Special thanks to these participating organizations for demonstrating that innovation does exist in the legal and financial services industries.
Exciting News! OnRamp has partnered with the Association of Corporate Counsel (ACC) Foundation to expand into legal departments. Six legal departments are now offering Fellowship positions through this partnership.
- Baker Botts
- Baker Donelson
- Blank Rome
- Chapman and Cutler
- Covington & Burling
- Crowell & Moring
- Fenwick & West
- Fish & Richardson
- Fisher Phillips
- Fox Rothschild
- Fried Frank
- Goodwin Procter
- Herbert Smith Freehills
- Hogan Lovells
- Ice Miller
- Jackson Walker
- Jenner & Block
- K&L Gates
- Loeb & Loeb
- Morrison Foerster
- Sidley Austin
- Stoel Rives
- White & Case
- Wiley Rein
- Wilson Elser
Amazon’s Legal Department
Microsoft’s Legal Department
Accenture’s Legal Department
TriNet’s Legal Department
3M’s Legal Department
BMO’s Legal Department
American Express’ Legal Department
Barclays’ Compliance Group (US and UK)
Organizations that want to replenish their own talent pipeline with diverse and experienced high performers, while also developing and advancing the careers of returning women are encouraged to participate. Organizations can use the Fellowship as a cost-effective and low-risk method for filling current openings for experienced professionals.
With the end goal in mind – to increase the number of women in leadership roles – two supporting talent analyses are conducted at participating organizations to facilitate the success of the Fellowship.
(1) An assessment of the organization’s culture is conducted through a brief scientific survey – only 10-15 minutes per participant – similar to the ones used in corporate environments to hire and develop executive talent. The organization’s assessment results are analyzed by office, group, and other demographics to better understand the cultural similarities and differences that exist within the organization. These results, along with the organizational success traits, are used to guide the interview and matching process.
(2) High-performing women and men at the organization are interviewed to gather information on their success. Typically called a Bright Spot Study in social science, this analysis allows the organization to better understand why women and men in particular offices or groups are successful. The goal is to learn what contributes to their success so that those behaviors, skills, and approaches can be replicated in the Fellowship program and beyond at the organization.
Note: To cover the costs of the Fellowship matching process and talent analyses, there is a fee to participate in the Fellowship. Please contact Caren Ulrich Stacy for more details.
All Fellowship applicants are rigorously screened to assess their current experience, skills set, and desire to return to and advance in a law firm, legal department, or financial services firm. As part of the screening process, each applicant is expected to:
- Complete a battery of online skills, personality, and values assessments, which are similar to the hiring and development tools used in corporate environments;
- Take a writing assessment developed by leading writing authority Ross Guberman; and
- Participate in a behavioral interview conducted by a hiring expert.
Once the initial interview process is complete, a “Screening Scorecard” 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 determine who will receive a Fellowship offer.
Note: The fellows are employed and paid by the organization. It is the organization’s responsibility to perform any pre-hire and post-hire new employee protocols such as background and conflicts checks.
Yes. In exchange for an annual stipend (see ranges below) and benefits, which are paid by the organization, the fellow works full-time on complex projects and receives training, coaching, and ongoing feedback from the Fellowship and a designated advisor in their organization.
U.S. Fellowship Positions — $125,000 in larger organizations/markets, plus benefits; $85,000-$110,000 in smaller organizations/markets, plus benefits
U.K. Fellowship Positions — £70,000-£75,000 in most organizations, plus benefits
Australian Fellowship Positions — AU $80,000-$85,000 in most organizations, plus benefits
The fellow works on complex projects and receives ongoing feedback from a designated advisor. Projects range from independent research to direct client interface throughout the six-month or one-year program. 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 – such as business acumen and decision making – that are necessary for advancement in the organization.
To further benefit the fellows’ career advancement, they receive external support from experts in the legal and banking fields, including:
- Unlimited, free access to online continuing education courses through PLI;
- Training by experts in negotiations, leadership, oral advocacy, project management, and business development; and
- Counseling from experienced career coaches who work one-on-one with the fellows throughout the year to assist with their skill development and to prepare them for salary negotiations with future employers.
To ensure a successful Fellowship experience, the organization, the fellow, and the Fellowship Director are expected to share responsibility for the program as outlined below.
The organization will: (1) designate an advisor in the fellow’s department to serve as the main contact for work allocation and feedback, including providing the fellow with a performance review twice during the year; and (2) provide the fellow with a stipend and access to any internal training or career development activities during the six month or one-year program.
The fellow will: (1) monitor her own workload and track her progress towards gaining the success traits needed to add value to the organization and its clients; and (2) check in regularly with her advisor and any other team members she works with to obtain feedback on her work and skill development.
The Fellowship Director 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.
A fellow who does excellent work will conclude the Fellowship with a current professional reference that can be leveraged as she pursues her next endeavor. And, if a relevant position is available after the Fellowship year, the fellow will have an option to interview with the organization for a longer-term role in a particular group or office.
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 and banking professions 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 ranks.