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Legal Jobs

Securities Counsel

An asset management firm is looking for a qualified and experienced securities counsel to join their legal team and advise them on various aspects of securities law and regulation. You will be responsible for ensuring compliance with federal and state securities laws, rules and regulations, as well as providing legal support on securities offerings, disclosures, filings, transactions, litigation and enforcement matters. Responsibilities: Provide legal advice and guidance on securities law and regulation, including the Investment Advisers Act, the Investment Company Act, the Securities Act, the Exchange Act, the Dodd-Frank Act, FINRA rules and other applicable laws and regulations. Draft, review and negotiate various securities-related documents and agreements, such as registration statements, prospectuses, offering memoranda, subscription agreements, shareholder agreements, disclosure documents, SEC filings and reports, etc. Assist with the preparation and review of periodic and current reports, proxy statements, shareholder communications and other disclosure materials. Monitor and advise on regulatory developments, industry trends and best practices relating to securities law and regulation. Coordinate with internal and external stakeholders, such as business units, senior management, auditors, regulators, investors, brokers, underwriters, counsel and other service providers. Manage and oversee securities-related litigation and enforcement matters, including responding to inquiries, investigations and subpoenas from the SEC, FINRA and other regulators or authorities. Conduct securities law training and education for employees and management. Perform other duties as assigned by the General Counsel or senior management.

US$150000 - US$180000 per annum
United States of America
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Assistant General Counsel

A Top Research Hosptial is looking to add an Assistant General Counsel to their Legal Team. The role will report to the Chielf Legal Officer, and have high visability within the organization. This is an incredibly exciting growth opportunity to transition in-house early in your career. The role will be responsible for: Drafting and negotiating real estate leases, vendor agreements, thrid party, supply, and distribution agreements. Advising on matters related to HIPAA, Stark Law, AKS and False Claims Act. Advises on real estate and commercial matters. Qualifications: JD from ABA Accredited Law School. 3 years of expeirence directly with healthcare and real estate. Top Law Firm Expeirence.

£230000 - £230001 per annum
New York
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VP Securities Counsel - Remote

The role will primarily be responsible for working with SEC reporting to draft proxy statements and advise on disclosure issues, drafting portions of SEC filings such as 10Qs, 10Ks, 8Ks, etc., managing NYSE compliance, as well as supporting the Corporate Secretary function including tasks such as subsidiary management and preparing board meetings, along with counsel on general corporate governance matters (vendor contracts, etc). The firm is ideally looking for candidates with a mix of experience both at a major law firm and in-house, covering SEC reporting and overall corporate securities work. This candidate must have a law degree from an ABA accredited law school and eligible for admission as in-house counsel in the state of Nevada. A deep understanding of how SEC regulations apply to public companies is required given the nature of the work. Responsibilities: Assist with the preparation of periodic SEC filings (10Ks, 10Qs, 8Ks, proxy statements, etc). Drafting Proxy and advising on disclosure issues Ensuring NYSE compliance with '34 Act requirements Support the corporate secretary function involving assisting with preparation for board and committee meetings Oversee subsidiary management Other general corporate governance work as dependent on needs and specific skillset Qualifications: At least 3-5+ years of relevant corporate securities experience, ideally a mix of both in-house (ideally a public company) and law firm Law degree from an ABA accredited law school and eligible for admission as in-house counsel in the state of Nevada Strong understanding of how SEC regulations apply to public companies

US$175000 - US$215000 per annum
Reno
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Charges Attorney

Company Summary: A global leader in labor and employment law is seeking an experienced L&E Attorney to join their team. Your role will involve defending administrative agency charges and demand letters for clients. *Must have at least 5 years of experience with EEOC charges. Job Responsibilities: Draft persuasive position statements in response to agency charges. Represent clients in settlement negotiations and remote mediations. Respond promptly to agency requests for information. Expectations: Proven experience with federal and state administrative agency charges- at least 5 years. Familiarity with EEOC charge responses. Strong skills in position statement drafting and representation. Excellent time management for meeting deadlines. Benefits/Perks: Flexible schedule with reduced billable hours. Comprehensive health, dental, and vision plans for employees and families. Unlimited paid time off (PTO). Fully remote.

Negotiable
United States of America
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VP, Registered Funds Counsel - Elite Investment Management Firm

VP, Registered Funds Counsel - Elite Investment Management Firm An elite Global Investment Management Firm is seeking a Vice President, Counsel to join its Legal and Compliance Department in their New York City office. This is a growth hire for the firm and this individual will be a key point of contact advising the business on the launch of newly registered fund products. In addition, the Vice President, Counsel will provide regulatory and reporting support under the '40 Act and '34 Act and assist with other legal matters across the Global Investment Management Firm's business verticals. Key Responsibilities: Support the launch of newly registered fund products such as closed-end, interval funds, BDCs etc. Draft fund formation documents, complete regulatory filings and negotiate agreements with key service providers. Support corporate governance and reporting obligations across the firm's registered fund products. Responsible for periodic reporting under the '40 Act and '34 Act (10-K, 10-Q and 8-K) Provide regulatory advice for transaction activity and the execution of transactions. Ability to manage outside counsel and handle special projects as they arise. Required Skills: J.D., Top Law School 5+ years of experience coming directly from Big Law or within a similar in-house environment. Extensive knowledge of the Investment Company Act of 1940 and experience with filings and reporting under Securities Exchange Act of 1934. Ability to communicate clearly and concisely with executive presence and work collaboratively in an entrepreneurial, fast-paced environment. Ability to manage and prioritize multiple demands and projects simultaneously. If you're ready to join a prestigious and dynamic team, please apply now for immediate consideration.

