Orrick, Herrington & Sutcliffe LLP - The Inside View

If you’re looking to kickstart your career in sunny California – or simply bask in the warmth “of a firm that feels truly Californian” even on the chilly East Coast – then Orrick shines bright. It does for many things, especially its culture “where lawyers are intelligent, but their egos humble” – a big draw for our interviewees. Associates recalled leaving interviews with Orrick thinking: “I just met the nicest group of lawyers who were honest about their experiences.” A determining criterion, one told us, was that: “I felt like I could be friends with them.” That’s not all, though; the reputation for keeping to its Cali roots and embracing innovation was paramount. Breaking new ground, managing partner Jessica Perry details, “We’ve developed our own internal generative AI assistant called Orrick.ai, and 75% of our associates use that tool.” Our ambitious sources chimed: “Orrick is always at the forefront of technology; that’s very important to me.”

“Orrick is always at the forefront of technology…”

What’s more, associates told us that: “I heard the training and work were phenomenal – I wanted to gain those skills.” Our sister guide can attest to the latter; on the West Coast, Chambers USA sings Orrick’s praises for its public finance, real estate, technology, venture capital, and labor and employment expertise. Nationally, the firm steals the spotlight for its top-tier capital markets securitization, financial services regulation, privacy and data, product liability and mass torts, corporate crimes and investigations, intellectual property, projects and energy transition work. Considering the firm’s broad geographical reach, it’s no surprise that the associates on our list were scattered across the country. Most called the New York, San Francisco, and DC offices home, though many were dotted across stations in Los Angeles, Chicago, Houston, and Silicon Valley.

Strategy & Future

Reflecting on the past year, managing partner Jessica Perry is pleased to report that “on the AI front, we did more than $32 billion in venture capital financing last year; 55 M&A transactions; litigated really important cases for Microsoft and Workday; and are the number one law firm AI site.” In fact, artificial intelligence was front of mind for Orrick in 2024, which is undoubtedly linked to the firm’s strategic focus on technology and innovation, finance, energy and infrastructure, in addition to “life sciences and health tech – which we’ve formalized as one of our core sectors,” Perry confirms.

Orrick will continue to build upon its strengths, focusing on the convergence between sectors. For example, Perry references the 2023 “merging of our deep tech expertise with Buckley’s deep finance expertise,” which “has enabled us to much more effectively serve our clients in the fintech space.” This extends to the intersection between tech and life sciences: health tech, or energy and tech decarbonization: energy transition. So, by extension, “AI, data centers and energy consumption will continue to be areas of growth for us.” Perry goes on to say: “We have done more than 25 data center transactions over the last 15 months, bringing together our energy transition, power purchase agreement and global venture capital practices.”

The Work

Among the junior classes, there’s a somewhat even split between summer hires and laterals. Orrick has six business units: corporate; energy and infrastructure; finance; litigation; intellectual property; and SAGE (regulatory). Most associates were found within corporate, general litigation, energy and infrastructure, and intellectual property; the rest were in niche groups like TCG (the technology companies group), cyber privacy and data innovation, and financial and fintech advisory. Regarding work allocation, sources were content with the flexible approach: “It’s easy – you can just reach out to centralized staffing for work,” insiders explained, as they keep a pulse on work capacity and available matters. Over time, associates can organically source work, “with seniors and partners you’ve built good relationships with.”

Starting off with Orrick’s litigation offering, associates predominantly tackle corporate representations and white-collar matters alongside securities work and class actions. While “the West Coast has more trade secrets and tech litigation and the East Coast has more white-collar and investigations work,” insiders explained that geography isn’t a limiting factor, as “the matters aren’t siloed to one office.” A source outlined while discussing their docket, “I’ve mostly worked on pre-litigation, but cases have gone to arbitration and trial at least twice in local and federal courts!” Day-to-day, newbies roll up their sleeves to communicate with internal teams and vendors for document production, as well as plenty of research. “You’re close to the case and the facts,” juniors emphasized. “Not everyone is in the weeds, so it makes you very valuable because you use that knowledge to help your teammates prepare for interviews and trial prep.” Eventually, associates can pick up the pen to draft witness outlines and motions. Litigators agreed that “if you’re ambitious and willing to put the work in, you can get bats at the plate early.”

