Corporate attorney job description template: duties, requirements and pay range

A corporate attorney posting has five working parts: duties, bar admission and qualifications, skills and software, pay and benefits, and how to apply.

Each gets its own block in the template below.

If you are still deciding what you need — the seniority, the deal mix, where to source candidates — our guide to how to hire a corporate attorney covers the decisions before the posting; this page is about writing it.

Core duties.

Corporate work is transactional, so write the duties as the work your matters produce, not as adjectives: the deal types, the documents, the deadlines, the people the hire will direct.

Two lines earn a place in the duties block.

The first is scope: name what your corporate practice actually handles — commercial contracts, entity formation and governance, M&A support, financings — and whether the hire owns matters end to end or supports a partner.

The second is supervision: if the hire will direct corporate paralegals on closings and entity work, say so — ABA Model Rule 5.3(a) requires partners and lawyers with comparable managerial authority to make reasonable efforts to ensure the firm has measures giving reasonable assurance that nonlawyers' conduct is compatible with the lawyer's professional obligations, and Rule 5.3(b) puts a separate duty on any lawyer with direct supervisory authority over a nonlawyer.

Duties worth a line on the posting:

• Drafting, negotiating and closing [the commercial contracts your matters produce: vendor, customer, licensing and confidentiality agreements]
• Forming and maintaining entities: governance documents, board consents, minutes and annual filings
• Supporting [mergers and acquisitions / financings] with due diligence, disclosure schedules and closing sets
• Managing closing checklists, signature logistics and direct client communication across parallel matters
• Supervising and reviewing the work of corporate paralegals on entity and deal matters
• [Business development, if you expect it — say so rather than surprising the hire]

One boundary shapes the duties block even in a transactional practice: the work has to sit inside the jurisdictions where the hire is authorized to practice law.

ABA Model Rule 5.5(a) says a lawyer must not practice law in a jurisdiction in violation of its regulation of the legal profession, or assist another in doing so — and the "assist" clause is the firm's exposure, not just the lawyer's.

Write the duties to match where the hire's license actually runs, and treat any cross-state or remote arrangement as a question for your state bar's ethics counsel before the posting goes up.

Qualifications and bar admission.

The credential line does the heavy lifting in this block, because it is the one you can and should verify.

Write it as "[State] bar admission in good standing" — the state where the work happens, not a generic "licensed attorney."

Then verify it: the ABA says lawyers are licensed by a state agency in each state, that agency can confirm whether a person has a law license and may practice there, and the ABA keeps a state-by-state directory of those agencies.

A resume line is not a license check; run the check before you rely on the credential and again before the start date.

Decide what you will accept and write exactly that — "admitted in any state" or "strong corporate credentials" can pull applications you cannot easily use.

If you would consider a lawyer admitted in another U.S. jurisdiction, check with your state's admitting authority on how that lawyer can become admitted where you practice before you write a waive-in line; the paths and their conditions are state-specific and not something a posting should promise.

If you would hire a law school graduate who is not yet admitted, confirm what your state allows before you post — our research did not verify the states' rules for unadmitted graduates, and ABA Model Rule 5.5(b)(2) bars a lawyer who is not admitted in a jurisdiction from holding out or representing that they are admitted to practice law there.

Experience follows the same required-versus-preferred split: "[X]+ years handling transactional matters" if you mean it; otherwise make it a preferred line, so you do not screen out candidates whose experience transfers.

The candidate-side view of the practice is in our corporate attorney career guide.

Skills and software.

Name the systems your firm actually runs and split them into must-have-on-day-one versus willing-to-train.

For a corporate hire the stack is deal-shaped: contract lifecycle management or document automation, e-signature, entity management and annual-filing trackers, virtual data rooms for diligence, your legal research service and time-and-billing system.

The judgment skills matter as much as the tools: drafting that holds up without a partner rewriting every clause, negotiation a client would repeat, closing checklists kept current across parallel deals, and comfort being the lawyer who flags a problem in a deal early rather than late.

A posting that names its real stack and its real expectations filters better than one that lists "strong legal skills."

Pay range and benefits.

Anchor the range in your market and your budget, then adjust for the duties you wrote above.

The national benchmark: in the BLS Occupational Employment and Wage Statistics (OEWS) May 2025 release, lawyers (SOC 23-1011) had a median annual wage of $159,670 ($76.76 per hour), with the 10th percentile at $78,360 and the 90th percentile at $351,600 — the percentiles mark the spread of the whole profession, not a floor and a cap for your hire, and BLS footnotes lawyer wage values of $239,200 and above, so read the top of that spread as approximate.

