young associates to get trained on the work they do and to also develop relationships.” As is often the case, the informal element was really appreciated too: “The more valuable is the informal training, it’s always better to learn on the job than in a classroom.”

Although career development was well received on the whole, some felt there was still room for improvement. One interviewee flagged that “something they’re actively trying to improve on the corporate side is getting more structured training programs for new associates.” While another admitted that they wished there was more training for associates past their first year: “I really wish we had more second-year training, or just being able to attend first-year training again; there’s so much that you forget.”

Hours and Compensation

Billable hours: 1,900 target

Everyone we spoke to felt that there was no issue hitting the 1,900 billable hour requirement: “It’s very achievable, I don’t stress out about hitting my hours.” Associates appreciated how all hours spent towards pro bono matters count towards their billable requirement, additionally, they are allowed to count 50 hours of DEI related work. Although our interviewees had hit their target, we did hear how some practice areas have a heavier workload than others: “Litigation is pretty achievable, but with corporate, it depends on the year and the practice group, the pro bono being unlimited helps,” stated one junior.

“…everyone is in it, everyone is working those hours and pushing towards that goal.”

Naturally, the big matters “do require a lot of work, everyone is in it, everyone is working those hours and pushing towards that goal.” Insiders shared that when matters heat up and enter a more crucial stage in the cycle, they can be billing 16 hours a day. However, they stated that this was only during the likes of a trial, which often depends on how long the trial is. O’Melveny follows the Cravath scale, and associates highlighted how they are quick to match other firms. Sources also mentioned how you can receive an origination bonus for bringing in new matters (though this is not the expectation and less common at the junior end) and bonuses have some flexibility to go above the standard if the firm feels you’ve worked particularly hard.

Pro Bono

The firm places no limit on the number of pro bono hours an associate can contribute, but there is an expectation to contribute to at least 50 hours. “It allows for a fantastic opportunity to do more early on in your career,” stated one source, while another added: “You can really use pro bono to do good but to also improve yourself as a lawyer.” O’Melveny offers a wide array of pro bono matters for associates to partake in: “There’s a very serious variety available. If you want to work on immigration cases, housing or veterans’ assistance, there are opportunities to brief as a junior associate or to argue.” The firm’s pro bono team sends out a company-wide email each week that includes all active pro bono matters that need staffing. We heard that juniors can also email the team if they have an interest in something more specific and the firm will do its best to accommodate them.

Pro bono hours

• For all (US) attorneys: 71,687
• Average per (US) attorney: 95

Culture 

As one wise junior surmised: “You can go anywhere and get the same pay and similar billable hour requirements, but the people here set it apart.” The differentiator, we heard, was a strong focus on work/life integration and a good quality of life: “The people are really understanding, they care about you as a person and invest in you. Everyone works hard but they try to be respectful of your personal life.” There was also the feeling among juniors that a hierarchy at the firm isn’t felt in the culture, with those at the junior end comfortable approaching seniors, counsel and partners for help.

“You can go anywhere and get the same pay and similar billable hour requirements, but the people here set it apart.”

O’Melveny offers a budget for mentorship purposes, allowing junior associates to grab lunches and coffees with coworkers free of charge. Sources noted how some of their colleagues had become lifelong friends: “I’ve made friends here in a way I never expected” said one, “you can go to lunch and pull a seat with whoever’s there and you will know everyone… we all support each other through tough times.”

Inclusion

“The firm does a great job of developing people and developing a community of inclusion,” a junior told us. The firm has various affinity networks for associates to get involved in, including a Women’s Group, an Associate in Counsel Network, as well as an Attorneys of Colour, Cultural, Ethnic and Religious affinity network. “I think they’re great, they’re good support systems and are available to everyone,” noted another.