US$200000 - US$250000 per annum
United States of America
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Labor & Employment Counsel

Company Summary: A top-ranked global firm with a highly impressive labor and employment practice is looking to hire a determined L&E Attorney to defend each administrative agency charge and demand letter assigned to them. Job Responsibilities Drafting position statements. Representing clients in settlement negotiations and remote mediations. Responding to agency requests for information. Expectations Minimum of 5 years' experience in Employment Law. Experience responding to administrative agency charges, ideally at both federal and state levels. Direct experience responding to EEOC charges. Familiarity with drafting strong position statements and representing clients at hearings and/or mediations. Maintain time-management skills and organizing various deadlines. Benefits/Perks Competitive base pay with impressive performance-based bonuses Flexible schedule with reduced billable hours Extensive health, dental and vision plans for employees and their families Unlimited PTO If you are interested in the role, please apply in at your earliest convenience!

Negotiable
United States of America
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Deputy AML Officer

One of our biggest clients, a diversified trading firm out of Chicago is looking for an AML/Compliance professional to join the team. This position will essentially act as a Deputy AML Officer working alongside the head AML Officer on a variety of responsibilities including helping to manage the firms AML/CTF sanction screening program. Other responsibilities include: Assisting the AML Officer in managing the workflow supporting the firm's transaction monitoring system. Lead annual and regulatory AML/CTF/Sanctions audits for the firm's foreign subsidiaries Ensuring that required logs are adequately maintained for the firm's foreign subsidiaries, including PEP, High Risk, SAR, FRA filings, Law Enforcement Requests, etc Leading the firm's quality control program in the areas of KYC, sanction screening and SAR reporting. Work with the AML Officer on the development and implementation of AML/CTF and sanctions policies and procedures Contributing to the development and management of compliance processes Assisting the AML Compliance Officer in analyzing transaction trends and patterns. Desired Qualifications: 5+ years of AML/CTF and sanctions experience, including experience in a mid-level or supervisory AML role such as AML Manager Proficient understanding of AML industry standards globally 3+ years experience in the virtual currency industry Experience with sanction screening programs expertise in blockchain analytics experience in cryptocurrency preferred

Negotiable
Chicago
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Corporate Counsel - Elite Law Firm

We are partnering with a top tier law firm who is seeking a mid-level Associate to join their Corporate practice group. This 100+ person firm has a strong roster of clients, and deals with many complex matters. This firm has a great work-life balance and a culture heavily based on collaboration. It is common for Ex Big Law Associates to join the firm as they offer a compensation just below Cravath scale but a better work life balance. Responsibilities The firm is looking for an attorney to work at the level of a Mid-level Associate in its growing Corporate practice group. Qualifications 5th/6th year Corporate Associate. Experience with general corporate matters (could be M&A or Capital Markets), and investment funds. Experience working as an external GC for public and private companies (SEC filings, corporate governance, and private finance). Strong research and oral communication skills. Possess a JD from an accredited law school with a strong academic record. Must be licensed to practice in the State of New York. If you are interested please do not hesitate to apply, or reach out to me at

US$280000 - US$320000 per annum
New York
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Fully Remote - Employment Special Counsel

We have exclusively partnered with an AM 100 global law firm looking to hire a remote Employment Special Counsel. You will be exclusively handling Employment litigation cases with a large client pool of Fortune 500 companies. Qualifications: Minimum of 8 years' experience in Employment Law. Juris Doctor from reputable Law School. Experience at a top law Firm. Responsibilities: Advise clients on a wide range of employment law matters, including discrimination, harassment, wrongful termination, wage and hour issues, and employment contracts. Draft and review legal documents, such as employment agreements, severance agreements, and employee handbooks. Represent clients in employment-related litigation, including discrimination claims, wage and hour disputes, and employment contract disputes. Conduct legal research and staying up-to-date with developments in employment law to provide informed counsel to clients. Provide strategic guidance to clients to help them navigate complex employment issues and minimize legal risks. Benefits/Perks: Fully Remote position Flexible schedule with reduced billable hours of 1700 Unlimited PTO ***Juris Doctor Required*** If you are interested please do not hesitate to apply, or reach out to me at

US$150000 - US$240000 per annum
United States of America
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Labor & Employment Counsel

An outstanding client is seeking an experienced L&E Attorney to join their team. Your role will involve defending administrative agency charges and demand letters for clients. Job Responsibilities: Draft persuasive position statements in response to agency charges. Represent clients in settlement negotiations and remote mediations. Respond promptly to agency requests for information. Expectations: Proven experience with federal and state administrative agency charges- at least 5 years. Familiarity with EEOC charge responses. Strong skills in position statement drafting and representation. Excellent time management for meeting deadlines. Benefits/Perks: Flexible schedule with reduced billable hours. Comprehensive health, dental, and vision plans for employees and families. Unlimited paid time off (PTO).

