< Back Finance Associate Apply Now New York, NY, USA Job Type Associate About the Role Our client's Latin America Practice is seeking a highly qualified associate. The ideal candidate would have a combination of project finance and M&A experience. (ref # 0011) Requirements Minimum of 2 years of experience to join the 3rd to 5th year associate class. Excellent academics and Spanish and/or Portuguese fluency is preferred. About the Employer Major Law Firm Apply Now

< Back Litigation Associate Apply Now Los Angeles, CA, USA Job Type Associate About the Role The Litigation Department of a well-known law firm is seeking associates with 2-8 years of experience to join their team. The firm does pay at the very top of the salary market in LA. Requirements Applicants should be interested in products liability and trial work, while more experienced candidates should have previous background in these fields. (ref# 0017) About the Employer Leading Law Firm Apply Now

< Back Antitrust Associate (Mid-Level) Apply Now Washington, D.C., USA Job Type Associate About the Role The Antitrust practice is looking for a mid-level associate to join our client's Washington, DC office (other US locations may be considered on a case-by-case basis). The group represents clients in the US and abroad across a wide array of industries and on all types of Antitrust matters, especially M&A, civil litigation, cartel investigations, and business counseling. This is an exciting opportunity to join a collegial and growing group of attorneys with excellent agency experience and great relationships with clients. Associates are able to participate in all aspects of the practice and take on significant levels of responsibility while working on a variety of complex and fascinating matters. Requirements The ideal candidate will be a high performer with 4-6 years of relevant experience and a demonstrated interest in civil litigation (i.e., taking/defending depositions, drafting court filings, managing large-scale investigations, etc.) and/or a background in M&A, HSR, merger compliance, and transactional counseling. Below is a list of additional criteria that will also be considered. Deep industry knowledge and understanding of Antitrust matters; Prior experience in a leading law firm or relevant government agency; Strong work ethic paired with excellent leadership skills; Commitment to delivering top-notch client service; Outstanding oral and written communication skills; Excellent academic credentials; and Bar admission in Washington, DC or ability to waive in (required). Where required by law, salary ranges are stated below. Additional compensation may include a discretionary bonus, health/welfare benefits (including parental, adoption, and fertility benefits), flexible time off, and paid holidays. The range displayed is specifically for positions performed in those cities/states and may vary based on factors including but not limited to the following: market data and ranges; an applicant's skills and prior relevant experience (including class year); and, certain degrees, licensing, and certifications. (job ref 0001) Washington, DC annual salary range: $310,000 to $390,000 About the Employer Major International Law Firm Apply Now

PCG & Associates provides expert legal recruitment for law firms and companies globally. Learn about our 30-year history and 6-month placement guarantee. Employers In the contemporary global business landscape, talent acquisition has become increasingly complex and challenging. As a result, implementing a sophisticated and strategically focused approach to recruitment has become paramount for organizational success. The evolving nature of the global workforce necessitates that law firms and companies alike adopt refined and targeted recruitment strategies to attract and retain top-tier talent. PCG & Associates LLC, with a track record of nearly 30 years in legal recruitment, is uniquely positioned to address these challenges, offering our client-employer expert guidance and tailored recruitment solutions. Quality & Efficiency At PCG, we collaborate closely with our clients to secure exceptional talent for their critical positions. Our recruiters meticulously identify and engage candidates who align precisely with our clients' requirements. We employ comprehensive resources to ensure thorough and precise execution of all search assignments. While our process is exhaustive, we prioritize efficiency, typically completing even the most challenging searches within 4-6 weeks. This approach allows us to deliver high-quality results within a timeframe that meets our clients' urgent staffing needs. Accessibility Throughout the entire recruitment lifecycle, from initial candidate presentation to post-offer negotiations, PCG maintains consistent and responsive communication. We serve as a dedicated liaison, providing prompt clarification and addressing any concerns that may arise for both candidates and clients. This proactive approach ensures a smooth, transparent process and helps maintain momentum, ultimately facilitating successful placements that satisfy all parties involved. Our Guarantee PCG stands firmly behind our recruitment process and team expertise. We offer a robust six-month placement guarantee for all attorney placements. Should a placed attorney depart within this period, for any reason, we commit to either conducting a replacement search at no additional cost or honoring pre-agreed alternative arrangements. This guarantee reflects our dedication to client satisfaction and successful, lasting placements. Our Appreciation At PCG, we approach each search assignment with unwavering commitment and professionalism. Every new engagement is viewed as the foundation of a long-term strategic partnership. We invest considerable effort in nurturing these relationships, recognizing their inherent value to our business. Our client-centric approach is characterized by meticulous attention to detail and a relentless pursuit of excellence. We never assume client satisfaction; instead, we consistently strive to exceed expectations, ensuring that our services remain indispensable to our clients' success in the competitive legal talent market.

