Attorney job description templates by role for law firms and businesses, with the FLSA exempt-status guidance generic templates skip. Download as DOCX.
6 templates by role for law firms and businesses: general, associate, corporate counsel, litigation, of counsel, and managing attorney, with the FLSA exempt-status and licensing guidance the generic templates skip. Download as DOCX.
An attorney advises and represents clients on legal matters: researching the law, drafting and negotiating documents, advising on risk, and advocating in proceedings. It is a licensed, high-trust role, and it carries one classification fact that almost every generic template misses. For a small law firm or a growing company hiring one well starts with a job description that names the setting, gets the licensing right, and is honest about the exempt status.
These six templates cover the role across settings: general attorney, associate at a small firm, corporate or in-house counsel, litigation attorney, Of Counsel or part-time, and managing attorney. Each is ready to use, with the FLSA exempt-status and licensing guidance the generic templates skip. Attorney and lawyer mean the same thing, so if you prefer that term, the lawyer job description templates cover the same role, and the guide to writing a job description covers the fundamentals.
TL;DR
Attorney and lawyer mean the same role: a licensed professional who advises and represents clients. Uniquely, a practicing attorney is FLSA-exempt with no salary test at all (29 CFR 541.304), so there is no overtime obligation. The role requires a J.D., a passing bar exam, and an active state license in good standing. The federal median pay is about $151,160 a year. Download six templates as DOCX, by role, with the exempt-status and licensing guidance built in.
What an Attorney Does (and Attorney vs Lawyer)
An attorney advises clients on their legal rights and obligations, researches and analyzes the law, drafts and negotiates documents, and represents clients in negotiations and proceedings. In US usage, attorney and lawyer are interchangeable, and the federal occupation is coded simply as lawyers, with no separate listing for attorney. If there is any distinction, attorney-at-law implies someone licensed and authorized to practice, but for a job posting the terms are the same.
The role varies sharply by setting. An associate at a small firm builds a caseload under partners; corporate counsel advises a business from the inside; a litigation attorney lives in discovery and the courtroom. That is why the job description should describe the role for your specific firm or company. For the support side of a legal team, the paralegal job description and legal assistant job description templates cover the non-attorney roles.
Attorney Duties and Responsibilities
Attorney duties cluster into four areas: research and analysis, drafting and documents, advocacy and representation, and ethics and client care. A strong job description picks the specific responsibilities from each area that match your practice, rather than listing every possible task.
Research and analysis
Research legal issues and applicable law
Analyze facts and assess legal risk
Prepare legal memoranda and opinions
Drafting and documents
Draft and review contracts and agreements
Prepare pleadings, motions, and briefs
Negotiate terms on behalf of clients
Advocacy and representation
Represent clients in proceedings
Conduct discovery and depositions
Appear at hearings, mediation, or trial
Ethics and client care
Maintain client confidentiality
Run conflict-of-interest checks
Advise clients and meet CLE requirements
For a litigation role the duties lean toward discovery and the courtroom; for in-house counsel, toward contracts and business risk. For a structured way to scope the role to your firm, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by setting and role. The core structure is the same across all six, but each one emphasizes the duties, experience, and employment terms that fit a specific kind of attorney role. Use this guide to choose the closest fit, then adjust.
General Attorney
Any firm or company
The universal, all-purpose version for a licensed attorney advising and representing clients. Research, drafting, advising, and advocacy. Start here.
Associate Attorney
Small firm
For a hired attorney under partners at a small firm. Adds caseload ownership, mentorship, a base plus bonus or origination, and a partner-track path. New admittees welcome.
Corporate / In-House Counsel
Inside a business
For an internal legal advisor at a company. Adds contracts, governance, compliance, risk, and managing outside counsel for a growing business.
Litigation Attorney
Disputes and trial
For a courtroom advocate. Adds discovery, depositions, motion practice, and trial work, from pre-suit through appeal in a specific practice area.
Of Counsel / Part-Time
Flexible engagement
For experienced, flexible support. Adds Of Counsel or part-time status, a matter or hourly rate, independence, and a specific practice focus.