US$95000 - US$110000 per annum
Alabama
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Senior Pricing Analyst

A top-50 global law firm is looking to add a Senior Pricing Analyst to report directly into the Manager of Strategic Pricing. The position operates on a flexible-hybrid schedule out of the below states. Title: Senior Pricing Analyst Salary: $95,000-$125,000/yr Locations: New York, California, Texas, Georgia, Washington DC, Illinois Key Responsibilities: Develop pricing databases to create and maintain an accurate firm budget Keep to date with pricing trends within the legal market Notify attorneys and other stakeholders as necessary Key Requirements: At least 4 years in a previous pricing analyst position Must have experience at a law firm Ability to use and manipulate data to come to statistically meaningful inferences Excellent written and oral skills

US$95000 - US$125000 per annum
New York
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Construction Associate - Transactional

Job Description: My Client is currently seeking a Transactional Counsel to join our esteemed Construction group at any of our Ohio offices: Cincinnati, Cleveland, Columbus, or Dayton. We are looking for a motivated and dedicated individual with two to six years of experience in negotiating and drafting design and construction agreements. While familiarity with industry-standard construction and design forms is preferred, it is not mandatory. Candidates with a background in real estate development, substantial industrial capital projects, or construction claims resolution will be viewed favorably. Key Responsibilities: Negotiating and drafting design and construction agreements. Collaborating with clients and team members to ensure contract compliance. Providing legal counsel and guidance on construction-related matters. Conducting legal research and analysis. Building strong client and peer relationships. Contributing to the growth and success of the Construction group. Qualifications: Juris Doctor (J.D.) degree from an accredited law school. Admission to the Ohio State Bar or eligibility for admission. Two to six years of experience in transactional law with a focus on construction. Knowledge of industry-standard construction and design forms (preferred). Experience in real estate development, large industrial capital projects, or construction claims resolution (a plus). Strong academic credentials. Excellent written and verbal communication skills. Exceptional research and analytical abilities. Demonstrated commitment to a strong work ethic. Ability to establish and maintain positive client and peer relationships. If you are a dedicated legal professional with a passion for transactional work in the construction industry and meet the qualifications outlined above, we encourage you to apply.

Negotiable
Cleveland
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Legal News & Insights

Is a Move In-House for You? Navigating the Shift from Law Firm to Corporate Counsel Image
legal

Is a Move In-House for You? Navigating the Shift from Law Firm to Corporate Counsel

For many attorneys, the question inevitably arises: should I make the move from a law firm to an in-house position? The allure of potentially better work-life balance, the chance to delve deep into a specific industry, and the desire to be at the forefront of business decisions can make the in-house route appealing. However, this transition isn't for everyone. In this blog, we'll explore the pros and cons of such a move to help you decide if it's the right fit for you.Benefits of Moving In-HouseBroader Business Integration: In-house attorneys often play a pivotal role in business strategy. You're not just a legal advisor; you're a strategic partner helping to shape the future of the company.Work-Life Balance: Many attorneys find that in-house roles offer a more predictable schedule, fewer billable hour requirements, and less weekend work.Deep Dive into a Single Industry: Instead of juggling clients from various sectors, you'll have the opportunity to become an expert in a specific industry, understanding its nuances and intricacies.Direct Impact: Your advice and counsel will directly influence the company's decisions, giving you a tangible sense of contribution.Challenges of Moving In-HouseLimited Specialization: While you'll deeply understand your industry, you may miss out on the diverse range of cases and clients a firm offers. This could make you feel pigeonholed.Business Pressures: Being closely tied to a business means you'll feel the weight of its successes and failures more acutely. This could mean dealing with budget cuts, layoffs, or other challenging situations.Fewer Resources: Law firms often have vast resources, including junior attorneys, paralegals, and extensive legal libraries. In-house departments might be leaner, requiring you to wear multiple hats.Key Considerations Before Making the MoveCareer Trajectory: Think about where you want to be in 5 or 10 years. Will an in-house position propel you towards those goals or steer you away?Company Culture: Every company has its own unique culture. Before making the jump, ensure the company's values align with yours.Skill Set: Do you have the skills required for an in-house role? It's not just about legal expertise; you'll need to understand business strategies, risk assessment, and more.Compensation: While in-house roles might offer better hours, this might come at the cost of a reduced salary, especially when compared to partners in law firms.​Moving in-house can be a rewarding experience, offering a fresh perspective on the legal field and allowing you to be at the nexus of law and business. However, it's essential to weigh the pros and cons carefully, considering both your personal and professional aspirations.Moreover, the fight for niche talent in the in-house realm is fiercer than ever. Top corporations are always on the lookout for specialized skills to stay competitive. If you're considering a move, or if you're a company seeking the best fit for your in-house legal team, you don't have to navigate this journey alone. Take a look at our current roles or submit your resume today. We have access to some of the best in-house talent in the industry, ensuring a seamless match for your unique needs. Your next career move or top hire could just be a conversation away.