Litigation clients: Johnson & Johnson, Credit Suisse, Goldman Sachs. Achieved a nine-figure win on behalf of UBS Asset Management against energy tycoon Charif Souki over defaulted loans.

Corporate is comprised of smaller groups like M&A, private equity, and TCG. Associates work with public and private companies, both on the buy and sell side, across these industries too. With strategic M&A transactions and private equity investments for future profit, we heard that juniors manage the drafting, markups, and distribution of ancillaries, assisting mid-levels and seniors with drafting forms. Client contact was a standout feature as “there’s a special opportunity on the tech side to meet with younger clients, and that’s not the case at other firms,” a source divulged.

Finance houses groups like banking & finance and structured finance. Over in the world of structured finance, it is acronym city with asset backed securities (ABS) such as automobile loans, commercial mortgage-backed securities (CMBS), collateralized loan obligations (CLOS) and esoteric financing. Associates typically focus on one area, but responsibilities are similar across the board, including frequent communication with experts like the European tax team. Because the nature of financing work is complex, mid-levels and seniors tend to take on more substantive tasks, though juniors noted that this is because: “often the deals are first impression, so we work with lots of different teams. I’m constantly learning and so are the partners who teach us.”

Corporate clients: Squarespace, Workday, SAP SE. Represents Citigroup in public and private offerings of CMBS, closing eight transactions totaling $8 billion in the first half of 2024.

“It’s been exciting to take the reins and show them what I’m able to do.”

For those in energy and infrastructure, the spectrum ranges from power purchase agreements, mergers and acquisitions, in addition to financing and tax equity work linked to carbon projects. From oil and gas to renewables and data centers, projects extend to the likes of highways, bridges and telecommunications infrastructure. Acting on behalf of owners and sponsors, “we cover the entire life cycle,” a source stated, “from wherever in the world the project is located, the land and the grid, the builder and infrastructure, the operation and financing, and then the sale.” With all of that variety, junior responsibilities include being the fielder running the checklist and red lines, building up to taking the first pass at ancillaries and procurement agreements. Rookies can even get involved in business development. Interviewees elaborated that during the first year, “there’s lots of learning and getting to grips with everything, like how to close a deal.” Another junior praised, “They’ve allowed me to have as much responsibility as I’m comfortable with. It’s been exciting to take the reins and show them what I’m able to do.”

Energy & infrastructure clients: Microsoft, TotalEnergies, Chevron. Advised Copenhagen Infrastructure Partners on its acquisition of Liberty Renewables, a New York-based company with a focus on reducing dependence on carbon-intensive energy sources.

Over in intellectual property, the team handles all things patents, copyright, trademark, and trade secrets issues on behalf of small companies and those in the Fortune 500. Spanning across the life sciences and technology industries, clients come with innovative products like streaming devices, social media, gaming and medical devices. “It’s been really rewarding working on cool, interesting science that prevents disease and therapeutics that will help people,” a source reflected, “my job is supporting those doing good in the world.” From litigations to Patent Trial and Appeal Board cases, we heard of juniors drafting memos, diving into discovery and legal research for technical analysis, and communicating with experts. Moreover, we were told that “there are lots of drafting opportunities; partners provide a good level of feedback because they want to make you better.” Some even get involved in client pitches too, showing that increased responsibility isn’t hard to find.

Intellectual property clients: Netflix, Meta, Panasonic. Represented Sonos in an infringement lawsuit against Google over its smart speaker technology.

Career Development

Professional development, an insider quipped, “is probably one of the bigger investments.” From the get-go, first-years have ‘Residency at Orrick,’ a program inspired by the medical professional focused on onboarding and training. Our sources described this as “a well-conceived and well-developed program” to which participants can credit an unlimited number of hours without the pressure of billing clients. There are training retreats, practice sessions, and access to lots of CLEs too. On top of that, ‘Orrick Onsite’ is a day dedicated to global and local programming, including fireside chats with attorneys and external speakers; “partners come and speak about their practices, " discussing their deals, cases, and own career paths.

“I talk with the partners I work with about what I should be doing and where my career is going.”