Managing Attorney
Small-firm leader
For an attorney who leads the practice: own caseload plus supervising the team, overseeing quality and deadlines, and helping run the firm.
Match the Template to the Role
Any firm or company, standard role: General Attorney. Hiring under partners at a small firm: Associate. Internal legal advisor at a business: Corporate / In-House Counsel. Disputes and trial work: Litigation. Flexible, experienced support: Of Counsel / Part-Time. Leading a small practice: Managing Attorney. When in doubt, the General Attorney version is the baseline to adapt.
6 Attorney Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: firm or company summary, job summary, key responsibilities, licensing and qualifications, compensation, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
General, associate, corporate counsel, litigation, of counsel, and managing attorney. All in one DOCX.
Template 1: General Attorney
The universal, all-purpose version for a licensed attorney advising and representing clients, with full licensing requirements. Start here for a standard role at any firm or company.
Attorney Job Description (General)
ATTORNEY JOB DESCRIPTION
Firm / Company: __
Location: __ ([City, State])
Reports to: __ (Managing Partner / General Counsel)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Exempt (learned professional; no salary test for licensed attorneys)
Salary range: $_____ to $_____ per year
ABOUT [FIRM / COMPANY NAME]
[One or two sentences about your firm or company, your practice areas or
industry, and the team the attorney will join.]
JOB SUMMARY
[Firm Name] is hiring an Attorney to advise and represent our clients on legal
matters. You will research legal issues, draft and review documents, advise
clients, negotiate on their behalf, and represent them in proceedings as needed.
This is a role for a licensed attorney in good standing with sound judgment and
strong written and oral advocacy.
KEY RESPONSIBILITIES
•Advise clients on legal rights, obligations, and risks
•Research legal issues and analyze applicable law
•Draft, review, and negotiate contracts and legal documents
•Represent clients in negotiations, hearings, or proceedings
•Prepare pleadings, motions, and legal memoranda
•Maintain client confidentiality and avoid conflicts of interest
•Stay current on changes in relevant law and CLE requirements
•Supervise paralegals and legal support staff as assigned
REQUIRED QUALIFICATIONS
•Juris Doctor (J.D.) from an ABA-accredited law school
•Active license to practice law in [state], in good standing
•Admission to the relevant bar(s); passing bar exam score
•[Number] years of experience in [practice area], or new admittee welcome
•Strong research, writing, negotiation, and analytical skills
To apply, send your resume, bar admission details, and a writing sample to
__ by _.
[Firm Name] is an equal opportunity employer.
Template 2: Associate Attorney (Small Firm)
For a hired attorney under partners at a small firm. Adds caseload ownership, mentorship, a base plus bonus or origination, and a partner-track path. New admittees welcome.
Associate Attorney Job Description (Small Firm)
ASSOCIATE ATTORNEY JOB DESCRIPTION (SMALL FIRM)
Firm: __
Location: __
Reports to: Managing Partner / Senior Attorney
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Exempt (licensed attorney; no salary test)
Compensation: $_____ base, plus [bonus / origination] structure
JOB SUMMARY
[Firm Name] is a small firm hiring an Associate Attorney to handle a growing
caseload under the guidance of our partners. You will manage your own matters,
draft and argue, meet with clients, and grow into greater responsibility. In a
small firm you will get hands-on experience early and work directly with
experienced attorneys. New admittees are welcome with mentorship provided.
KEY RESPONSIBILITIES
•Manage assigned matters from intake through resolution
•Research, draft pleadings, motions, and client documents
•Meet with and advise clients under partner supervision
•Conduct discovery, depositions, and negotiations as assigned
•Appear at hearings and proceedings as licensed and ready
•Maintain billable hours and accurate time records
•Protect client confidentiality and run conflict checks
REQUIRED QUALIFICATIONS
•Juris Doctor (J.D.) from an ABA-accredited law school
•Active license in [state], in good standing
•0 to [number] years of experience; new admittees welcome
•Strong writing, research, and client communication
•Eager to take on responsibility in a small-firm setting
COMPENSATION AND HOW TO APPLY
Compensation: $_____ base plus [bonus / origination]
Career path: clear route toward senior associate and partner track
To apply, send your resume and writing sample to __ by
_.
