Pros
• There is unlimited PTO. This is an awesome benefit, and it really does allow you to do some fun things in ways that simply aren’t possible with traditional companies that provide a certain number of days of PTO. • Work from home! No dress code, no commuting. • There is a generous home office stipend, and they encourage you to get creative with it. They also allow you to use your work computer for personal things, so nice if you don’t have a personal computer. • Flexible work hours! If something comes up, it’s usually pretty achievable to adjust your work hours to accommodate. • A company with a purpose that really is making a difference to the industry and to people’s lives. • Literally working with custom and cutting-edge AI tech every single day. • A startup atmosphere means a fun, underdog company-wide mentality, and it’s exciting times as the company grows and looks to the future.
Cons
• Long hours, all the time. An average day is not the 8 to 5. Very customary to work 10 to 12 hour. • Weekend work is required. Not officially, but it is very difficult to complete the rigorous demand writing production schedule without it. Especially if you are in leadership, the weekend work is just part of the job. Every weekend there’s somebody posting demands in the legal ops review channel. • Quotas are high and arguably mostly unrealistic if you are asking people to only work 5 days a week. Every Legal Operations teammate has a weekly quota of demands that you are required to hit each month. This wouldn’t be a problem, except that the quota is currently set at an unrealistically high number. It’s extremely difficult to hit this quota without putting in overtime. • Management is going to raise the already arguably unrealistic quotas. There is widespread discontent over this. At some point, humans just burn out. • Legal Ops leadership at times unintentionally gaslights you into thinking that the quotas should attainable within a 5-day work week and that you’re just not working smart enough or correctly if you don’t meet them. Leadership seems to overestimate the efficiency of the tools they give us (AI features, etc.). • Very experienced personal injury professionals join and struggle to adjust to Evenup's very specific way of wording demands and structuring them. • The scoring system by which your weekly demand quota is measured is completely unequitable. The scoring system does not reflect the difficulty and complexity of the demand. For example, 3000 pages of medical records are worth only twice as many points as 500 pages of medical records, despite being six times the length. Another example: A demand reviewer will get the same amount of points whether they review a 20 page or a 60 page demand. Those two things are drastically different! If you are so unlucky to get given a demand with 8, 9, or 10,000 pages of medical records, your work is not properly compensated with the amount of points you should be given • Another review mentioned how your case selection has a big, unmanaged and unaccounted for impact on your productivity. That is very true. Team leads attempt to provide each person with an equitable quantity of complex and easy demands, but there is no way to ensure fairness. 400 pages of medical records for a demand may be more complicated and time-consuming than a 1,000 pages of medical records for a demand. The scoring system for demands just does not recognize this variability and you can end up pouring yourself into a crazy demand just to get a few tepid points and look like you didn’t contribute. Leadership does acknowledge this problem verbally, but it is not reflected in the scoring system or tracked in a meaningful way. it is of little comfort to legal ops writers because we have to trust that leadership isn’t holding lower production numbers against you, and secretly thinking that you are just making excuses when you struggle with your production.