Organizations

Each Fellowship applicant is rigorously screened to assess their experience, skill set, and desire to return to and advance in a legal organization. As part of the screening process, each applicant is expected to:

1. Complete a set of online skills, personality, and values assessments, which are similar to the hiring and development tools used in corporate environments.
2. Take a writing assessment developed by leading writing authority Ross Guberman.
3. Participate in a behavioral interview conducted by a hiring expert.

Once the initial interview process is complete, the candidate profile materials with the outcomes of the assessments and other application details are sent to the participating organizations. After reviewing the applications, the organizations are encouraged to personally interview their top applicants to identify the most qualified candidate who will receive a Fellowship offer. Hiring will take place following a structured timeline for postings, interviews, and offer decisions. Cohorts of Fellows will start within several designated time frames throughout the year.

Note that the OnRamp Fellowship does not require, and is not intended to require, an employer to extend a preference based on gender or other protected demographic traits. Each organization is expected to administer the program consistent with applicable law, including Title VII, and should seek independent legal counsel if uncertain how to do so. 

Yes. In exchange for an annual stipend (see typical ranges below) and benefits, which are paid by the organization, the Fellow works on complex projects and receives training, coaching, and ongoing feedback from the Fellowship and a designated advisor in their organization as well as from the Fellowship team.

Full-time Fellows are generally paid a stipend in the range of $115,000 – $225,000 for the year (depending upon the size of the organization and other factors), plus benefits.

Please note: It is the organization’s responsibility to perform any pre-hire and post-hire new employee protocols, such as background and conflicts checks.

OnRamp offers support from a variety of resources, including:

• Unlimited, free access to online CLE courses through PLI and Hotshot..
• Training by experts in negotiations, leadership, oral advocacy, project management, and business development.
• Individualized coachingwith experienced career coaches who work with the Fellows throughout the year to assist with their skill development.
• Structured cohort meetings with other current Fellows facilitated by a veteran legal career coach and Ph.D psychologist.

To ensure a successful Fellowship experience, the organization, the Fellow, and the Fellowship Directors share responsibility for the program as outlined below.

The organization will: (1) designate an advisor to serve as the main contact for work allocation and feedback, including scheduling feedback check-ins with the Fellow during the year; and (2) provide the Fellow with a stipend and access to any internal training or career development activities during the one-year program.

The Fellow will: (1) monitor their own workload and track their progress towards gaining the success traits needed to add value to the organization; and (2) check in regularly with their advisor and any other team members to obtain feedback on their work and skill development.

The Fellowship Directors will: (1) check in at least quarterly with the Fellow and the advisor to obtain feedback on the Fellow’s performance and potential advancement possibilities; and (2) ensure that the Fellow has access to training resources, an experienced career counselor, and other external opportunities to develop skills and contacts.

Ideally, Fellows who do excellent work will conclude the Fellowship with a current professional reference that can be leveraged as they pursue their next endeavors. Additionally, if a relevant position is available, the organization can offer a longer-term role.

The end result of the Fellowship is a diverse high performer who returns to the workforce with upgraded skills and experience, additional contacts, an excellent reference, and a renewed ambition to service clients. In turn, the legal profession and individual organizations benefit by engaging with a previously untapped pool of high-performing talent and, hopefully, increased gender diversity in the mid to senior-level leadership ranks.

Although there are no set guidelines regarding the types of projects to which the Fellow can be assigned, there is a requirement that the projects support skill development in the areas that are necessary for advancement in the organization, such as business acumen and decision-making. The Fellow works on complex projects and receives ongoing feedback from a designated advisor. Projects range from independent research to direct internal or external client interaction throughout the one-year program.