All associates are paired with associate and partner mentors, highlighting that there’s room for informal mentorship too. On the topic of support, one shared, “I’ve received constant feedback; I talk with the partners I work with about what I should be doing and where my career is going.” Sources felt confident about the future, from in-house roles “where relationships stay strong” to partnership. In terms of transparency, “there’s a framework on how to advance to the next level starting from an associate, and it’s clear what’s considered for each.” Even with a healthy number of laterals, “you can see people who have been here their whole careers make partner. It’s not just one or two token people – it’s somewhat common.” On that note, associates also have access to a career coach to help assess their options!

Culture

With “an open-door environment where it’s not uncommon to see attorneys chatting and getting coffee or lunch together,” the firm’s culture received a solid thumbs up. “It feels different to your regular white-shoe firm,” a New York associate revealed, “People understand and respect you have a personal life; it’s relaxed – attorneys can wear jeans and tennis shoes.” What’s more, Orrick offers associates 40 hours of bonus eligible ‘unplug’ time to kick back and relax after particularly busy periods. “It’s a really cool perk,” and a sign that the Cali roots and leadership “make a real positive difference and are strong regardless of office.”

Returning to the office, there have been efforts to reinvigorate office presence with ‘Orrick Onsite’ on Wednesdays with socials and talks: “They want to get everyone together in person; it’s a great way to meet people.” Practice get-togethers, mentorship socials, lateral arrivals and goodbye parties, as well as associate happy hours and sports tournaments fill the social calendar. An insider shared, “I went to an associate happy hour two nights ago, and it was wonderful. It’s a different vibe just being with associate colleagues and phenomenal food.”

Hours & Compensation

Billable hours: 1,950 target

To be in the best possible position to receive a merit bonus, associates should look to achieve a minimum of 1,950 bonus eligible hours, of which a minimum of 1,800 should be client billable. Unlimited time spent on pro bono and up to 100 hours of firm creditable time are up for grabs to count towards bonus eligible time. What is firm creditable time, you may ask? It's a mixture of mentorship, shadowing, training, business development, and even participating in tech pilots – “there are tons of ways to get that non-billable work!” Reflecting on the previous downs in the deal market, sources agreed: “2023 and 2024 were very good years. There’s been enough work going around for everyone to hit the target – it’s very much achievable.”

Speak to anyone in BigLaw and you’ll know that it can be hard to describe an ‘average day,’ as it’s often practice and deadline dependent. But our sources appreciated the flexibility of their working day, with survey respondents working a reported average of 50 hours per week which is just a couple hours above our market average. An insider relayed, “I tend to start around 8.30am, get a workout in later on, have dinner, and then log back on.” There are periods where associates may have weekend work or burn the midnight oil but “generally, the balance of hours throughout the year isn’t super crazy; you can maintain a work/life balance,” one reasoned. On that note, associates are strongly encouraged to be in the office three days a week.

Pro Bono

“Pro bono is definitely encouraged,” interviewees praised, “the firm is enthusiastic about making sure there are lots of opportunities.” Creditable pro bono hours are uncapped, and associates are encouraged to do at least 20 hours of pro bono, though they can – and often do – exceed this. As such, our sources were more than happy to roll up their sleeves and get involved: “We all enjoy it!”

“…Being able to focus my attention on individuals whose interests are at stake has been hugely rewarding.”

Email alerts about opportunities land in inboxes daily, and so, juniors were quick to highlight the firm’s quick response to current events, such as the Californian wildfires where they “helped provide the LA fire victims with emergency aid.” We heard about an array of other projects: helping veterans upgrade their discharge status; prisoners’ rights; immigration for Latin American immigrants; reproductive rights; landlord/tenant disputes; and helping non-profits or small business clinics “for a couple of hours to help owners get out of a bind.” Talking about an immigration and asylum pro bono matter, a junior shared, “I’m used to dealing with corporate entities, so being able to focus my attention on individuals whose interests are at stake has been hugely rewarding.”

Pro bono hours

• For all US attorneys: 53,323
• Average per US attorney: 68

Inclusion

On the topic of inclusivity, it was mentioned that “the firm is flexible regarding what your career path could look like.” For example, there are reduced hour schedules available for those who need additional flexibility. Well-attended and active, the firm’s inclusion networks garnered further praise as one insider lauded: “They have been important as safe spaces to cultivate relationships, offer tools, and give advice.” In fact, Orrick is home to numerous inclusion networks including the Women’s Initiative, First Generation Lawyers, LGBTQ+ Attorneys, Black Lawyers of Orrick, Asian Pacific Attorneys, South Asian Lawyers, Orrick Latinx Attorneys, MENA Attorneys, Parents Forum, and DiversAbility Network. These groups are open to everyone, including allies.

