You would have thought they would be state of the art, very organized.. they are.. NOT! - Anonymous employee Fragomen Employee Review

1.0
Jan 22, 2015
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Several people are wonderful but they are so as individuals, regardless of where they work. A good name to work for, but very niche.

Cons

There are several "problem people" at very high level, (read: Partner). Other Partners are very well aware of that and even comment on it but no one would dare challenge the system. This is to the expenses of the "regular workers" who, if happening to work for those partners, are basically doomed. Work-life balance is absolutely not good and yes, it is an American company but it operates worldwide and, as many US companies (and this one is not exempt), they want to use their same model/culture worldwide. The training provided is not consistent worldwide and you are pretty much left at your own mercy (or if you are lucky, you get someone willing to help, who had to go through the same hurdles before). It is a shame that I f someone makes a mistake or comment on the poor training/preparation given, no one would ever admit the issue and they will end up being blamed. Once you are in the "protected circle", then you are untouchable, just work like in a sweatshop for at least 5 years and you should be fine.

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5.0
Jun 26, 2026
Recommend
CEO approval
Business outlook

Pros

Good teams and support group that help each other.

Cons

Lots of corporate interference in every day work sometimes good sometimes bad.

2.0
Jun 25, 2026
Recommend
CEO approval
Business outlook

Pros

Decent overtime pay. I also had a decent training/onboarding experience, but this was not the norm.

Cons

Exploitative, 80+ hour work weeks, 2am messages from attorneys, burn-out model for paralegals and associates (scoop them up after BA or JD and overwork them until they quit), misrepresent case load during interview by 50% of total, low ceiling for non-attorney career advancement. Have an exit plan.

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