Companies O'Melveny & Myers LLP

O'Melveny & Myers LLP

Los Angeles

Total Offices: 9

1,818 Total Employees

Year Founded: 1885

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O'Melveny & Myers LLP Compensation & Benefits

Updated on September 09, 2026

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

A genuinely people-first BigLaw deal: unlimited pro bono fully counts toward the 1,900 target, and CustOMMize enables reduced loads, six‑month phase‑backs, hybrid flexibility, and even two‑year sabbaticals. This helps lawyers meet goals without sacrificing pro bono or recovery time—though client‑driven spikes still bite.

Evidence in Action

CustOMMize Flex Pathways — The CustOMMize program includes a six‑month phase‑back after leave and a Bridges Sabbatical of up to two years. These structured options let employees calibrate workload and career pacing without exiting the firm.
Unlimited Pro Bono Credit — A 1,900‑hour target with unlimited pro bono counting as billable and up to 50 hours of inclusion work credit is a documented policy. This structure rewards mission‑driven work without penalizing utilization, giving employees more ways to meet goals while engaging in values‑aligned service.

Positive Themes About O'Melveny & Myers LLP

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.
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.
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

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.
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.
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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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.