Yikes - Human Resources bei Ropes & Gray: Mitarbeiterbewertung

1,0
28. Juli 2016
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Pros

The best part of working here was the day I walked out the door for the last time. The cafeteria was pretty good too. That's it.

Kontras

I could write a novel about all of the things that were wrong about working here. To summarize the full experience, all you need to know is that all of the manager level positions are held by former practicing attorneys. This is detrimental to the company in two ways. One, your administration is full of attorneys, who couldn't hack it anymore as attorneys, trying to do jobs they do not have the experience or knowledge to do. Two, they can't retain young talent as a result. There is no room for career growth. Management only values people who have a JD or aspire to attain a JD. If you must work there, do your two years and get out.

Mehr Bewertungen zu Ropes & Gray entdecken

5,0
13. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Very good firm, supportive environment.

Kontras

Hours. But you can only complaint that much...

4,0
12. Apr. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

The OGC department is ok/fair to work in. Remote option is still available if an argument can be made. Some of the newer management is amazing and forward looking. Seems like a lot of room for opportunities especially with the surge of AI. The best time to work here was the first year, second year tapered down and it seems like HR forces management to lessen “good” end of year ratings. There is a new system for goals (SSP/ strategic priorities) which seems pretty exciting if it’s taken seriously.

Kontras

Bonus is incredibly minimal, less than a normal paycheck. Work can seem very tedious, and repetitive. Training is poor and all over the place, very unorganized. There is no room for growth in this department, suggestions have been made to create new roles that are more specific rather than “analyst”. The term “analyst” is used to load on as much work as possible with no distinction of “stretch” job duties.

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