In the same release, lawyers in the Legal Services industry (law firms, NAICS 5411) had a median annual wage of $157,870.

State figures are on our corporate attorney salary page.

A second anchor, from a different survey: NALP's 2025 Associate Salary Survey put the median first-year associate base salary at $200,000 as of January 1, 2025, and $215,000 at firms of more than 700 lawyers — but among firms of 250 or fewer lawyers, a first-year salary of $150,000 or less was the most common response (44% of offices).

The NALP sample is large-firm-heavy and its figures predate the July 2026 raise, so treat them as context for where the market sits, not the number your firm must match.

Where our research verified a posting rule, the law puts the range in the posting itself:

• California — employers with 15 or more employees must include the pay scale in the job posting and give it to any third party that posts for them; "pay scale" means a good-faith estimate of the salary or hourly range the employer reasonably expects to pay on hire, with penalties running $100 to $10,000 per violation
• Washington — employers with 15 or more employees must disclose the wage scale or salary range and a general description of benefits in each posting (in effect since January 1, 2023)
• Illinois — 15 or more employees; pay scale and benefits in the posting, a hyperlink allowed, for jobs performed at least partly in Illinois or reporting to an Illinois supervisor
• Minnesota — 30 or more employees in the state; the starting salary range and a general description of benefits, and ranges may not be open-ended
• Massachusetts — 25 or more employees in the state, effective October 29, 2025
• Maryland — the wage range and a general description of benefits in each public and internal job posting, set in good faith
• New York State — four or more employees; compensation ranges in postings for jobs, promotions and transfers
• New York City — a good-faith pay range in job advertisements for work performed in the city, since November 1, 2022
• Colorado — compensation and benefits disclosed in all job postings
• Connecticut — the wage or wage range and a general description of benefits in every job advertisement, effective October 1, 2026, for positions performed in Connecticut or reporting to a Connecticut supervisor
• Virginia — the wage, salary or range disclosed in each public and internal posting

Nevada runs the other way: its law requires giving the wage or salary range to an applicant who has completed an interview, not posting it upfront.

Two notes for a smaller firm.

California's posting duty starts at 15 employees, but any California employer, whatever its size, must give an applicant the position's pay scale on reasonable request.

And many other states and cities have posting rules of their own, with different size thresholds and effective dates — check with your state labor agency before you post.

The benefits block is where a small firm competes on honesty rather than size.

List what you actually offer — health coverage, retirement plan, paid time off, bar dues and CLE support, malpractice coverage — and state your hours expectation, including any billable target, as your firm's own number rather than leaving it to guesswork.

If compensation includes a bonus tied to cases or collections, confirm the structure with your state bar's ethics counsel before you promise it in a posting.

Before yours goes live, confirm the two rules that move: pay-disclosure rules with your state labor agency, and anything touching licensure with your state bar's ethics counsel or your state's admitting authority.

Adapting the template for a small firm.

In a small firm, the hire is the corporate practice, so write the breadth in honestly: the contracts they will paper, the entities they will keep in good order, the deals they will support, the paralegal work they will review.

A named supervisor matters more, not less — "reports to the managing attorney" tells a candidate who reviews their work and who they escalate to.

And post the pay range you actually budgeted rather than a number copied from a big-firm survey; a range you can stand behind saves you from renegotiating with the candidate you wanted.

Adapting for a deal type or practice area.

Rewrite the duties bullets around the work your matters produce.

An M&A-focused hire lives in due diligence, disclosure schedules and closing sets; a commercial-contracts hire papers the company's revenue and vendor relationships; an entity-and-governance hire owns formations, annual compliance and ownership changes; a finance-focused hire works security agreements and closings.

Let the requirements block follow the same logic: ask for experience with the matters your practice generates, not "corporate experience" in the abstract.

And if the role bleeds into adjacent work — real estate closings, employment agreements — say so; a hire brought on for one thing and handed another is your first-year retention problem.

Adapting for seniority.

Say which level you are hiring, because the level changes the duties, the pay and the supervision.

An associate posting leans on the training and review you will provide.

A senior corporate hire should be told what they own: their own client relationships, a deal load they run without supervision, review of junior work.

