October 30, 2017

O'Melveny reportedly threatened one of Harvey Weinstein's victims

       Someone sent me this New York Times link about O'Melveny's Dan Petrocelli. I do not know if it's true, but I wouldn't be surprised. Based on my observations -- the firm does not value laws that protect victims, and instead sees them as something to be gamed via maneuvering, intimidation, legal technicalities and/or forced confidentiality.

O'Melveny, sexual abuse, Dan Petrocelli

August 31, 2017

You had to pretend a lot

       This will probably be the last entry, as I've moved on. But I did want to share these remaining thoughts, in case someone went to the trouble of finding this blog to learn of another's experiences.

       I remember the first day I started at O'Melveny. I was excited to be there. The marble floors in the lobby glimmered, the wood furniture seemed warm and comfortable, the view from the 18th floor was beautiful, and the people seemed interesting. Fast forward five years and I disliked walking into the building. The industrial carpeting, the modular particleboard furniture, the boring and detached view though a window that needed to be cleaned, and everyone seemed to cope by being passive aggressive, bullies or just beaten down. It's interesting how you can view the exact same thing so differently. I spent some time trying to understand why my perspective changed. Sure, these experiences played a big role, but there was another minor thing. 

       It's no secret that O'Melveny works on a certain type of case. The Exxon Valdez oil spill. Enron. Trump University. Drug manufacturers accused of causing terrible injuries or birth defects. Mass torts, toxic torts and catastrophic torts. Healthcare fraud. Sexual assault, sexual harassment and employment discrimination. Workers deprived of overtime pay. Mass foreclosures. Banks defrauding customers, discriminating against customers or nickel-and-diming customers . . . I could go on and on. Some firms don't focus on such cases, but a niche of firms do. And that's fine; companies deserve a legal defense and it would be unethical to deprive them of one. When practicing law, I follow something I read early on -- lawyers aren't there to win but to help the court find the answer, whatever it is. 

       But what distinguished O'Melveny from this niche of firms was all the doth-protest-too-much marketing.

       You might have a dozen attorneys spend an hour packing lunch bags or backpacks, with a camera flashing. The same work could have been done by donating just one hour of one attorney's billing rate and hiring people at $30 an hour, but there's no photo opportunity in that. And you wouldn't dare make such a suggestion. You could get fired for that.
 
       Or I would hear its pro bono director David Lash talk about his impact on the firm's rankings and image. He brought in paper-pushing busy work to boost pro bono hours. For example, I spent a day at an inner-city church. Members of the community were told we would help them with traffic tickets, and there was a line outside of the church. They probably thought we would do real work. Lots of attorneys do traffic work, and they can get results. Perhaps we would also help them with other problems. But we were told to only enter their information into a public DMV website, to see if their ticket was eligible for government-granted amnesty. If it was, we wouldn't even follow up for them; we would tell them who to call and where to mail the check. And the pro bono director didn't do any of this worthless work. He just sat there watching; "managing" I guess. The people leaving that church must have thought we were a**holes for wasting their time. No, we were just accumulating pro bono hours to game rankings. (And by the way, if you're given such an assignment, I recommend you bring money so that you can give something of value; gas money, anything. I still remember the disappointed faces. They came there with hope, commuting to the church and waiting in line for hours for someone to help them. If I could have given each person I saw just $10, it would have made this experience a little less soul-sucking.) 

       Or he might bring in matters that got a lawyer argument time before an appeals court, or a press release. He also wrote a lot of articles -- really top-grade marketing. And the firm paid him well for all this. Rumor was he lived in a five million dollar house in Beverly Hills. I wondered how a person who was previously a director at a public interest organization, and who was now the head of a pro bono department . . . did he really suck that much money out of these programs? The rewards of giving. Or who knows; maybe he got the funds from somewhere else.