As well as affinity networks, which are open to all, associates also spoke on other inclusion events the firm hosts. “We have a diversity development conference, The Rise Conference, that is open to anyone,” stated one interviewee, also adding how the firm hosts lunches, dinners, and education events that count towards their DEI billable hours: “We are rewarded and encouraged in that way for attending these events.” O’Melveny also puts on a Diversity and Inclusion Day every year where they bring in speakers and do firm-wide activities, which for one junior, “highlights the diversity that we have within the firm as well as allowing us to learn about diversity outside the firm.”

Get Hired

The first stage: recruitment

O’Melveny interviews students from a wide range of top national schools and more regional schools “that are important to our individual offices.”  Screening interviews are typically 30 minutes to an hour and are conducted by 1-2 attorneys of varying practice areas and experience levels who can speak to their substantive work experiences.

Through a broad range of questions, interviewers are encouraged to ask questions “to allow us to get to know each candidate” and their experiences and strengths. This stage also allows students to learn about the firm, including “cutting-edge client work, distinctive culture, commitment to pro bono, and thoughtful approach to inclusion and wellbeing.” Questions – such as, “'tell me about a successful team effort and why the team was effective'” – allow students to demonstrate how they might handle a situation. Beyond academic achievement, O’Melveny is looking for enthusiasm for the firm, extracurricular activities (like journal work and moot court), prior work experience, and “candidates with varying experiences.” 

Top tips for this stage:                          

“Students stand out for a variety of reasons. One thing they all have in common, however, is a keen interest in O’Melveny — our work and practice areas, our culture, our attorneys. We want our future summer associates to be enthusiastic about us and help us understand why they think O’Melveny will be a successful place to begin their legal career.”- O’Melveny hiring source. 

Callbacks 

The firm tells us the callback interviews are a “deeper dive into getting to know the candidate.” As such, students generally meet several attorneys during their callback interview. Alongside a variety of practice areas and expertise, O’Melveny often includes members of the local office employment committee, including the hiring partner. Students should be prepared to clearly demonstrate what differentiates them from other candidates. The firm wants to hear from students about their “interest in O’Melveny and its work, why they went to law school, their writing experiences and skills,” occasions when challenges were overcome, or leadership positions assumed, as well as indications of community involvement – whether that be with “student organizations, community services groups, or volunteer organizations.”  

Top tips for this stage: 

“Our attorneys appreciate candidates who are prepared with questions about the firm, our work and practices, and our summer program. We are also particularly impressed with excellent writing skills as they are critical to every lawyer’s professional development. Writing is a craft that we continue to hone throughout our careers. We encourage students to seek out opportunities that enable them to improve their writing skills, including joining a journal or participating in moot court.”– O’Melveny hiring source 

Summer program 

During the summer program, summer associates witness “an inside look at what it is like to practice at O’Melveny.” As such, summers work on “major cases and deals,” support ongoing pro bono matters, and “join in social events to get to know our attorneys.” Alongside experiential training highlights – such as Advocacy Institute or Mock Deal Program – summer associates participate in deal closings, client meetings, depositions, and court appearances. The firm also hosts cross-office training programs – such as brief writing and oral advocacy arguments. Summer associates receive work through formal allocation systems, and have formalized midsummer and final reviews to “help our summer associates make the most of their experiences.” 

Beyond “hard work,” opportunities to connect with colleagues are also to be found. A smattering of social events allows for summer associates to “engage with partners and associates through a variety of social activities.” Past highlights include cooking classes and attending sporting events. 

Top tips for this stage: 

“Successful summer associates do great work and make an effort to get to know our attorneys and business professionals. Our summer class sizes allow summer associates to build a rewarding career and create lasting connections with each other and with the attorneys and staff in each office. Summer associates are able to tackle new challenges while feeling appreciated, included and supported.”– O’Melveny hiring source 

And finally... 

The firm expresses pride in the fact that “the vast majority of our summer associates return to the firm as junior associates. Generally, attorneys narrow their preferences for practice groups after two years at the firm and these are based on a variety of factors including the interests of the junior associate and business needs of the firm.”