PCG + Associates LLC presents The AI Integration Playbook, exploring how artificial intelligence is transforming the legal industry. Learn about the new competency gap and our commitment to connecting legal talent worldwide. The AI Integration Playbook: How Elite Firms Are Gaining Their Competitive Edge Artificial intelligence is no longer a distant talking point in the United States legal market. It sits inside research platforms, powers document review, and is beginning to shape how new lawyers are trained. With that change has come a familiar fear that AI will gut junior roles, commoditise legal work, and erode professional standards. The emerging reality points in the opposite direction. Used thoughtfully, AI is an opportunity rather than a curse for the US legal profession. It is shifting the mix of tasks, expanding what lawyers can do for clients, and creating new roles for people who can combine legal judgment with technological fluency. How US firms are actually using AI Surveys of American lawyers show that use of AI tools is still uneven, but growth is very fast. Adoption of generative AI nearly tripled between 2023 and 2024, and almost half of large US firms now report using AI based tools in some part of their practice. While the headlines focus on disruption, the day to day reality clusters around several concrete use cases. Research and analysis Major US providers have embedded generative AI into traditional research platforms. Lawyers can now ask natural language questions and receive draft answers with citations, then drill down into the underlying cases and statutes. Most legal professionals surveyed say that AI could be applied to their work and expect it to become central to their workflow within a few years. In practice this means faster routes to a first answer, not the replacement of deep doctrinal analysis. Document review and discovery Machine learning assisted review is already mainstream in complex US litigation. Newer generative tools can summarise large evidence sets, identify themes, and suggest likely relevance, which reduces the sheer volume of manual review while leaving final calls on relevance and privilege with human lawyers. Reports of large matters show that this combination can cut timelines significantly and improve consistency across large teams. Contracts and transactional support On the transactional side, firms and corporate legal departments use AI to generate first draft agreements, compare third party paper against playbooks, extract key data from portfolios of contracts, and produce short summaries for business leaders. When standard language is handled more quickly, lawyers can spend more time on negotiation strategy, bespoke drafting, and explaining trade offs to clients. Operations and client service Beyond pure legal work, AI supports intake, knowledge management, billing narratives, financial analysis, and internal reporting. Surveys of US lawyers link better use of technology with improved client service, especially through faster response times and greater transparency about scope and cost. AI is becoming part of the plumbing of firms, not just a shiny new app. These are not marginal experiments. They map closely onto the activities that US firms already bill for and the operational functions that support those activities. Why AI is an opportunity rather than a curse The sense that AI will hollow out the profession rests on an assumption that it will simply replace lawyers. The evidence from the US market suggests something different. AI is changing which tasks lawyers spend time on, and it is creating new work that did not exist before. 1. AI changes the task mix more than it removes lawyers Economic and survey data point to AI as a way to remove drudgery rather than human judgment. The most time consuming parts of legal work often involve repetitive research, standard drafting, and pattern based review of documents. These are precisely the areas where generative models and other AI tools perform best. At the same time, the core responsibilities of lawyers remain firmly human. Only a lawyer can sign pleadings, appear in court, or advise a client on what level of risk is acceptable in a given deal. Professional rules on competence and supervision require lawyers to review, verify, and take responsibility for AI generated material. US bar guidance is clear that AI does not dilute those duties. In practice that means AI acts as a force multiplier for lawyers rather than a substitute. 2. Misuse leads to better standards rather than a ban There have already been publicised incidents where lawyers or public offices submitted AI generated material without proper checking, leading to wrong citations or inaccurate statements. These cases are often cited as proof that AI is dangerous. A more accurate reading is that they show what happens when existing duties of competence and supervision are ignored. The response from courts and regulators has not been to ban AI, but to require disclosure, insist on verification of citations, and remind lawyers that professional obligations apply equally to technology. That is exactly what happened when email, electronic filing, and electronic discovery were introduced. After an early period of trial and error, clear rules emerged and the tools became part of disciplined practice. AI is following the same path. 3. AI is creating new roles and career paths inside firms If AI were simply replacing human labor, one would expect leading firms to shrink their investment in people. The opposite is happening. Large firms are hiring legal engineers, knowledge professionals, data scientists, and AI specialists whose job is to design and maintain AI enabled workflows. Cleary Gottlieb’s acquisition of Springbok AI is a good example. By bringing a team of engineers and data scientists in house, the firm has signalled that bespoke AI tools and data driven services are now part of its core strategy, not just something bought off the shelf. Other firms are growing internal innovation teams and technology subsidiaries that build client facing products and internal automation tools. These moves support, rather than displace, traditional legal roles. Partners and associates who can work effectively with technologists are better positioned to lead complex mandates and design new offerings for clients. 4. US legal education is pivoting toward AI readiness Law schools are not treating AI as a threat to the profession. They are building it into the training of new lawyers. Across the United States there are now many courses and programs that cover AI and law, from doctrinal subjects on regulation of AI to skills oriented classes that teach students how to use AI tools responsibly in research and drafting. Some law schools have made AI training a standard part of first year orientation or legal writing courses. Others offer certificates or specialist tracks focused on technology and innovation in legal practice. A small but growing number of schools even invite applicants to discuss how they use AI in their studies or applications. This educational shift suggests that the next generation of US lawyers will treat AI literacy as part of basic professional competence, much as familiarity with electronic research or document management is now taken for granted. 5. AI expands the value lawyers can offer clients From a client perspective, the most important question is not whether AI is fashionable but whether it improves outcomes. Surveys of general counsel and law firm leaders indicate that they see AI as a way to deliver faster, more cost effective service, and also as a catalyst for new kinds of work. When routine tasks are handled more efficiently, lawyers can spend more time on strategy, negotiation, and risk counselling. Firms can price work more creatively, take on matters that would have been uneconomic in the past, and provide richer analytic insight into litigation risk or contract portfolios. Corporate legal departments are already investing in AI for contract management, compliance, and investigations, which in turn creates demand for outside counsel who can match or exceed those capabilities. Smaller firms and solo practitioners also stand to gain. Cloud based AI tools give them research and drafting capabilities that used to require large support staff, helping to narrow the gap between small and large organisations and improve access to legal services in under served communities. Putting AI to work responsibly Seeing AI as an opportunity does not mean ignoring its risks. Confidentiality, privilege, data security, bias, and due process are real concerns. But these are exactly the kinds of problems that lawyers are trained to manage. Firms that are making AI a competitive advantage in the US tend to follow the same broad playbook. They build governance. They adopt clear policies on which tools may be used, what data can be uploaded, how outputs must be checked, and when disclosure to clients or courts is required. They align those policies with existing rules on competence, confidentiality, and supervision. They invest in people. They provide structured training for lawyers at all levels on how AI works, what its limits are, and how to use it in a way that is consistent with professional obligations. They also hire or promote people who can bridge law and technology, and they give those people real authority. They communicate with clients. They are ready to explain how AI is used on matters, what benefits it brings, and what safeguards are in place. For many sophisticated clients this transparency is a positive differentiator and a reason to trust the firm with complex, data intensive work. AI is now embedded in the US legal profession. The data, the behaviour of leading firms, and the direction of legal education all point to the same conclusion. AI is not replacing lawyers, but it is reshaping how they work and what clients expect. It is removing some of the least rewarding tasks, opening up space for more strategic and creative work, and creating new roles for people who can combine legal expertise with technological understanding. For lawyers and firms that engage with these tools critically and ethically, AI is not a curse bearing down on the profession. It is a powerful opportunity to redesign legal work in a way that delivers better outcomes for clients, more interesting careers for practitioners, and a more resilient profession overall. Selected sources American Bar Association, 2024 Artificial Intelligence TechReport, April 2025. LawNext, report on the 2024 ABA Legal Technology Survey and growth in AI adoption from 11 percent to 30 percent of lawyers, March 2025. Minnesota State Bar Association summary of the 2024 ABA Legal Technology Survey on law firm AI usage by size, April 2025. Maryland State Bar Association American Bar Association, Technology and Training TechReport, focusing on technology training for lawyers, April 2025. ABA related commentary on the 2024 Legal Technology Survey, emphasising that AI is reshaping rather than replacing legal work. Lawyers Mutual of NC Thomson Reuters, 2025 Generative AI in Professional Services Report and executive summary for legal professionals, April and May 2025. Thomson Reuters Institute blog, “Generative AI for legal professionals: top use cases,” May 2025. Thomson Reuters Legal American Bar Association, “The Legal Industry Report 2025,” summarising trends in personal use of generative AI by legal professionals. American Bar Association Cleary Gottlieb press release and related coverage on the acquisition of Springbok AI, March 2025. Latham and Watkins news release on its AI Academy and related materials on lawyer development, October 2024 and later updates. Financial Times coverage of law firms recruiting data scientists and building in house AI capability, including Cleary Gottlieb and Simmons and Simmons, 2025. Reuters analysis of AI related risks for legal professionals and the need for governance and training in law firms, July 2025.