       The marketing pervaded the culture. I recall speaking with a partner about a class action in which plaintiffs sought meager compensation for an injury. She described herself as a "white knight" against the wicked plaintiff's lawyer and I agreed, while secretly wondering if she was crazy. But sometimes the truth seeped through. There was this one plaintiff's firm who partners disparaged and mocked. But when he filed a series of cases, the jubilation went from the partner's meeting to the lunch room to the halls. You could feel them salivating over the billable hours. On that day the plaintiff's lawyer was Santa Claus.  

       Or there was the firm's "commitment to public service," in which attorneys moved in and out of government positions. It sounds benign, until a very senior attorney tells you it's done so clients think you have special access to government officials. Or until a new entrant from the government flat out tells you they joined O'Melveny to "monetize" their government experience. I have never worked in government so I don't know if such favoritism or insider access exists. Hopefully this was all just marketing for gullible clients or self-delusion on the part of these attorneys.

       How do you deal with the cognitive dissonance? On the one hand, your job is to desperately search for any technically to deprive victims of compensation -- all the while funding some partner's greed. On the other hand, you have to listen to rhetoric about doing good. On the one hand, attorneys openly view government work as a means to profit. On the other hand, you have to pretend the firm has a commitment to public service. On the one hand, you work in the most white-privileged environment I had ever seen; one with a retaliatory culture that even forces new hires to sign away their rights. On the other hand, you have to pretend the firm has a commitment to diversity. I could handle the work and the prejudice. Companies deserve a legal defense and there are lots of racist places in the country. But constant disingenuousness grows tiresome. Fyodor was right.
omelveny, omm, pro bono, David Lash

o'melveny & myers


July 1, 2017

Vault tells minorities to join shrinking and demographically stagnant firms

       The website Vault ranked O'Melveny & Myers as the third best law firm for diversity

       Below is a chart from Vault's own database showing the percentage of white male equity partners at O'Melveny over the last decade, along with the same information for the industry as a whole. While the rest of the industry decreased this number from 80% to 75% -- O'Melveny was stuck at 80%. (Which is especially bad when you realize its starting class was always about one-third white male. Imagine the number of prejudiced decisions required to consistently turn a 33% white male population into an 80% white male population.) This performance gets you third place at Vault.

June 3, 2017

Don't complain about torture or discrimination to Bank of America's General Counsel David Leitch

       I received a few emails and phone calls in response to the prior post. Some shared similar experiences at O'Melveny -- situations where someone naively believed the marketing and stood up to unfair acts, only to be fired. One told me about how this happened to a friend, and how it was unforgettable because it left his once spry friend a "broken man" (I wasn't surprised as I saw a similar thing myself.) Others offered general sympathy and support.

       But would you believe the General Counsel of Bank of America bothered to write? I applied for a job at his organization, and he emailed to say he wouldn't help because Brian Boyle was his friend. He couldn't just quietly blacklist me. He had to make sure I knew that it was a consequence of criticizing his friend. But shouldn't lawyers be allowed to criticize torture? And Mr. David Leitch holds a diversity role at Bank of America. Shouldn't he listen to the full story before siding with friends? Is that how the bank handles all complaints, by prejudging them? The next day O'Melveny sent that baseless but threatening letter, suggesting Mr. Leitch was involved in that too. Whatever. I ignored it all and had no intention of writing about any of this until a month later -- when Bank of America's Diversity and Inclusion Business Council actually gave O'Melveny & Myers its annual diversity award

       In trying to make sense of this sequence, I discovered that Mr. Leitch was a top lawyer in the Bush Administration during the torture memo period. According to these three websites, another key person on the bank's diversity council is Lani Quarmby -- who also worked in the Bush Administration during the torture memo period. She left that job exactly when Brian Boyle left -- to follow Mr. Boyle to O'Melveny. (And Brian's group has lots of such connections. Another partner in his group, Greg Jacob, who also seems to like Guantanamo, worked in the Office of Legal Counsel when it issued the torture memos. Yet another partner in his group, Danielle Oakley, worked for Jay Bybee, the person who signed the torture memos.) 