Get Hired

The first stage: recruitment on and off campus  

Applicants interviewed 2024: 411

1L candidates interviewed in 2024: 72

2L candidates interviewed in 2024: 339

Orrick hires summer associates on a national, business unit-based model. That is, Orrick’s OCI interview schedules are national in nature (any student can interview for any office on any schedule), and students are asked in their interview which of Orrick’s six business units they prefer: Litigation, Corporate, IP, Energy & Infrastructure, Finance, and Strategic Advisory and Government Enforcement (SAGE) as well as any practice group interests. Orrick participates in over 20 OCI, Preview, and career fair programs, as well as over a dozen resume collection drops. Orrick also encourages applicants to apply directly through Orrick’s Careers page. The firm utilizes interviewers from different practice groups at multiple levels of seniority – from midlevel associates to partners - to offer unique perspectives.

Top tips for this stage:  

“We encourage candidates to discuss their backgrounds and interests, their interesting life experiences and perspectives that shape their world view. We’ve identified qualities our most successful lawyers have in common: grit, EQ, team play and innovation, and look for them when meeting with prospective attorneys.”– Orrick hiring source.  

Callbacks  

Callback candidates generally interview with four to five attorneys from the practice areas that the candidate previously indicated interest in. These interviewers are a mix of associates and partners. “Typically,” the firm tells us, “the local hiring partner or a representative designated by the local office hiring partner is involved in the interview process as well.” Things become slightly more forensic at this stage, with questions being “a bit more fine-tuned,” to establish a personal rapport and establish an individual’s career goals. In order to see “if they are a good fit for our team and practices,” the firm use this stage to explore one’s personal and professional interests. The firm note that callback interviews are “fairly standardized across all offices.”  

Top tips for this stage:  

“We encourage candidates to fine-tune and highlight their backgrounds and interests, their interesting life experiences, and perspectives that shape their world view.” – Orrick hiring source.   

Summer program  

Offers 2024: 44  

1L: 12

2L: 32

2L summer associates are placed within the business unit they identified as their preferred business unit during the interview process. Within each business unit, however, there are a number of practice groups. Summer associates can usually work with the various practice groups represented by their assigned business unit.  Each summer selects and receives assignments through a centralized assignment database. Workflow coordinators help manage this database and pair summer associates with work in their areas of interest. After finishing the program, “associates indicate their top practice group preferences. Nearly all new hires are placed in their first-choice practice group.” Summer associates are also encouraged to work on pro bono matters during the summer. 

Orrick also provides a mentorship program; each summer associate is paired with a partner mentor and associate mentor based on their business unit/practice group interests and their office location. These mentors meet with their mentees weekly, organically and through planned events and activities. The program offers summer associates formal training through a variety of workshops, “touching on legal writing and research skills,” professional development, wellness, soft skills, and more. Bolstering integration efforts, summers collectively attend a national Summer Academy for training and team building. The firm also engages in formalized mid- and end-of summer reviews, as well as “constructive feedback” on assignments.  

A wide variety of social events – from concerts to surfing, Disney World, MLB games, Broadway shows, and more – foster further integration. By asking summer associates to rank their practice group preferences at the end of the summer, the firm seeks to accommodate and allocate practice groups based on the groups’ needs, “as well as the summer associate’s exposure to practicing within the preferred group.” The firm tells us that “nearly all of our summer associates return as junior associates." 

Top tips for this stage:  

“Summer associate candidates should take this opportunity to get to know as many people as they can within the practices they are interested in and the specific office they are located in. They should take advantage of opportunities to shadow our attorneys, attend client meetings, participate in events, and all of the targeted trainings we hold.” – Orrick hiring source.  

And finally…  

Across the entire process, Orrick identifies four sought-after qualities from candidates: “Grit (perseverance and passion for your long-term goals); EQ (the other kind of smarts, such as empathy and relationships); Team Play (motivated by opportunities to collaborate on complex problems); and Innovation (inspired by driving change and making improvements in the way things are done).”