< Back Counsel for Operations and Regulatory Compliance Apply Now Florida, USA Job Type In-House About the Role Our client, a global leader in entertainment and media, is seeking a Counsel for Operations and Regulatory Compliance to join their talented team. This role will assist the Deputy Chief Counsel and Principal Counsel on various transactional, operational and regulatory legal matters, primarily for our client's signature experiences (with a focus on their cruise line) and their world-renowned resort. Responsibilities: Research and maintain knowledge of applicable laws and industry standards Assist with drafting contracts, legal memos, and other documents Review and edit policies to address potential legal implications Recommend strategies to minimize legal risks Perform other duties as assigned by the Deputy Chief Counsel and Principal Counsel This entry-level position offers an exciting opportunity to work in a fast-paced, high-volume environment at the forefront of entertainment and hospitality law. Competitive salary and benefits (jobref 0023) Requirements Minimum of two (2) years legal experience, preferably in a large law firm JD or equivalent from an accredited law school Membership in the Florida State Bar in good standing Excellent research, writing, and verbal skills Ability to identify and analyze complex legal issues Self-motivated with exceptional judgment and work ethic Team-oriented with strong interpersonal and collaborative skills Preferred Qualifications: Federal clerkship experience Contract negotiation and drafting skills Familiarity with maritime law Experience with OSHA, ADA, ABT and environmental regulations About the Employer Leading Entertainment and Media Company Apply Now