[Firm Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
FLSA status: Exempt (licensed attorney); confirm independent-contractor status if 1099
Rate: $_____ per [hour / matter], or $_____ part-time salary
JOB SUMMARY
[Firm Name] is seeking an Of Counsel or part-time Attorney to provide
experienced support on a flexible basis. You will handle [specific practice
area] matters, advise on complex issues, and work independently with our team
without the commitments of a full-time partner track. Ideal for an experienced
attorney who values flexibility.
KEY RESPONSIBILITIES
•Advise on and handle matters in [specific practice area]
•Provide senior judgment on complex or specialized issues
•Draft, review, and negotiate documents as engaged
•Support partners and associates on active matters
•Maintain bar standing, malpractice coverage, and confidentiality
•Work independently with minimal supervision
REQUIRED QUALIFICATIONS
•Juris Doctor (J.D.) from an ABA-accredited law school
•Active license in [state], in good standing
•Substantial experience in [specific practice area]
•Own malpractice coverage if engaged as a contractor
•Available for [hours / days / matter-based] work
ENGAGEMENT AND HOW TO APPLY
Engagement: [Of Counsel / part-time / contract], rate as above
To apply, send your resume and availability to __ by
_.
[Firm Name] is an equal opportunity employer.
Template 6: Managing Attorney (Small Firm)
For an attorney who leads the practice: own caseload plus supervising the team, overseeing quality and deadlines, and helping run the firm.
Managing Attorney Job Description (Small Firm)
MANAGING ATTORNEY JOB DESCRIPTION (SMALL FIRM)
Firm: __
Location: __
Reports to: Partners / Firm Owner
Employment type: [ ] Full-time
FLSA status: Exempt (licensed attorney; no salary test)
Salary range: $_____ to $_____ per year
JOB SUMMARY
[Firm Name] is hiring a Managing Attorney to lead both legal work and the
day-to-day operations of our practice. Alongside your own caseload, you will
supervise attorneys and staff, oversee case quality and deadlines, and help run
the business of the firm. Ideal for an experienced attorney ready to lead a
small practice.
KEY RESPONSIBILITIES
•Handle your own caseload while leading the legal team
•Supervise, mentor, and review the work of attorneys and staff
•Oversee case intake, assignment, quality, and deadlines
•Manage conflict checks, ethics, and bar compliance
•Support firm operations: staffing, workflow, and standards
•Coordinate client relationships and business development
•Help set firm policy and protect client confidentiality
REQUIRED QUALIFICATIONS
•Juris Doctor (J.D.) from an ABA-accredited law school
•Active license in [state], in good standing
•[5 or more] years of experience; supervisory experience preferred
•Strong leadership, organization, and judgment
•Comfortable balancing legal work and firm management
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
To apply, send your resume to __ by _.
[Firm Name] is an equal opportunity employer.
FLSA, Licensing, and Conflicts
This is the part the generic templates skip, and it is the part that matters most for an attorney hire: the FLSA exempt status that is unique to this role, the hard licensing requirements, and the conflicts and confidentiality obligations. Get these right and your posting attracts the right candidates and protects your firm.
FLSA: attorneys are exempt, with no salary test at all
This is the single most important classification fact, and almost no template mentions it. A licensed attorney actually practicing law is exempt under the learned professional exemption, and the salary level and salary basis tests simply do not apply. The federal regulation at 29 CFR 541.304 states that the salary requirements do not apply to employees who hold a valid license to practice law and are engaged in that practice. The Department of Labor confirms that doctors, lawyers, teachers, and outside sales employees may fall within the exemption regardless of how and what they are paid. In practice, that means there is no overtime obligation and no minimum-salary threshold to clear for a practicing attorney, which is the opposite of how hourly roles are treated. This is general information, not legal advice.
Licensing: J.D., the bar exam, and good standing
An attorney role has hard, non-negotiable credentials a job description must state plainly. Candidates typically need a Juris Doctor from an ABA-accredited law school, a passing bar exam score, and an active license in the state where they will practice, in good standing. The Bureau of Labor Statistics lists a doctoral or professional degree as the typical entry-level education for lawyers. Bar admission is jurisdiction-specific, so confirm the candidate is licensed in your state, and note that some matters may require admission to a particular court. State these requirements in the posting so unqualified applicants self-select out and you can verify the bar number before the offer. This is general information, not legal advice.
