Litigation Associate Attorney - Phoenix

Description

Stinson LLP seeks an Associate Attorney with at least four years of litigation experience to join our Phoenix office.

We prefer candidates with experience from a regional, national, or outstanding local law firm. Excellent writing, oral advocacy skills, and academics are required.

Clerkship and court experience are a plus. The successful candidate should have the following experience and skills :

• Significant responsibility for pleadings, motions, and briefing on complex matters;
• Proficiency handling e-discovery and fact development;
• The confidence to tackle complex fact, legal, and logistical issues with foresight; and
• The ability to be strategic and analytical in addressing client challenges, both legally and economically.

The role requires a candidate with strong interpersonal skills, a high degree of maturity, a willingness to learn, and a desire to manage a challenging workload on work spanning high-stakes litigation, arbitration, and trial work.

We are relentlessly committed to client service and look for candidates who share that commitment.

Stinson has approximately 150 litigation attorneys (and nearly 450 total attorneys across the country) and represents clients in state, federal, tribal and other courts and tribunals throughout the U.

S. We also often resolve matters without litigation by conducting investigations, engaging in pre-suit negotiations and employing alternative dispute resolution procedures such as arbitration and mediation.

Qualified candidates will have at least four years of litigation experience and the ability to handle sophisticated litigation work at a national level.

Active Arizona license or eligibility to become admitted to the Arizona bar is required.

Please apply online. Applicants should provide a resume, cover letter, unofficial law school transcript and a writing sample.

For questions, contact [email protected] . Please submit your application by no later than 45 days following the Posted date.

Applications received after this date may not be considered.

Stinson LLP is an EEO employer. We encourage qualified minority, female, veteran and disabled candidates to apply to be considered for open positions.

We offer a competitive compensation and benefits package. We conduct criminal background checks of all individuals offered employment.

For information about Stinson, visit us at www.stinson.com and the NALP Directory of Legal Employers, https : / / www.nalpdirectory.com / .

Stinson LLP is a federal contractor. Information gathered through applicant Voluntary Self-Identification will be used periodically with various government agencies for statistical reporting and to measure the effectiveness of our Affirmative Action and EEO outreach efforts.

All information is requested on a voluntary basis and will be kept confidential. We will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

Applicants with a disability that are in need of an accommodation to complete the Stinson LLP application process should contact Human Resources at 316.

268.7962 or email [email protected] .

By submitting an application, you certify the information provided is true to the best of your knowledge and belief. You understand that being untruthful in response to any of the answers provided within an application or any of the attached documents may lead to your termination in the event you are employed.

If employed, you will be required to provide documentation showing you are legally authorized to work in the United States.

We conduct criminal background checks of all individuals offered employment.

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)