       It's disheartening to see social and regulatory pressures create such disingenuous diversity efforts. According to the site above, the third key person on the bank's diversity council is Amy Littman. She started her career advocating for companies accused of mistreating employees. In contrast, there are people who devote their lives to advocating for diversity -- but they will never get such jobs because their sincerity disqualifies them. If discrimination is so ingrained in your business that the EEOC regularly sues you, build a proper diversity group.
David G. Leitch Bank of America, Amy Littman, Lany Quarmby, Bank of America diversity, Bank of America human resources

 

April 21, 2017

O'Melveny's threatening letter

       Their General Counsel Martin Checov sent me a letter on April 18. The letter does not comment on torture, their deficient human resources department, or their retaliation against employees who complain. And it does not contain an apology. 

       Instead, they observe me networking for a job and accuse me of stealing these people's contact information from O'Melveny. They threatened legal action if I did not confess and return the data by April 24. They apparently contrived what would technically be a crime in an attempt to harm my life. I replied immediately and reminded them that they have absolutely no digital evidence for their accusation (I wouldn't even know where to find such a list in their systems, never mind downloading it), and I listed the public sources I had used.

       They also accused me of making "false statements," and I asked them to identify any false statement on this website.

       Martin Checov and Director of Human Resources Stephanie Bradshaw called me on April 20. They asked me to take this site down. I refused; if this site existed five years ago I may have found it and avoided a mess. But to ease a frightening situation, I gave them the opportunity to do the right thing, by offering to be retroactively reinstated into a group willing to work with someone who protested retaliation and torture -- if one exists anywhere in the firm (it doesn't). And I again asked them to identify false statements on the site.

       [Addendum: To answer a question, I never asked O'Melveny for money. This website was not published for money; it was published to inform. The only possible exception might be the offer above to be retroactively reinstated, which would result in a salary, but that offer was not made for money. If I merely wanted money, I could have likely gotten it by hiring an employment lawyer and sending a private letter instead of creating this website.]



March 10, 2017

O'Melveny, torture, and mandatory arbitration and nondisclosure agreements


       On April 30th, 2015, after three years with this firm during which I received nothing but praise from others -- I told Brian Boyle that I did not want to work with someone who, among other things, had made an anti-Muslim comment. Brian's first response a few days later was to tell me he would terminate me. He then started winding down my work, making it clear that he was serious. I thought this was illegal under employment law, but I accepted it and prepared to move on. Anti-Muslim comments were not that unusual, and I didn't want to waste my time and energy fighting to stay somewhere I wasn't wanted.

       But this changed when I discovered his past. Brian used to be a Guantanamo Bay torture attorney who made statements so cruel they would make Dick Cheney or John Yoo give pause. He also reportedly lied to a federal court. It was no wonder he responded to me as he did. I felt I should try to stand up to him. So I asked for help from the firm's diversity group, reaching out to Leader of Diversity and Inclusion Mary Ellen Connerty and Diversity and Inclusion Partner Walter Dellinger. I provided a detailed chronology of events, and wrote the memo below. O'Melveny always marketed its diversity efforts, its annual "diversity days" and its diversity committees. They would help me. They would do something about this.

Date:   July 13, 2015
To:      O'Melveny & Myers LLP [Director of Human Resources Stacie Straw]
Re:      Chair of the Financial Services practice

       Please note that the purpose of this communication is to express a negative statement. Please accept my apologies in advance for this unpleasant letter.

       According to the articles below, in 2004, as lead attorney charged with defending the Guantanamo Bay detentions, Brian Boyle unequivocally told a federal court that there was nothing "remotely like torture" at Guantanamo Bay (It is now publicly acknowledged that there was torture and detainment of people who had no real connection to the war; in fact, the since-repudiated government memos authorizing such torture were written back in 2002.[1]) Brian also told the court that information gained via torture is admissible evidence. Further, he said that any person, with any inadvertent connection to the war, could be captured anywhere in the world and sent to Guantanamo. For example, an “old lady in Switzerland” could be captured and sent to Guantanamo if she donated money to an orphan charity that, unbeknownst to her, turned out to be connected to the Taliban. A teacher in London could be captured and sent to Guantanamo if one of his students turned out to be part of a family that had a connection to the Taliban.

