Edgeworth Economics is an economic and quantitative consulting firm. They specialize in antitrust, class certification, intellectual property, and labor and employment. Their in-house economists provide solutions to their clients that are rooted in the rigorous application of economic principles and hard data.

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Major Departments/Practice Areas

Antitrust & Competition...


Major Office Locations

Washington, D.C. (HQ)...


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Firsthand Findings

 In recent years, Edgeworth has carved out a nice spot for itself in a competitive corner of the consulting industry, and the firm has been growing at a steady clip. As such, it represents a solid opportunity for anyone interested in economic and litigation consulting to start a career and become grounded in the fundamentals of the industry.

Insiders are generally positive about life at the firm and its outlook for the foreseeable future. Indeed, the company seems to have no shortage of engagements at present—a fact that tends to be supported in this industry (as in this case) by references to long hours in our survey responses. Occasional work-life balance issues aside, however, Edgeworth’s employees report very few issues with life at the company. Definite...

About the Company

Edgeworth Economics is an economic and quantitative consulting firm that provides economic analysis and expert testimony for clients facing complex litigation, regulatory, and other challenges involving antitrust, class certification, intellectual property, and labor and employment. Edgeworth’s expert economists, statisticians, data analysts, and other professionals assist clients with innovative solutions rooted in the rigorous application of economic principles and hard data. Organizations including leading law firms, Fortune 500 companies, and government agencies in North America and China rely on Edgeworth Economics to help them navigate through their most critical legal disputes and other challenges. 

Operating out of offices in Washington, DC, Pasadena, San Francisco, and Toronto, the firm is led by Co-founder Dr. John H. ...