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What to Look for When Recruiting In-House Counsel Talent Image
hiring advice

What to Look for When Recruiting In-House Counsel Talent

The journey of in-house counsel is one of change, growth, and increasing complexity. As businesses have become more globalized and regulations more intricate, the need for specialized, in-house legal expertise has grown exponentially. But what do you look for when recruiting in-house counsel talent?The Journey of In-House CounselHistorically, many companies outsourced their legal needs to external firms. However, as businesses expanded and the complexity of their operations grew, the demand for dedicated, in-house legal expertise became evident.An in-house counsel not only understands the nuances of the law but also the intricacies of the business they work for. They have the advantage of being immersed in the company culture, business model, and overall objectives, enabling them to provide tailored legal advice that aligns with the company's goals.How the In-House Counsel Role Has DevelopedOver the years, the in-house counsel role has evolved from being just a legal advisor to a strategic partner. Today, in-house lawyers are involved in business strategy formulation, risk management, and even public relations.Additionally, in-house counsels are expected to wear many hats. They're negotiators, litigators, contract drafters, and often, educators within the company, ensuring that every department remains compliant.The Key Skills and Experience You Should Be Looking ForExpertise in Relevant Areas: Depending on your industry, having expertise in specific areas like intellectual property, mergers and acquisitions, or international law might be essential.Business Acumen: A deep understanding of business strategies and models is vital. In-house counsel needs to align their advice with business objectives.Communication Skills: They must be able to communicate complex legal topics in simple terms that stakeholders can understand.Adaptability: With the constantly changing landscape of business and law, adaptability is key.Ethical Judgement: The counsel's role often requires making decisions that adhere to both the law and the company's ethical standards.Attracting Top In-House CounselCompetitive Compensation: Top talent often comes at a premium. Offering competitive salaries and benefits can attract the best in the field.Ongoing Professional Development: Offer opportunities for them to grow and expand their skills, whether through courses, seminars, or workshops.Work-Life Balance: Flexibility in working hours or remote work can be a big draw.A Seat at the Table: Giving them a voice in strategic decisions can make the position more appealing.Assessing Skills During an InterviewWhen interviewing potential in-house counsel, it's essential to test not just their legal expertise but also their soft skills.Case Studies: Present them with a business scenario and ask how they would navigate the legal challenges.Behavioral Questions: Understand how they've managed ethical dilemmas or conflicts in the past.Situational Judgement Tests: These can give insights into their decision-making processes.Remember, you're looking for a strategic partner, not just a legal advisor.Need Expertise in Recruitment? Contact the In-House Larson Maddox Recruitment TeamFinding the right in-house counsel can be challenging. If you need assistance or have questions about the recruitment process, don't hesitate to reach out to the Larson Maddox Recruitment Team. With expertise in recruiting top legal talent, we can guide you in finding the perfect fit for your organization.The role of in-house counsel has never been more crucial. With the right recruitment strategies, you can ensure you're hiring a professional who will be a true asset to your company. If you're looking to hire or need advice on the recruitment process, request a callback from our team. We're here to help and guide you every step of the way.

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The Growth of Litigation Attorneys in the US and the Rise of Litigation Funding Image
hiring advice