       Brian's statements are not limited to court proceedings; they are his personal views. For example, he spoke in 2005 on The Diane Rehm Show. In this interview, he criticized the Geneva Convention's protections, stating, "this can't be Marquess of Queensberry [the rules for boxing matches]. The interrogation techniques that are permitted with respect to Geneva POWs are exceedingly limited. And I think there is no reason therefore to apply to protections of Geneva" to Guantanamo detainees. He also criticized his debate opponent’s "habeas litigation" because it was "having undesirable consequences on the performance of the mission at Guantanamo, undesirable consequences for the gathering of additional intelligence from the detainees down there . . .."

       Please allow me to provide an example, to explain why this issue is important. I am currently litigating in the Iranian civil and criminal courts to recover properties that were embezzled from my late murdered father (and please note I have specific permission from the U.S. Treasury's Office of Foreign Assets Control). In this effort, I have encountered viciousness, threats and attempts to use anti-Americanism against me. But I also encountered idealistic people who believe in the rule of law in Iran, even if it benefits an American. There are different kinds of attorneys and judges in the world – some promote civility and the rule of law; others use their position to create a more corrupt and lawless world.

       As lead attorney with the power to supervise Guantanamo Bay, Brian was put in a historic position. He could have used his authority to protect the rule of law, and the idealism that our country creates. Instead, he argued that the United States should be as lawless, arbitrary and brutal as any despotic regime.

       In my opinion, this history shows that Brian might not use authority in an honest and responsible manner. In addition, Brian seems to dehumanize people, particularly people with a connection to Islam. I suspect that dishonest use of pretext and dehumanization manifested in his interactions with me, as detailed in the e-mail of July 3. But regardless of his interactions with me, for the above reasons, I do not believe he should be given management authority at a firm with the standards of O'Melveny & Myers.

[1] For background, see Jens David Ohlin, The Torture Lawyers, 51 Harv. Int'l L.J. 193 (2010) or Michael P. Scharf, The Torture Lawyers, 20 Duke J. Comp. & Int'l L. 389 (2010).  

       I waited, but human resources never contacted me. Instead, they suddenly shipped me to St. Louis to sit with Brian in a litigation war room. This was not a coincidence; in the past three years I had never worked with Brian, or in this matter's area of law, until this case. I was surprised by this turn of events, but what could I do? It was either go, stay quiet and hope for the best -- or quit.

       Then they sicced Adam Karr on me, a litigator who defends employers accused of discrimination. His first question was whether I wanted to drop the complaint, and he then made it clear via browbeating that I should keep quiet ("I'm not an ombudsman I'm an attorney for the firm." "I don't have to answer that I'm not responding to a subpoena." "I hope I don't hear from you again. You'll be an employee with a pattern of complaining." "It seems like you don't want to work here." [These may not be word-for-word accurate quotes as I'm going from memory, but they're very close.])

       After that I was moved into Brian's subgroup even though it was outside of my area of expertise. They worked on ERISA matters, whereas I previously worked on bank regulatory and consumer finance law. In his subgroup, I was treated like a persona non grata and told my career and compensation were at a dead end.
I repeatedly told Adam Karr that the situation was bizarre and uncomfortable, but was ignored each time. Again, what could I do other than quit? 

       I tried to stay positive, but feelings of apprehension started to linger. My office was on the floor where they tell employers how to legally get rid of complaining employees, and where they defend schools accused of allowing rape and other sexual misconduct. Almost every day I overheard such machinations against victims, and I empathized with them. As I was learning, the law doesn't really protect victims, because it's easy to game. Sometimes things got so bad that I would wake up in the middle of the night with feelings of dread and panic. This had never happened to me before. Curious for another perspective, I spent thousands of dollars on therapy, where I was constantly told that my feelings were a natural consequence of being in a terrible situation, and that the only solution was to leave the firm.