Employee Reviews

  • “Collaboration is our strength. People are willing to help each other and management is very effective and responsive. It is the opposite of a big corporate.”
  • “Edgeworth is a good starting point for people who want to learn the discipline and craft of efficiently handling, managing, and analyzing data.”
  • “Edgeworth is still young and growing. It might not be the biggest name in the consulting field, but there is a lot of room to grow. The smaller office provides a collaborative culture where colleagues are friendly and supportive of each other. Management is great.”
  • “I can't speak directly to other consulting companies, but if you want to be challenged intellectually, learn a lot, and work in a very fun collaborative culture on high stakes economic matters, this is for you. This is not a job for people who want to punch a clock and do the same type of work each day. Almost every case is different and has a different set of problems to figure out. This means it can be challenging, but also quite enjoyable and stimulating.”
  • “Make sure you understand the difference between management consulting, which is done in a business context, and economic consulting, which is primarily legal work. We spend a lot of time and effort getting calculations to match up to 0.00001% precision, something that is useless in a business context but imperative (for some reason) in litigation.”
  • “The consulting profession is demanding, but the culture and the ability to learn from multiple colleagues at all levels of the organization are rewarding.”
  • “Depends heavily on managers. A small subset value work-life balance and promote a healthy lifestyle, majority do not and pay no attention to how many hours consultants work. There is a lot of wasted time because revenue is generated from ‘billable’ hours.”
  • “I wish there were more opportunities for travel and variety. Sometimes the desk-job life becomes a bit boring.”
  • “Long hours are inevitable but the camaraderie and great compensation (comp days) make up for it. As long as the vacation doesn’t overlap with serious deadlines, it is very easy to take time off.”
  • “People and culture are the best part of Edgeworth. Unpredictable hours is the most tough to deal with.”
  • “Schedule is heavily project based, so towards the deadline the employees are expected to work extensive long hours.”
  • “The best aspects of the firm's quality of life are the comp days after deadlines which allow time to decompress, the adequate vacation time, and the flexibility from managers who are generally understanding when things come up. The worst part are the hours, which can be hard to manage near deadlines, and hours can be unpredictable.”
  • “The environment is not at all a threatening or toxic one. The company is still catching up to its rapid growth in terms of creating formal feedback channels and the opportunity to review one's managers, but those changes are happening. The company is open to these ideas, it's just a matter of time.”
  • “Compensation and benefits are competitive, and bonuses reward consultants for their accomplishments and hours worked. The firm provides "quarterly surprises" (which actually seem to occur 2-3x per year), such as trips to wineries, sporting events, escape rooms, etc., which are really enjoyable social outings.”
  • “Compensation is fairly competitive, but bonus policies could be communicated better to new hires. HR routinely quotes variable compensation of ‘up to 40%’, but this is far from the bonus provided. It would be better to provide more transparency on actual bonus practices.”
  • “I like having the gym in the office, and having lunches catered on Wednesdays. Generous snack and coffee availability are also a big plus.”
  • “Improvement can be done on a more clearly-communicated salary progression.”
  • “Company offers initial training, on job training, continuing ‘brown bag’ style training, and additional resources. Also reimbursement for outside classes, when relevant to the position, including, in some cases, full course, Master's Degrees (e.g. in Data Science) and MBAs.”
  • “Edgeworth has a strong series of training programs for new hires, beginning with a week-long New Employee Orientation (in Washington DC) and followed by presentations on technical skills (e.g. STATA, Excel) and other skills/information (e.g. research methods, introduction to economic consulting). Edgeworth additionally provides regular presentations on various topics available to all consultants. The promotion processes are not communicated very clearly, but seem fair and to be determined based on merit and effort. The work can be extremely challenging and demanding, which provides ample opportunity to learn and grow professionally.”
  • “Edgeworth is one of the rare economic consulting firms that allows continual advancement without a PhD.”
  • “I think the firm has been making an effort to offer training opportunities. For example, managers have a leadership training scheduled for this summer. However, I would appreciate more training related to coding such as Python and R.”
  • “Promotions are based on merit, and the number of internal promotions made is a promising sign of employee development. There are a number of internal training opportunities offered. In the coming months, it would also be helpful to conduct trainings led by external speakers or companies.”
  • “Edgeworth hires employees that are driven and motivated to succeed. Once you have worked with a partner at the firm for a significant period, you can be well rewarded for work through leadership opportunities and compensation, largely due to partner advocacy for specific employees.”
  • “Edgeworth provides certain benefits of a small office, including a strong culture and frequent interactions between the junior staff and the partners/experts. Quality expectations are high and the level of rigor of the analyses appears largely superior to that of other economic consulting firms. Leadership is smart, knowledgeable, and experienced. Morale can sometimes be low during busy periods.”
  • “I think the company is in good hands. As long as it continues to seek improvement, the industry is a cash cow. Create opportunities for employees to review their managers! The company keeps growing, it's a process that should be formalized.”
  • “Firm continues to grow very quickly on the strength of its results.”

Getting Hired Here

  • “A typical full-round interview includes initial HR resume screening, phone interview with an HR person and a consultant, on-site interviews with several consultants/partners which includes a case interview. The decision is made after the debrief with all the people involved. The ideal candidate should have experience with data/quantitative analysis, be detail-oriented, would like to take initiatives, and has good communication skills.”
  • “First round on campus or phone, second round super day in the office. We are looking for candidates who excel at critical thinking and are skilled at solving problems with their qualitative and quantitative skills.”
  • “The interview process focuses on determining a candidate's interest in economic consulting, quantitative and research proficiency, and culture fit. An ideal candidate has a strong background in economics and is detail-oriented, patient, internally driven to perform at a high level, good at working with others, positive, excels at thinking through complex problems, and technically proficient.”
  • “We seek people who are positive, team-oriented, and also curious about new markets. People who are good at seeing different markets through the lens of a clear and industry-agnostic economic model are also very valuable.”
  • “When a great candidate is interviewed, a decision on an offer may be made that same day.”
  • “Describe your research/teamwork experience.”
  • “Explain a regression analysis in layman's terms; how would you define a licensee's maximum willingness to pay in light of a design-around option.”
  • “Interview questions range from typical interview questions to more technical questions about prior research and programming skills. Case studies consist of going through a hypothetical case.”
  • “We might ask about research projects one has worked on, and ask people to walk through the process of running a regression, using non-technical language. We also have a case that we have a candidate solve in the final round, which makes use of the economic techniques that we use in our day-to-day work.”
  • “Why are you interested in economic consulting?”

Perks & Benefits