O'Hagan Meyer

Google Reviews Unprofessional & extremely problematic in his efforts to communicate with parties on the other side of his insurance company clients. Called numerous times leaving harassing and abrasive & hostile messages, was highly unprofessional and got annoyed when I asked to communicate via email so that I can have proof of what was being communicated. Was frustrated when informed that I couldn’t attend a meeting he scheduled without consulting me first and attempted to intimidate me so that I wouldn’t move forward with my insurance claim.

5.Current Employee, more than 5 yearsGreat people place to workJun 17, 2019 - Associate in Chicago, ILRecommendProsPartners are all (for the most part) friendly with an open door policy. Plenty of opportunities for client contact and exposure to variety of cases. Autonomy. Also good facilities with a stocked kitchen with snacks and drinks (might seem like a non-factor until you're working at a place where you need change for a vending machine). Technology is up to date (fast) and working remotely is smooth. Great support staff - no more than 3 attorneys to an assistant avg. Also with paralegal and law clerk support.There is plenty of work to go around to hit your hours. Get your work done without being bothered - but also able to ask questions of partners anytime. Good work/life/autonomy balance.ConsThe gym in the building doesn't have weights over 50lbs or a squat rack. That's about it.

I was employed as an Associate Attorney at O'Hagan Meyer in Chicago, IL for three years and it was a challenging experience. The firm's main focus was solely on billing hours and offered no training, business development opportunities, or feedback to its attorneys. Case assignments were poorly managed and associates were often left with one partner and insufficient work to meet billable hour requirements. Bonuses were promised but rarely received. Raises and bonuses were underwhelming. Billable hours were set at a minimum of 2,040, with a goal of 2,160 (equivalent to big law hours but with half the pay). The firm had a high turnover rate, with 12 out of 15 associates leaving the Chicago office during my tenure and a history of frequent attorney departures. Management showed little concern for the turnover issue, and administrative turnover was also problematic, with high turnover among secretaries and multiple office managers in a short period of time. In conclusion, O'Hagan Meyer is not a suitable firm for long-term career growth, with below market pay and opportunities. Associates who left the firm did so for better compensation.