       Eventually things came to a head. During my February 27 review I glanced at the document to see it describe me as "timely," "helpful," "excellent and enthusiastic," "always prompt," "consistent," "engaged," thorough," "accura[te]," "quick," "a great resource," "hardworking," and "an asset to the firm," with a "knack for connecting complex issues." 

       Then I looked at the next page to see there wasn't a dollar of raise or promotion. I wasn't surprised; although I made one-fifteenth of the average partner's 2016 income of $2 million, worked a grueling schedule and consistently received good reviews from others -- Brian was the ultimate decider of such things. He hadn't given me a raise or promotion in five years, so why would this year be any different? Brian asked if I saw the tear sheet that lists the raise or promotion. Yes, saw it. He then spent about 10 seconds showing how his outstretched arms could reach from one side of my unusually small office to the other, while his junior partner cackled. I guess they were mocking my low "status" within the firm. 

       This junior partner, Catalina Vergara, was superficially nice but someone I learned to avoid. When I was forced into Brian's group, I moved my office to her floor. She was the only partner from Brian's group who was in the Los Angeles office. She also marketed herself as an underprivileged Latina and champion of diversity, which sounded promising. I thought perhaps I could work with her. No, she was by far the most hostile partner in the group. I guess like Adam Karr, she was trying to show the senior partners that she would teach me a lesson. Once she flat out said something like, "because everyone's against you." What do you do in a moment like that? I walked away and pretended not to hear her. Later, I learned that associates mocked her claimed Latina status, as she came from well-off European ancestry. This was O'Melveny: disingenuous and avaricious people sitting around hoping to make millions off of victims' misery -- victims abused and injured far worse than me. Why would they treat me any differently than the people they litigated against?

       Next, another of Brian's junior partners, Greg Jacob, stepped in. Mr. Jacob wanted to sell a small project to a mid-sized energy company, but they wouldn't grant the firm a prospective conflict waiver. This was a problem for Randy Oppenheimer, who was constantly trying to sell work to Chevron and Exxon. He was worried that Mr. Jacob's small project would conflict with his possible future representation of those companies. So they decided to use google searches to resolve this concern. I was asked to do a google search of two company names, and then read pages of search results looking for a website that suggested a conflict. I was to do this 140 times, as there were 140 combinations of subsidiariesThis was a futile task; this process had no chance of finding all potential conflicts. And this at a firm with a history of conflict of interest issues. But the firm's general counsel Martin Checov and Jillian Weinstein were copied on the email, so I assume they signed off on this approach.  

       I called around to see if the library or conflicts group could help, but they both refused. They had turned this task down before it was assigned to me. I was now being given senseless tasks that the administrators could refuse. I don't know if Mr. Jacob was doing this to mess with me for his friend Brian, or because it was an atrociously run organization. It didn't really matter. I couldn't continue this for another year. So I gave up, told them I would quit as soon as I found another job and criticized the handling of my 2015 complaint. I expected them to just let me move on quietly. No, even that was asking too much. The next day, after finishing a task, I checked my email to see Brian had terminated me suddenly with no severance or transition assistance, and certainly no references. 

       This brings me to the reason why I made this website. Before getting there, let me summarize what happened: I told Brian Boyle that I didn't want to work with someone who made an anti-Muslim comment, and in response he said he'd fire me. After learning about Mr. Boyle's background, I complained to the Director of Human Resources, Stacie Straw, their diversity manager, Mary Ellen Connerty, and their diversity partner, Walter Dellinger, a man who publicly claims to be of ethics. Their response was to move me directly under Brian, and let him and his team make my life difficult for a year until I quit. Well that was easy. Why does any employer worry about discrimination law? If someone complains, just fire them, and if they try to assert their legal rights, mess with them until they quit.

       Actually, it might not be that easy outside of O'Melveny. You see, one reason O'Melveny is able to respond to complaints in the manner above, is that they force employees to sign away their rights. To work at O'Melveny, you must sign this document (pp. one, two, three, four, five). It states that victims of "discrimination or sexual harassment" cannot go to court, and they cannot talk about what happened. They have to use O'Melveny's confidential dispute resolution process -- a process that gets you the treatment above. Three courts, including the Ninth Circuit, have called this document "unconscionable" (cases one, two and three) -- but O'Melveny still forces its employees to sign it. I think the main reason they use it is the confidentiality clause. Victim silence is key.