The Growth of Litigation Attorneys in the US and the Rise of Litigation Funding

In the intricate tapestry of the US legal system, the rise of litigation attorneys and the booming world of litigation funding have created ripples that are changing the face of legal disputes. In this article, Larson Maddox delves into the landscape of US litigation, its attorneys, and how the surge in litigation funding is influencing the future of legal battles as well as recruitment in the industry.Growth of Litigation AttorneysComplexity of Law: The US legal landscape has grown increasingly complicated over the years, leading to a demand for specialized litigation attorneys to navigate its ever-changing complexities.Increasing Business Litigations: With businesses expanding and markets becoming more competitive, disputes related to contracts, intellectual properties, and trade practices have increased, leading to a growing demand for litigation attorneys.Societal Changes: A society that is becoming more rights-conscious means that more people are seeking judicial recourse than ever, and facing a greater need for skilled attorneys to represent them.Litigation Funding's Remarkable RiseLitigation funding, once a relatively unknown concept, has now become a force to reckon with in the US. This model, where third-party entities fund litigation in exchange for a share of potential proceeds, has experienced meteoric growth.Recent data from Bloomberg Law News shines a light on this trend. Through mid-2022, US litigation funders committed an astounding $3.2 billion to lawsuits, marking a nearly 16% increase from the preceding 12 months. Even more impressively, according to the fourth annual Westfleet Advisors survey, the 44 major litigation funders had assets totaling $13.5 billion under management.Several factors are driving this trend:High Litigation Costs: The escalating costs associated with pursuing legal battles make third-party funding an attractive option for many plaintiffs.Mitigated Risks: Litigation inherently comes with financial risks. With third-party funders involved, these risks are spread, encouraging more entities to pursue legal remedies.Mainstream Acceptance: Initially viewed with skepticism, successful outcomes backed by litigation funding have bolstered its acceptance within the broader legal community.Recruitment Impacts in the Era of Litigation FundingThe rise in litigation attorneys and the growth in litigation funding have significantly impacted legal recruitment:Increased Competition: The burgeoning field means that more attorneys are vying for prime positions, leading to a highly competitive recruitment environment.Diverse Hiring Initiatives: Modern law firms are prioritizing diverse backgrounds, ensuring a well-rounded, comprehensive approach to litigation.Technological Proficiency: The integration of technology into legal proceedings, like e-discovery and virtual courtrooms, necessitates a need for tech-savvy attorneys.Well-being Emphasis: Acknowledging the high-stress nature of litigation, forward-thinking law firms are focusing on mental well-being and work-life harmony in their cultures.​The US litigation landscape is undeniably experiencing a revolution. With the ever-growing emphasis on specialized litigation attorneys and the monumental expansion of litigation funding, we're witnessing transformative changes in how legal disputes are approached and resolved.If you're on the lookout for top litigation attorneys to steer you through this dynamic environment, it might be time to consider Larson Maddox. Not only do we span a myriad of industries, ensuring a tailored fit for your specific needs, but we also provide a global talent pool. This vast network of international expertise guarantees that you're backed by the very best in the field, no matter the nature or scope of your litigation needs.Don't let the complexities of the evolving legal realm deter you. Reach out to Larson Maddox, and request a call back today. Together, we can ensure that you have the talent to keep your business a step ahead in the game.

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The rise of AI in the Regulatory & Legal industry Image
regulatory

The rise of AI in the Regulatory & Legal industry

An AI tool passed the bar – what does this mean for you, and what is the wider impact to the legal & regulatory space? GPT-4, the AI model from OpenAI, scored enough on a bar exam to be admitted to practice law in most of the US states. This has raised many questions about the future of the legal & regulatory industry, including how AI could impact not just roles and career opportunities, but also hiring practices and the skills required to thrive in a space often considered to be typically quite traditional and a stronghold of human expertise and intellect. To discover just what AI tools could mean to legal & regulatory professionals and organizations hiring such talent, we asked the very AI tool that passed the bar to explain in its own words what the impact could be. Here’s the result…This monumental achievement signifies a new era where AI will play an increasingly significant role in the legal landscape. In this article, we will explore the implications of AI's successful completion of the UBE and how it may impact the legal and regulatory industry, as well as the job market.AI Passes the Uniform Bar ExamAI's recent passing of the UBE, a standardized test used by multiple jurisdictions in the United States to determine a candidate's qualifications for legal practice, has sent shockwaves through the legal community. This achievement, powered by advancements in natural language processing and machine learning, demonstrates that AI is now capable of understanding and applying complex legal concepts.The AI system, trained on thousands of legal documents and case law, was able to outperform many human candidates, showcasing its ability to analyze legal problems and provide well-reasoned solutions. This accomplishment has spurred conversations about the potential for AI integration within various aspects of the legal profession.Impact on the Legal and Regulatory IndustryAI's success on the UBE has a number of implications for the legal and regulatory industry:Enhanced EfficiencyThe integration of AI into legal practices can streamline various tasks, such as legal research, contract analysis, and document drafting. This can lead to increased productivity and cost savings for law firms and clients alike.Improved Access to Legal ServicesAI-powered legal services may be more affordable, enabling access to justice for individuals and organizations that may have previously been priced out of traditional legal services.Regulatory ComplianceAI can help businesses and organizations navigate complex regulatory landscapes, ensuring compliance and mitigating the risk of costly fines and sanctions.Legal Decision-MakingThe use of AI in the courtroom as a decision-support tool can improve the efficiency and accuracy of legal decision-making, leading to more equitable outcomes.Impact on the Job MarketWhile AI's passing of the UBE has been met with awe and excitement, it also raises concerns about the future of the job market within the legal profession:Job DisplacementAs AI automates routine tasks, some legal professionals, particularly those in entry-level positions, may face job displacement. Paralegals and junior associates, whose work often involves research and document review, may be the most affected.Skill AdaptationTo remain competitive, legal professionals will need to adapt their skillsets. Emphasis will likely be placed on skills that complement AI, such as critical thinking, creativity, and emotional intelligence. Additionally, the demand for legal professionals with expertise in technology and data analysis is expected to grow.Evolving RolesThe integration of AI into the legal profession may give rise to new roles, such as AI ethics advisors and legal technologists. These professionals will be responsible for ensuring the responsible and ethical use of AI within the industry.ConclusionAI's passage of the Uniform Bar Exam marks a turning point in the legal profession. As AI continues to advance and integrate into the legal and regulatory industry, it will undoubtedly bring about significant changes in the way legal services are delivered and impact the job market. It is crucial for legal professionals and industry stakeholders to embrace this change and adapt accordingly to ensure a successful and equitable transition into the AI-driven future of law.What are your thoughts on AI – is it changing the world of work for the better? From data privacy and formalizing financial resilience, to ensuring umbrella companies are compliant and approving innovative technologies for use, an ever-complex regulatory landscape is emerging. With an increasing amount of adapting technology, laws, and governance, comes the need to secure the right talent to scale for growth, but also to protect your organization best.Submit your vacancy today or view our latest roles here.

