High Caseloads and low morale - Paralegal Fragomen Employee Review

2.0
16 Mar 2019
Recommend
CEO approval
Business outlook

Pros

Young environment with co-workers around 22-35, as they hire a lot of new grads during CAP. They provide snacks and meals during CAP season and other perks. They have a regular community outreach program that each team takes turns to lead.

Cons

Extremely high caseload, even if you're brand new with no experience. The expectations are high and working on the weekend may be a necessity just to get work done to meet deadlines. The work can be monotonous and boring, and with the high amount of cases with little oversight, this can lead to low morale. Training isn't great either. Pay is not competitive.

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Fragomen Response
7y
We're incredibly sorry you had this experience.For those of us on the HR side it is hard to hear. We acknowledge that Fragomen is a fast-paced, demanding, challenging environment, and we try not to sugar-coat that. We're the biggest and best immigration law firm in the world, and that means we're busy. But it certainly doesn't mean that we don't value our employees, the hard work they put in, and the sacrifices they make. We're constantly looking at ways to improve our benefits, work-life balance and general working environment. I'd love to hear more of your impressions (and those of any other current or former Fragomen employees that might feel the same way) as we work on making these changes. gwhyld@fragomen.com; Gary Whyld - Director of Worldwide Talent Acquisition

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5.0
26 Jun 2026
Recommend
CEO approval
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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
25 Jun 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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