       I hope this site helps protect others.

       Thank you for granting me the dignity of reading my post, and God bless. (And if you're wondering, I've felt fine, wonderful even, since leaving.)


       [Addendum: In June of 2018, O'Melveny reportedly stopped forcing employees to sign the mandatory arbitration and nondisclosure document, after a campaign by law students.] 

       [Second addendum: In July of 2018, Corporate Counsel reported that the aforementioned Adam Karr did a sham investigation of sexual abuse at Lionsgate.]



o'melveny & myers
The following is a public list of O'Melveny & Myers's attorneys and managers provided in the hopes that if they discriminate against you (or are themselves discriminated against) -- this site is found and read before anyone hurts themselves by complaining to the diversity group or human resources. Billy Abbott, Adam Ackerman, Sloane Ackerman, Ganiatu Afolabi, Enoch Ajayi, Timur Akman-Duffy, Brooke Alger, L. Nicole Allan, Tad Allan, David Almeling, Talia Alsalam, Kristin Alvarado, Brandon Amash, Eric Amdursky, Nima Amini, Alexander Anderson, John Anaipakos, Brian Anderson, Sean Andrews, Michael Antalics, antitrust, Damilola Arowolaju, Britny Arianpour, Elizabeth Arias, Laura Aronsson, Jordan Peter Ascher, Danny Ashby, Thasos Athens, Emily Atwater, Lindsay Hersh Autz, Lauren Averill, Allison Bader, Joanne Bae, Seth Baglin, Aly Bailey, Caitlin Bair, bankruptcy, Alan Bao, Jeffrey Barker, Shannon Barrett, George Bashour, Jeff Baxter, Tom Baxter, Jenn Beard, Will Becker, Andrew Bednark, Jacob Beiswenger, EJ Benjamin, Stevan Bennett, Brad Berg, Kurt Berney, Jan Birtwell, Alice Bishop, Alicja Biskupska-Haas, Hope Blain, Lee Blalack, Robert Blashek, Craig Bloom, Elizabeth Bock, Christopher Todd Boes, T. Hale Boggs, Marie Bonitatibus, Julia Bonnell, annual bonus, winter bonus, Daniel Bookin, Caitlin Boucher, Chris Bowman, Jim Bowman, Brian Boyle, Ben Bradshaw, Peter Breckheimer, Jessica Brent, Drew Breuder, Denis Brock, Steve Brody, Brian Brooks, Patrick Brophy, Daniel Brovman, Kurt Brown, Brussels, Greyson Bryan, Julian Buff, William Buffaloe, Sharon Bunzel, Christopher Burke, omm, Laura Burson, Allen Burton, Kyla Butler, Jamie Butts, Brad Butwin, managing partner, Courtney Byrd, James Byrd, Emma Byrd, omm, Natalie Camastra, Kate Camp, Gregory Campbell, Eamonn Campbell, Ryne Cannon, Daniel Cantor, capital markets, Jen Cardelus, O'Melveny careers, David Cartwright, Lauren Casale, Christopher Cash, Melissa Cassel, Gabe Castillo Laughton, Cailey Cavanaugh, Riccardo Celli, Century City, Jacob Chambers, chambers, Winston Chang, Hannah Chanoine, Kelsey Chandrasoma, omm, Martin Checov, Penny Chen, Jae Wan Chi, Junaid Chida, Apalla Chopra, Ike Chidi, Ann Marie Choy, Brophy Christensen, Rachel Chung, Andrew Churchill, Ryan Cicero, class action, Matt Close, Salvatore Cocchiaro, David Cohen, Jasmin Cohen, Cason Cole, Katie