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The Changing Dynamics of Diversity & Inclusion Image
regulatory

The Changing Dynamics of Diversity & Inclusion

How can those in the Regulatory & Legal industry promote a culture of equality? At Larson Maddox we believe that a truly meritocratic workforce values talent from all backgrounds, and that organizations flourish when they embrace diversity.Various research studies have proven that having a diverse workforce can lead to increased innovation and productivity, and we believe that you can change the conversation in the workplace from ‘Why invest in diversity?’ to ‘Can we afford not to?’. Corporate reputation, doing the ‘right thing’ and consideration for the bottom line are not competing outcomes, and when they successfully align, organizations will have the best conditions to improve diversity in the workplace. Larson Maddox goes beyond supporting clients with their hiring requirements. As industry experts, we are able to share insights on hiring trends and support organizations to ensure their processes meet the needs of the market, as Global Head of Larson Maddox, Jake Knowlton-Parry, explains:“Ultimately, we have a responsibility – as recruiters we are a critical part of this process. We’re presenting candidates to our clients, so it’s on us. If we’re not conscious of diversity, then how are we helping our clients improve their diversity? If a client makes a mistake or an oversight in relation to diversity, we need to be there to bring that to their attention and help them change or improve that message and reality.“It’s about helping clients keep an open mind to interview individuals of all backgrounds and experiences. Whether clients tell us to do this or not, we need to be doing it.”As a leading talent partner, we offer recommendations to clients on how to improve their diversity regularly. Discover in this report key insights and views from Jake, as well as some of Larson Maddox’s global team, including:Principal Consultant, Kimberly ChuaHead of Life Sciences and Healthcare Legal, Lauren RobinsonHead of US Regulatory, Andrew Hastings Senior Vice President and Chair of Equity, Diversity & Inclusion at Phaidon International, Nesreen BallutDiscover their thoughts on ED&I and how they believe companies can increase diversity in the Regulatory & Legal space.​

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Compensation in Consumer Goods for Legal Professionals Image
legal

Compensation in Consumer Goods for Legal Professionals

Wondering how to secure and retain the best talent? Or are you curious to find out whether your pay aligns with the expected salary for your level of experience? In the world of fast-moving consumer goods, employing and utilizing the best Legal teams is crucial for success. Competitive compensation packages are therefore vital in attracting the right people in today’s candidate-driven market, which is showing no signs of slowing down.While there’s no one-size-fits-all approach for compensation packages, this report presents industry findings to help companies, and professionals alike, gain a new perspective to navigate this competitive terrain. Inside the report is a high-level salary survey demonstrating typical ranges of base salaries and total compensation we would expect to see across certain levels of experience and tiers of firms and/or candidates. Download your exclusive guide by completing the form below:

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How to negotiate a salary you deserve Image
regulatory