Conflicts, confidentiality, and malpractice coverage
Beyond the license, attorney roles carry professional-responsibility obligations that affect hiring and onboarding. Before a new attorney touches a matter, the firm runs a conflict-of-interest check against existing clients, since a conflict can disqualify the firm from a representation. Client confidentiality and the duty of loyalty apply from day one. Most firms also carry professional liability (malpractice) insurance, and a contract or Of Counsel attorney may be expected to carry their own. Build the conflict check, the confidentiality acknowledgment, and proof of bar standing and coverage into your offer and first-week process rather than discovering a problem after the attorney starts. This is general information, not legal advice.
Why the exempt status changes your hiring math
Because a practicing attorney is exempt with no salary test, the overtime and time-tracking compliance that drives hiring for hourly roles does not apply here. That does not mean classification is irrelevant: a paralegal or legal assistant on your team is generally non-exempt and overtime-eligible, so the same firm often has both exempt attorneys and non-exempt support staff under one roof. The practical takeaway for a small firm is to classify each role correctly, attorneys as exempt professionals and support staff by the standard duties and salary tests, and keep time and pay records accordingly. Misclassifying a non-exempt paralegal as exempt is a far more common small-firm mistake than misclassifying an attorney. This is general information, not legal advice.
Attorneys Are Exempt With No Salary Test
A licensed attorney actually practicing law is exempt under the learned professional exemption, and uniquely, the salary level and salary basis tests do not apply at all (DOL Fact Sheet #17D, 29 CFR 541.304). There is no overtime obligation for a practicing attorney. Paralegals and legal assistants, by contrast, are generally non-exempt.
Attorney roles start from the license and the credentials behind it, then build on experience and skills. Scale the requirements to the setting and seniority, but the bar admission is the anchor.
Requirement
What to look for
Education
Juris Doctor (J.D.) from an ABA-accredited law school
License
Active bar admission in your state, in good standing
Experience
Years and practice area to match the role, or new admittee
Skills
Research, writing, negotiation, analysis, and judgment
Ethics
Conflict-of-interest checks and client confidentiality
Classification
Exempt (learned professional); no salary test for attorneys
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Attorney Pay
Attorneys are among the higher-paid professionals, with pay varying widely by practice area, experience, location, and employer type. Set your range using government data as a baseline, then adjust for your setting.
Median $151,160 a Year (BLS, May 2024)
Lawyers had a median annual wage of $151,160 in May 2024, with the lowest 10 percent under $72,780 and the highest 10 percent over $239,200 (U.S. Bureau of Labor Statistics). These figures exclude self-employed lawyers and law-firm equity partners, who can earn more. Employment is projected to grow 4 percent from 2024 to 2034, with about 31,500 openings a year.
Large firms and corporate roles sit at the higher end, while small firms, public interest, and government roles often pay less, and pay runs higher in major metro areas. For a small firm or company, a transparent, competitive range, published where required, helps you compete for licensed talent against larger employers.
Hiring an Attorney for a Small Firm
It is easy to picture attorneys only at large firms, but most US law firms are small businesses, and a small firm hiring an associate or managing attorney is exactly the kind of employer that writes its own postings, often the owner or a managing partner doing it between client matters. If you run a company rather than a firm, an in-house attorney is usually a later-stage hire. Here is how to write the posting for that reality.
Most law firms are small businesses, but the templates are written for big firms
It is easy to assume attorneys only get hired at large firms or big companies, but the opposite is true: most US law firms are small businesses, with solo practices and firms of six or fewer attorneys making up the large majority of all firms. A small firm hiring an associate or a managing attorney is exactly the kind of small employer that writes its own postings, often the owner or a managing partner doing it between client matters. The templates above are built for that reality: pick the version that matches the role, fill in the brackets, and post, instead of adapting a large firm's job description down to your size.
