Orrick, Herrington & Sutcliffe LLP
VAULT RANKINGS 2013
THE BUZZ…
• "Friendly culture"
• "Strong brand but lots of turnover"
• "Diverse"
• "Strong on the west coast"
NEWS AND UPDATES
Vault's Scoop
Uppers
• "Great people"
• "Partners let you run with matters"
• "Positive working environment"
Downers
• "Unpredictable schedules and being on call 24/7"
• "Promotions and bonuses get pretty bureaucratic"
• "High hours expectations"
ABOUT THIS COMPANY:
THE SCOOP
From its beginnings in 1863, Orrick has played a key role in Northern California finance. Known for its corporate and public finance work since its early days, Orrick has more recently built up its litigation, intellectual property and international capital markets practices.
Not Merely Good . . . They’re Golden
Founder John J. Jarboe was among the early settlers aiding San Francisco’s transition from campsite to commercial center. After serving as general counsel of the German Savings & Loan Society, he founded a firm called Jarboe, Harrison & Goodfellow with partners Ralph C. Harrison and W. S. Goodfellow. The partnership broke apart a few years later—Harrison went on to become a California Supreme Court justice and Goodfellow started a new firm called Goodfellow & Eells.
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From the Community
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Orrick, Herrington & Sutcliffe LLP Perspective
Orrick, Herrington & Sutcliffe LLP HIGHLIGHTS
Firm Overview
Founded in San Francisco in 1863, Orrick offers a diverse set of practice capabilities and a platform that spans both coasts of the United States, Europe and Asia.
Our Survey Says
Notable Perks
• Subsidized in-office cafeteria
• In-office gym
• “O-baby” offers a free exchange of baby and child gear
• Jeans And Generosity: last Friday of every month, all lawyers and staff can wear jeans if they contribute a certain amount to that quarter's designated charity
YOUR CAREER AT Orrick, Herrington & Sutcliffe LLP
Innovation
Orrick is a growing, thriving, innovative place to work. With more than 1,100 lawyers in 23 offices throughout North America, Europe, and Asia, we are committed to strategically expanding our global platform to better serve our clients. In 2009, in a move that completely reengineers the traditional law firm model, Orrick rolled out its “New Talent Model.” Rather than move associates along based on their time at the firm, Orrick associates advance at their own pace based upon their developing skill set. Laura Saklad, Orrick’s Chief Lawyer Development Officer explains: “The traditional associate lockstep staffing and compensation model is based upon out-dated assumptions. Our new Talent Model recognizes that not all associates advance at the same pace, tenure is not a proxy for advancing skill, and clients should not bear the cost of training associates. In the end, our goal is to deploy the right lawyer or professional for the right task at the right cost.”
This model offers a more customized experience for each attorney and far greater staffing flexibility for partners managing client engagements.
The Partner Track
Orrick has three levels of associates (Associate, Managing Associate and Senior Associate), with performance thresholds for advancement from one level to the next and with corresponding compensation levels and billing rates. Guided by the practice groups’ benchmarks and the firm’s articulated Criteria for Advancement, associates receive detailed feedback about their progress, and robust training and mentoring to support the development of skills needed to provide outstanding client service. In addition, all associates are paired with Talent Model Mentors to help them create career plans that will support their development and career progression. Mentors also work with assigning partners to make sure assignments and training programs are consistent with each associate’s development needs.
Custom Track
This track was created for lawyers who have outstanding skills yet desire a less traditional path to partnership or do not aspire to partnership at all. Associates on the custom track set a different pace for advancement or customize a long-term role that enables them to contribute in a meaningful way, but does not necessarily lead toward partnership with the firm. If desired, associates may move to the custom track for a time and return to the partner track.
Q&A WITH Orrick, Herrington & Sutcliffe LLP
How is the firm managed?
Orrick has been led by Chairman and CEO Ralph Baxter since 1990. The firm's executive committee, comprising partners from different geographies and practices, focuses on maintaining a strong internal culture, recruiting top talent, maintaining long-term client relationships and strategic expansion, both domestically and internationally. Orrick is comprised of 14 practice groups within our transactional and litigation areas, each with a dedicated practice group leader.
What are some of the most interesting new developments at the firm?
Recent Firm Highlights Include:
•Orrick was named to The American Lawyer's prestigious "A-List" for the third consecutive
year in 2009. The list, which "aims to measure and quantify the qualities that define an elite
law firm," ranks the nation's top law firms on the basis of not only financial results but also
associate satisfaction, diversity and pro bono contribution.
•2009: Introduction of Orrick’s “New Talent Model”
•August 2009: Orrick, Herrington & Sutcliffe LLP has been named one of the 2009 Best
Law Firms for Women by Working Mother magazine and Flex-Time Lawyers. Orrick is
honored to be recognized by these organizations for its attention to work/life balance and
women's issues. This is the second year that Orrick has been named to this prestigious list.
