O'Melveny & Myers LLP
O'Melveny & Myers LLP Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about O'Melveny & Myers LLP and has not been reviewed or approved by O'Melveny & Myers LLP.
How are the compensation & benefits at O'Melveny & Myers LLP?
Strengths in market-aligned associate pay, robust family support, and everyday wellness perks are accompanied by narrower time-off breadth, structural rigidity, and uneven pay progression for some non-attorney roles. Together, these dynamics suggest a comprehensive BigLaw package that resonates most with attorneys while leaving room to improve flexibility and advancement signals for certain staff segments.
Key Insight for Candidates
Defining tradeoff: market-matching cash, exceptional wellness/flexibility, and unlimited pro bono billable credit—against classic BigLaw hours. You won’t out-earn peers, but you’ll get uncommon everyday support (backup care, phase‑back, sabbatical) that can make the 1,900-hour grind more sustainable. Choose it if culture and support matter as much as pay.Evidence in Action
- Market-Matching Cravath Scale — Cravath-scale salaries and market bonuses set associate pay (e.g., first-year $225,000 and senior $435,000). This lockstep approach signals fairness and keeps compensation competitive across offices and class years.
- CustOMMize Flex And Sabbatical — The CustOMMize program and Bridges Sabbatical offer reduced-workload options and up to two years’ unpaid leave. These benefits let employees pace careers around life events while maintaining continuity and manageable workloads.
Positive Themes About O'Melveny & Myers LLP
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Fair & Transparent Compensation: Pay is considered market-matching for associates, with salaries and bonuses aligned to prevailing BigLaw scales. Feedback suggests this consistency anchors expectations and supports perceptions of fairness.
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Parental & Family Support: Benefits include paid parental leave (including adoption), backup child and elder care, lactation resources, and family-building support. Feedback suggests these offerings provide practical support for caregivers during demanding periods.
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Wellbeing & Lifestyle Benefits: Wellness resources such as One Medical, 2nd.MD, Peloton access, holistic EAP programs, and wellness discounts are emphasized. Feedback suggests these everyday health and lifestyle perks enhance the perceived value of the total package.
Considerations About O'Melveny & Myers LLP
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Stagnant Pay & Limited Progression: Concerns are raised about below‑market pay and small annual increases for some business professional roles. Feedback suggests uneven pay progression outside the attorney track dampens overall satisfaction.
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Limited Leave & Time Off: Vacation is described as standard at three to four weeks, and parental leave length trails a few peers offering longer durations. Feedback suggests time‑off breadth may feel less competitive relative to firms with unlimited PTO or extended leave.
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Rigid Benefits: Policy rigidity and committee‑driven decisions are described as limiting flexibility in how some benefits and work arrangements are applied. Feedback suggests this structure can reduce individual tailoring of benefits.
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