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At least 4 years of post J.D. litigation and/or judicial experience to qualify for the GS-14 grade level. At least 5 years of post J.D. litigation and/or judicial experience to qualify for the GS-15 grade level.
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Encourages and facilitates division-wide collaboration and teaming to develop staff and to support the AGC Business Plan and FAA Strategic Plan. Possesses expertise in project management, complex litigation, and strategic problem-solving.
$173,998 - $221,900 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Our client is seeking a skilled and highly organized Conflicts Attorney to join their prestigious law firm. Minimum of 2 years of experience as a conflicts attorney or in a related legal role.
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We offer extensive litigation experience in trial, appellate and arbitration matters spanning virtually every area of substantive law. Find work as a Attorney - Personal Injury Litigation and browse other temporary and permanent legal roles on Legal.io.
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Represent clients in all stages of insurance defense litigation, including pre-trial, trial, and appellate proceedings. A law firm in Washington, D.C., is seeking an experienced and dedicated Insurance Defense Attorney to join its team.
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The Staff Attorney works under the direction of the Tribe’s General Counsel, who directs the Office of the Spokane Tribal Attorney (OSTA). The Office of the Spokane Tribal Attorney provides legal support to the Tribe’s various governmental departments and businesses.
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Our clients range from national companies to privately held small businesses and we handle a variety of matters including complex Business Litigation, Partnership and Shareholder Disputes, Trusts, Estates and Wealth Management, Appellate Practice, Municipal Law and Land Use, Taxation (corporate and individual), Bankruptcy and Creditor’s Rights, Cannabis Law, Commercial Real Estate transactions, and more.
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Litigation support: Serve as a backup for litigation support including assisting in subpoena routing and responses, creation, and editing of The Docket newsletter, Federal Election Commission and lobbying disclosure filings, and other support as assigned by the litigation attorney.
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The Office of Military Commissions (OMC) and Office of the Chief Prosecutor (OCP) require litigation support to prosecution counsel in all aspects of pre-trial and trial preparation for the Military Commissions convened under the Military Commissions Act of 2009.
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The successful candidate will work with the Division's Deputy Chief Litigation Counsel and Chief of the Office of Bankruptcy, Collections, Distributions and Receiverships, and other supervisory personnel in the direct supervision of the Home Office Trial Unit located in the SEC's Headquarters in Washington, DC.
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Our top Am Law 100 client, a global law firm, has an exciting full-time employment opportunity for a mid-level Patent Litigation Associate in the New York office's Intellectual Property and Technology group.
$235,000 - $365,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Patent Attorney - Life Sciences/Biotechnology. Degree in biology, biochemistry, chemistry, immunology, organic chemistry, or protein engineering, or related discipline. 2-3 years of patent prosecution experience relating to life sciences and biotechnology, including pharmaceutical small molecule products, biological, gene therapy therapeutics, and medical devices.
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This is a supervisory position while providing e-Discovery litigation support (document review, electronic file processing/ loading) with legal technology software applications such as Relativity, iCONECT, iPRO, Encase, et cetra.
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The Legal Recruiting Specialist supports and works directly with Talent Acquisition and the hiring committee to oversee the full lifecycle of recruitment of attorney, law student, law clerk, Pre-Law Fellow, and legal specialist positions in the firm’s U.S. offices, from candidate sourcing and interviews to onboarding and orientation.
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The firm is internationally recognized for its representation of Fortune 500 companies in high-stakes litigation and government-facing matters, as well as its ongoing commitment to pro bono service and diversity, equity, and inclusion.
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liability litigation trial attorney jobs Company: Lhh in Washington, DC
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The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.