In-house counsel is usually a later-stage hire, not an early one
If you run a company rather than a law firm, a full-time in-house attorney is typically a hire you make later, often once the business reaches several dozen employees or hits triggers like financing, acquisitions, valuable intellectual property, or rising outside legal spend. Before that, most small companies use outside counsel for occasional needs. The Corporate / In-House Counsel template is here for when you do reach that point, but be honest with yourself about whether you need a full-time attorney yet or whether outside counsel still covers your needs more efficiently.
The hire is exempt and high-trust, so onboarding is about credentials and conflicts, not time clocks
An attorney is an exempt professional, so onboarding is not about overtime or punching a clock. It is about verifying the bar license and good standing, running conflict-of-interest checks, getting a signed confidentiality acknowledgment, and getting the attorney set up on your matters, systems, and ethics protocols quickly. FirstHR fits this people side for a small firm or company: e-signature for the offer letter and confidentiality acknowledgment, document management to store the bar admission, malpractice coverage, and signed agreements, and task workflows for the conflict-check-and-credential onboarding checklist. To be clear about scope, FirstHR is an onboarding and HR platform, not a practice-management, billing, or conflict-checking system, and it does not run payroll or administer benefits, so pair it with those tools. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and a credential-aware onboarding. Because the role is licensed and high-trust, verifying the bar standing and running conflict checks matters more than the time-and-attendance setup that drives hourly onboarding.
Send the offer
Confirm the role, salary, practice area, and start date in writing, with a signed acknowledgment of the job description and confidentiality terms.
Verify license and run conflicts
Confirm the J.D., active bar license, and good standing, and run a conflict-of-interest check before the attorney touches a matter.
Onboard to matters and ethics
Walk through your systems, active matters, ethics and confidentiality protocols, and CLE expectations so the attorney is ready to practice.
Store records
Keep the signed offer, bar admission, malpractice coverage, and confidentiality acknowledgment organized and current.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, credential records, and onboarding workflow in one place, so a small firm or company can manage the full process, including the bar-license verification, conflict check, and confidentiality acknowledgment, from one system. FirstHR is an onboarding and HR platform, not a practice-management, billing, or conflict-checking tool, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
Attorney and lawyer mean the same role; the BLS codes it as lawyers and treats the terms as interchangeable.
Use the template that matches the setting and role: general, associate, corporate counsel, litigation, of counsel, or managing attorney.
Uniquely, a practicing attorney is FLSA-exempt with no salary test at all (29 CFR 541.304), so there is no overtime obligation.
State licensing clearly: a J.D. from an ABA-accredited school, bar admission in your state, and good standing.
Use BLS data as a baseline: lawyers earned a median of $151,160 in May 2024, excluding self-employed lawyers and partners.
Onboarding is about verifying the license, running conflict checks, and confidentiality, not time clocks; paralegals on the team are non-exempt.
Frequently Asked Questions
What is the difference between an attorney and a lawyer?
In everyday US usage, attorney and lawyer mean the same thing, and employers, the Bureau of Labor Statistics, and the courts treat them as interchangeable. The Bureau of Labor Statistics codes the occupation as lawyers and does not list attorney separately. If there is a technical distinction, it is that lawyer can describe anyone with a law degree while attorney, short for attorney-at-law, implies someone licensed and authorized to practice and represent clients. For a job posting, the terms are functionally identical, and using both helps candidates find your listing. If you have an existing lawyer job description, an attorney posting can follow the same structure, since the role, duties, and licensing requirements are the same.
Is an attorney exempt or non-exempt under the FLSA?
An attorney who holds a valid license and is actually practicing law is exempt under the learned professional exemption, and uniquely, the salary level and salary basis tests do not apply at all. The federal regulation at 29 CFR 541.304 states that the salary requirements do not apply to employees licensed to practice law who are engaged in that practice, and the Department of Labor confirms that lawyers may fall within the exemption regardless of how and what they are paid. This is stronger than the ordinary learned professional exemption, which still requires meeting a salary threshold. In practical terms, there is no overtime obligation for a practicing attorney. Note that paralegals and legal assistants are different: they are generally non-exempt and overtime-eligible. This is general information, not legal advice.