Coleman, Gregory Comeau, Lindsay Conner, Brian Cook, Matthew Cook, Sally Cook, Ryan Coombs, Daniel Cooper, Kristin Cope, Connor Corbitt, Mikaela Cordasco, corporate, Alli Counton, Brian Covotta, Amber Covucci, Matt Cowan, Christian Coyne, Bruce Crawford, Spencer Crawford, Kurt Cronican, Arthur Culvahouse, Shelby Cummings, Mario Cuttone, Peter D'Agostino, Justine Daniels, Laurie Davis, Kevin Day, David Deaton, Zachary Dekel, Chris Del Rosso, Luly Del Pozo, Katie DeMallie, George Demos, Jorge deNeve, Rita Deng, Jack Derewicz, Maria DiConza, Harout Dimijian, o'melveny dc, Andrew Dolak, Kelly Donahue, Michelle Dong, Tom Donilon, Scott Drake, Cody Dreibelbis, Emma Drysdale, Elizabeth Dubeck, Terrence Dugan, George Duncan, Hannah Dunham, Timothy Durst, Courtney Dyer, Michelle Earley, Mark Easton, David Eberhart, Molly Edgar, Randall Edwards, Houman Ehsan, Austin Elder, Elizabeth Evans, Rebecca Evans, Tim Evans, Aoife Fahy, Nadia Farjood, Kaitie Farrell, Alexis Fasig, Kevin Feder, Marc Feinstein, Vince Ferrito, Danielle Feuer, Ben Finger, Tim Fink, Brad Finkelstein, omm, Jeffrey Fisher, Louis Fisher, Robert Fisher, Berit Grace Fitzsimmons, Alaina Flores, Jessica Fluehr, Jody Forchheimer, Nessa Forman, Abby Formella, David Foster, Jason Fountain, Brittany Fowler, Jeffrey Fowler, Warren Fox, Andrew Frackman, Kelsey French, Peter Friedman, Stephanie Fung, Ross Galin, Nate Gallon, Helen Galloway, Sam Galvan, Meredith Garagiola, Indiana Garcia, Chani Gatto-Bradshaw, Nidhi Geevarghese, omm, Andrew Geist, Ke Geng, Carly Gibbs, Craig Gibson, Grant Gibson, Eleanor Gilbert, Jared Ginsburg, Becky Girolamo, glassdoor O'Melveny, Scott Gleason, Leah Godesky, Jenya Godina, Richard Goetz, Ashwin Gokhale, omm, Mia Gonzalez, Joshua Goode, Jeffrey Gordon, Laura Gore, Brittany Gorin, Katie Gosewehr, Kathleen Gould, Robert Graffum, Anwar Graves, Stephen Gray, Charlie Greenberg, Zach Greenberg, Robert Gregory, Eli Grossman, Kyle Grossman, Steven Grossman, Anna Guida, Nicki Guivatchian, Keith Guo, Allan Gustin, Maria Benites Gutierrez, Tae Ha, Ben Haber, Adam Haberkorn, Jonathan Hacker, Benjamin Hallmark, Emilie Hamilton, Michael Hamilton, Jason Han, Kelvin Han, Jeffrey Hang, Kayla Haran, Paige Hardy, Victoria Hargis, James Harrigan, Clint Harris, Landon Harris, Olivia Hartjen, Andi Hasaj, Gillian Hawley, Jaroslaw Hawrylewicz, Mark Hayden, Arthur Hazlitt, Keren He, Sabrina He, Timothy Heafner, healthcare, Simon Hedlin, Carl Erik Heiberg, Howard Heiss, Andrew Hellman, Nick Hendrix, Aaron Henson, Pete Herrick, Shelly Heyduk, Sarah Higgins, Evan Hindman, Matthew Hinker, Danny Hirsch, Katy Ho, Sarah Hoffner, Jeff Hoffner, Caitlin Hogan, Chris Hollinger, Paul Holton, Alison Holtzman, Caitlyn Holuta, Qianru Hong, Hong Kong, Sean Horan, Phenia Hovsepyan, James Howard, Susannah Howard, Qianyu Hu, Stella Hu, Jingwei Huang, John Hubbard, Kieran 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