How to negotiate a salary you deserve

When seeking a new job, it’s imperative to know the market, understand where you fit within it, and form a realistic salary expectation to stick to. A good talent partner will help you to know your worth within the industry and organization you’re interviewing for and will assist with communicating those expectations back to the hiring manager, but no one is a better advocate for you than you.Learning how to negotiate a salary when you receive a job offer is a vital skill for both now and in the future, and when done appropriately, will put you in a better position not just financially, but also in terms of how valued you feel in your role. We know that feeling appreciated and adequately compensated for our time, effort, and expertise has a direct impact on productivity, engagement, and general happiness within a company, so salary negotiations play an important part for both sides.It can be difficult to communicate those expectations as a professional hoping to onboard with a new company, and there is certainly a residual stigma around speaking about money and asking for more that is hard to overcome. At Larson Maddox, we have observed that professionals who negotiate their salary are presented with a much better job offer, so good communication skills and an understanding of your contribution can really pay off. As a general rule, always assume the offer is up for negotiation. And don’t forget to approach the process with positivity, as chances are the hiring manager isn’t crazy about negotiating, either. Here are our top tips on how to negotiate for the salary you deserve.Know the industry salary trendsTrying to negotiate for a higher salary without being familiar with industry trends will get you off to a bad start. Information is your biggest asset and conducting some research as well as speaking openly to a talent partner that knows your industry, the hiring company, and what you have to offer, will vastly improve your bargaining power. You can be a negotiating pro, but without being able to back up your requests with solid reasoning, it will be harder for the hiring company to take your expectations seriously. Pay particular attention to the most sought-after roles and skills within your industry and think about how your experience relates. Being able to recognize when your skills are transferable to a particularly in-demand area will add to your negotiation power. Start negotiating only when you have a firm offerThere is a process to be followed when it comes to receiving and accepting a job offer and understanding the etiquette will help your negotiation when the time comes. If you are interested in a position but it doesn’t meet your salary expectation, resist the temptation to bargain until the company has given you a formal offer. This is your signal that your skills, expertise, and personality are a strong match for the business and the role and is a great asset to you when it’s time to tell them why you’re worth the higher salary. Once the ball is in your court, you can use the fact that they believe you’re right for the job along with your understanding of the industry and the market to your advantage, making it harder for them to dismiss your requirements.It can also be worthwhile to take a reasonable amount of time to consider the offer rather than jump into negotiations. Tell the hiring manager that you’re serious about the offer and the position, but that you need some time to consider the whole picture. Be gracious and enthusiastic but take the time you need to prepare for negotiations and signal to them that there may be elements of the offer that don’t align with your requirements. Chances are they’ll have a counteroffer in mind for you.Build the business caseIn order for a company to seriously consider your request for an increased salary offer, it must make commercial sense for the business. Make a strong case, show that you understand the company's current financial situation, and know who has the power to negotiate. While likeability shouldn’t be underestimated in the hiring process and a large part of your job offer will be to do with character fit, it’s not enough for them to like you when it comes to financial compensation. They have to believe your worth in fiscal terms, so don’t expect your personal compatibility to get you the salary increase you want. Instead, explain precisely why your requirements are justified in a business sense; your glowing personality will just make them glad your business case checked out.Suggest an exact number for your salaryTime is of the essence, and hiring managers are particularly strapped for it while conducting interviews alongside their other duties. Therefore, they’ll likely appreciate a direct approach to your negotiation in terms of giving them the exact offer you’re looking for. It can be a powerful strategy in that it keeps the ball rolling and avoids pointless back and forth. Many studies suggest that candidates who use a specific number end up with a final offer much closer to the figure they were hoping for. Your potential employer will assume you have done your research on your market value and want to stay competitive in their offer. Don't suggest a range – you will always get offered the lowest if the manager knows there's room to haggle down.Reveal your current salary when negotiatingOutside the US, the hiring manager may ask what you are currently earning, which can be awkward if you feel you are currently being underpaid. It might be tempting to lie and state a higher salary more in line with what you’re seeking, but if you're unhappy with your current pay, it can be valuable to tell them why. Include all your benefits, bonuses and confidently explain the figure you're hoping for while making the case for why. If anything, they’ll have a more genuine understanding of what you know your worth to be, and that salary is important enough for you to walk away from a role that isn’t aligned with your requirements.Have a walk away pointKnow your limits and your expectations and keep them firmly in mind. Have a pre-considered ‘walk away’ point - the figure you’re absolutely unwilling to drop below. Base this on your financial need and the market value of the role, but keep in mind the role itself. Why are you interviewing for the position in the first place? Is your passion for the work worth lowering your salary expectations? Get help negotiating your salarySpeaking with a specialist talent partner will help you understand your worth in the context of current industry trends and the wider job market, too. At Larson Maddox, we can evaluate your profile against the wider talent pool, as well as align your expectations with that of our current database of hiring companies. We'll also help you pitch your value at the right price during the salary negotiation process, giving you the best chance to make your next position a rewarding and fulfilling one.

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Legal Compensation Trends in Life Sciences

​The team at Larson Maddox has compiled an exclusive report that puts legal compensation trends in the Life Sciences sector under a microscope. Designed to assist business leaders in their Legal talent endeavors and challenges, our report features a detailed breakdown of in-house compensation figures in higher vs lower cost of living areas, years of experience, and bonus ranges across Big Law Pay Scales. In an incredibly active Legal market across Life Sciences verticals, candidates can also use our comprehensive report to identify key pay trends, lucrative locations throughout the United States, and as a benchmark for compensation. To download the full report, complete the form below:

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Legal Compensation Trends in Financial Services