What qualifications and licenses does an attorney need?
An attorney typically needs a Juris Doctor (J.D.) from an ABA-accredited law school, a passing score on the bar exam, and an active license to practice law in the state where they will work, in good standing. The Bureau of Labor Statistics lists a doctoral or professional degree as the typical entry-level education for lawyers. Bar admission is jurisdiction-specific, so confirm the candidate is licensed in your state, and some matters require admission to a particular court. Beyond credentials, strong attorneys bring research, writing, negotiation, and analytical skills, along with sound judgment and the ability to maintain confidentiality. Your job description should state the degree, bar admission, and good-standing requirement clearly so applicants self-select correctly, and you should verify the bar number before extending an offer. This is general information, not legal advice.
What should an attorney job description include?
A strong attorney job description names the setting up front, whether a law firm or an in-house role at a company, and includes a short firm or company summary, a job summary, and responsibilities grouped into research and analysis, drafting and documents, advocacy and representation, and ethics and client care. It must state the licensing requirements clearly: a J.D. from an ABA-accredited school, bar admission in your state, and good standing. It should note the FLSA exempt classification, include a realistic salary range, and address conflicts of interest, confidentiality, and any malpractice coverage expectations. The most valuable additions that generic templates skip are the FLSA exempt-status explanation and the licensing and conflicts details. Close with an equal opportunity statement and clear apply instructions, often requesting a writing sample. This is general information, not legal advice.
How much does an attorney make?
Attorneys are among the higher-paid professionals. According to the U.S. Bureau of Labor Statistics, lawyers had a median annual wage of $151,160 in May 2024, with the lowest 10 percent earning under $72,780 and the highest 10 percent earning over $239,200. Pay varies widely by practice area, experience, location, and the type of employer, with large firms and corporate roles at the higher end and small firms, public interest, and government roles often lower. Note that the BLS figures exclude self-employed lawyers and law-firm equity partners, who can earn substantially more. For a job posting, benchmark to your specific market and role, and publish a salary range where required. A transparent, competitive range helps a small firm or company compete for licensed talent. This is general information, not legal advice.
When should a small business hire an in-house attorney?
Most small businesses use outside counsel for occasional legal needs and only hire a full-time in-house attorney once legal work becomes frequent and complex enough to justify the cost, often when the company reaches several dozen employees or more. Common triggers include raising financing, mergers or acquisitions, valuable intellectual property, multiple locations, significant regulatory exposure, or outside legal spend climbing high enough that an internal hire is cheaper. Below that point, a fractional or part-time arrangement, or continuing with outside counsel, is usually more efficient. If you are a law firm rather than a company, the calculus is different: hiring associate and managing attorneys is core to growing the practice, and most firms doing this are themselves small businesses. This is general information, not legal advice.
Do I need separate job descriptions for different types of attorneys?
Often yes, because the role changes meaningfully by setting and focus. A general attorney posting works as a starting point, but an associate at a small firm, corporate or in-house counsel at a company, a litigation attorney, an Of Counsel or part-time attorney, and a managing attorney each have distinct duties, experience levels, and employment terms. Using the version that matches the actual role keeps your posting accurate and helps the right candidates recognize themselves in it. This article includes six templates for exactly that reason. You can also keep one base attorney description and adjust the responsibilities, experience, and practice-area sections for each specific opening rather than writing each from scratch. This is general information, not legal advice.
What is the difference between an attorney and a paralegal?
An attorney is a licensed professional who can give legal advice, represent clients, and appear in court, having earned a J.D. and passed the bar. A paralegal supports attorneys by conducting research, drafting documents, organizing files, and managing case logistics, but cannot give legal advice, represent clients, or practice law. The classification differs too: attorneys are exempt with no salary test, while paralegals and legal assistants are generally non-exempt and entitled to overtime. Pay reflects the difference, with attorneys earning well above paralegals. Many small firms employ both, an attorney for the legal work and a paralegal for support, which is a cost-effective structure. If you are hiring support rather than a licensed attorney, a paralegal or legal assistant job description is the right starting point. This is general information, not legal advice.