If the firm genuinely needs someone flexible on level, say what the caseload decides it.

Adapting for remote or hybrid.

Say where the attorney will practice law, not just where they will sit.

ABA Formal Opinion 495 (Dec.

16, 2020) treats a lawyer as able to practice the law of their licensing jurisdiction while physically present in a state where they are not admitted, if that state has not deemed the conduct the unauthorized practice of law and the lawyer does not hold out as locally licensed, advertise a local office, or offer local legal services; the opinion says local contact information on websites, letterhead or business cards would improperly establish a local office.

ABA Model Rule 5.5(b)(1) separately bars a lawyer not admitted in a jurisdiction from establishing an office or other systematic and continuous presence for practicing law there, except as the Rules or other law authorize.

For a posting, that means the remote line should describe work for your firm's clients under the hire's existing license — and the arrangement itself is worth confirming with your state bar's ethics counsel before you publish it.

Five wordings sink otherwise good corporate attorney postings.

Each is fixable before you hit publish.

1. Bar-admission wording that invites practice where the hire is not admitted.

A lawyer not admitted in a jurisdiction must not hold out to the public or otherwise represent that they are admitted to practice law there (ABA Model Rule 5.5(b)(2)) — so a title, bio or posting line that reads as licensed-in-your-state for a hire who is not is the trap, and it is the firm's problem as much as the lawyer's: Model Rule 5.5(a) bars practicing law in violation of a jurisdiction's regulation of the profession, or assisting another in doing so.

Write the admission requirement as the state where the work happens, and treat any role for an out-of-state or unadmitted lawyer as a confirm-with-the-admitting-authority question before the posting goes up.

These are the ABA's model rules, not your state's law — your state bar's ethics counsel can confirm the wording that fits your jurisdiction.

2. Preference wording that screens by who people are.

The EEOC says it is illegal to publish a job advertisement that shows a preference for, or discourages applications from, people because of race, color, religion, sex, national origin, age (40 or older), disability or genetic information — its own example is an ad seeking "recent college graduates," which may discourage people over 40 from applying.

Write about the work, not the person: cut "young," "digital native" and "recent grad" from a corporate posting the same as any other.

Keep application questions to what is essential to decide whether a person is qualified — the EEOC treats questions about race, sex, national origin, age or religion as irrelevant to that decision — and treat the borderline ones as risky rather than harmless, because federal law does not clearly forbid every such question, but the answers can be used as evidence of discriminatory intent unless justified by a business purpose.

Keep the process accessible, too: an employer must provide an accommodation a disabled applicant needs in order to apply, unless it causes significant difficulty or expense.

3. Salary-history questions.

Several of the state laws we read restrict them.

California (Labor Code 432.3) and Massachusetts (G.L. c.149 §105A) bar employers from seeking an applicant's salary history; New York (Labor Law 194-a) and Illinois (820 ILCS 112) bar relying on it or requesting it as a condition of being interviewed or considered, and seeking it from a current or former employer.

Ask for expectations instead — California's law expressly allows an employer to ask an applicant about their salary expectation for the position.

Many other states and cities restrict salary-history questions too — check yours before the interview stage.

4. Conviction-history questions too early.

California's Fair Chance Act (employers with five or more employees) and New York City's Fair Chance Act (most employers) bar asking about or considering conviction history until after a conditional offer of employment.

If your application form asks about criminal record, check your state and city law before you post — other states and cities have fair-chance rules this page does not cover.

5. Vague deal scope.

"Corporate attorney wanted — join our growing practice," with no deal types, no seniority and no range: an umbrella posting pulls applications from every kind of lawyer and saves you none of the sorting, and it reads as a firm that has not decided what it needs.

The fix is the template above — name the deal types, the seniority, the duties the hire will actually own, and a range you believe.

After you post.

Set a review cadence before the posting goes live and hold to it — a slow reply reads as a closed door.

If the pay range or the duties change, update the posting rather than explaining the difference in interviews.

Prepare the interview the same way for every candidate — the same questions, the same structure, a scoring sheet — so comparisons stay fair and every question stays tied to the job.

And before yours goes up, browse the live corporate attorney jobs on this board to see the pay framing and duty lists you are competing against.

This page is employer information, not legal advice. Posting laws, pay-transparency rules, bar-admission rules and ethics rules change and vary by jurisdiction — confirm them with your state labor agency, your state's admitting authority, employment counsel and your state bar's ethics counsel before you post.