​2022 is shaping out to be one of the most active job markets we have seen in a decade. While we witnessed a sharp decline in hiring from the onset of the global pandemic, activity has markedly increased this year.​Many businesses ramped up their hiring efforts to coincide with the economic bounce back, and to accelerate the pace of their own growth by bringing in highly skilled talent. For the legal market this is no different. Against this backdrop, it’s no surprise that the market this year is candidate-driven, with many typically having multiple job offers on the table at once. Compensation, as always, is playing a large factor in career decisions.The Legal Talent Team at Larson Maddox is highly specialized – not only do we focus on in-house placements, but we have a team of expert consultants dedicated to placing high-caliber attorneys solely in the Finance industry. We work with companies of all specialties and sizes – ranging from start-up Fintech firms, Investment Funds, Insurance Companies, Investment Banks, and everything in between. This high level of specialization not only allows us to establish deep relationships and candidate pools, but also enables us to deliver our dynamic market expertise to candidates and clients alike. At Larson Maddox, we have a footprint that spans across 7 offices in the U.S. – from New York, Boston, Chicago, Dallas, Charlotte, Los Angeles, to San Francisco – and cover Legal roles nationwide. Our reach and market intelligence provide us with unique insight into compensation trends across the industry, and we wanted to share this update to help companies navigate a new playing field. This report provides a high-level summary into in-house and Big Law compensation trends within the finance industry and salary surveys across multiple geographies. While we try to be as accurate and granular in this report as possible, compensation packages may vary widely depending on the size and type of companies. For total compensation, we are accounting for potential equity offerings, stock options, and long-term incentives. We’ve organized our scales by years of experience rather than title, as titles can mean different things at different firms. For example – “Associate General Counsels” at some companies can be quite senior individuals leading large, global teams while at others it can mean a mid-level individual contributor. “Median” is the middle 50% of our data collection.Higher Cost of Living AreasNEW YORK / NEW JERSEY / SAN FRANCISCO BAY AREA / CHICAGO / DC METRO AREA / BOSTON / SOUTHERN CALIFORNIA / SEATTLEWhile the cost of living does differ slightly between locations in this category, we do not feel there is enough of a distinction between these areas to group them separately. Additionally, companies with multiple offices across these areas pay at a similar rate regardless of location.Lower Cost of Living AreasDALLAS / HOUSTON / AUSTIN / CHARLOTTE / ATLANTA / OHIO / MINNEAPOLIS / PHOENIX / MIAMI / TAMPA / SALT LAKE CITYBig Law Pay ScalesDue to exceptionally high activity across many practice areas, talent retention and attraction is of critical importance to law firms. Compensation is a key mechanism used to drive this. As mentioned in Bloomberg Law, Davis Polk led the charge to accelerate Associate pay scales to its current levels in June – and other prominent law firms followed up to match shortly after. Associate base salaries climbed $15k-$25k more depending on class year. We have also seen law firms offer sign-on bonuses ranging from $50k-$200k for Associates making lateral moves. Most Big Law firms now pay their Associates at the above scale, and many prominent mid-sized law firms outside of Big Law pay similarly or slightly behind. Candidates looking to leave law firms and move in-house are usually willing to take a pay cut. However, that is not the case for all and we felt it important to provide some perspective if you are seeking candidates with Big Law experience, as they typically have higher expectations than those solely with in-house experience. These salary scales also apply to all geographies. If a law firm is paying their Associates at this scale in New York, it is likely they will pay their Associates at this scale in Dallas. Some firms do pay less in lower-cost areas, however that difference is very small. A new component of Big Law compensation packages has arisen over the past year; many law firms are issuing ‘special bonuses’ on top of their traditional base and bonus structure. These bonuses are essentially a reward for a busy 2021, which saw many law firms generate record amounts of revenues due to strong demand in the second half of the year. The bonus schemes have also continued into 2022 to keep up with the greater demand witnessed thus far. These bonuses vary from firm to firm, and are typically paid out between the Spring and the Fall (as late as November). This might present another hurdle for in-house firms looking to secure law firm talent. We have seen some Associates that are willing to leave bonuses behind (albeit a small percentage), whilst others have asked for delayed start dates to resign after receiving a bonus, or have used this to negotiate higher compensation packages or sign-on bonuses from in-house opportunities. Has the increase in law firm compensation had an impact on the market? Yes, it undoubtedly has. Across the sector, we have observed a significant number of individuals switch from in-house roles to law firms. Candidates moving from law firms have also had much higher compensation expectations than in previous years. We have seen buy-side firms specifically seek to compete with Big Law compensation bands to entice the best Associates to choose their firms. While they may offer lower base salaries than law firms, their bonuses can be much larger leading to total compensation packages matching or exceeding Big Law pay. Compensation is not always a driving force for Associates seeking to make a move, as we still see a high interest in candidates looking to transfer inhouse for other reasons (work-life balance, being closer to the business, etc.). However, this is certainly an additional factor driving the competitiveness of the current hiring market.If you would like to discover more compensation trends that are characterizing the industry, please reach out to the Larson Maddox team: financelegal@larsonmaddox.com.

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Technology Legal Market Update 2021

Throughout the unprecedented and historic year that categorized 2020, we witnessed movements in all industries when it comes to the ever-changing Legal recruitment market. After a year of a hiring standstill, 2021 by comparison saw the demand for Legal talent grow rapidly and talent came to the forefront of many firms' priorities. As the market continues to become even more competitive, we wanted to share an update outlining the factors that are shaping the Legal Technology space.Our latest report, the 2021 Technology Market Update, covers the following topics:• Top skillsets in demand for Legal Technology firms• Virtual hiring practices • The trajectory for the Legal market​To download the full report, complete the form below:

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Advancing Women of Color in Regulatory and Legal

The majority of leaders within Regulatory and Legal state that diversity is a business priority – 90% of CEOs report it is their most important one according to McKinsey & Company. Yet, little progress has been made in recent years and women, particularly women of color, remain underrepresented at the top.  In this article, we explore the current ‘state of the union’ for women of color across the STEM-landscape and explore the underlying processes within recruitment that may create obstacles to their advancement. ​Complete the form to download the guide today:

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