< Back Global Finance Counsel Apply Now New York, NY, USA Job Type Counsel About the Role We are looking for a Finance Counsel (or Senior Associate) with over 7 years of experience to join our client's fast-growing finance practice. The clients of this group include numerous prominent private credit funds and banks in relation to acquisition financings. Previous experience with acquisition financings is necessary for this role. The position will entail direct interaction with clients and will offer various opportunities for training and involvement in business development. Our client is highly esteemed in the fields of finance, mergers & acquisitions, private equity, restructuring and special situations, litigation, employment, and real estate. The firm stands out as a top-tier legal firm offering expertise and exceptional service on a global scale to the foremost investment banks, asset managers, and corporations. (ref# 0019) Requirements Applicants must have solid academic qualifications and previous experience working at a large law firm. The salary for this role falls within the range of $435,000 to $450,000 per year. Actual compensation may be adjusted depending on the candidate's experience and other relevant considerations. About the Employer Top Tier Law Firm Apply Now

Review the Privacy Policy for PCG + Associates LLC. We are committed to protecting your personal data while connecting legal talent worldwide through our professional recruitment services. Privacy Policy PCG & Associates LLC ("PCG," "we," "us," or "our") is committed to protecting the privacy and security of your personal information. This Privacy Policy outlines our practices concerning the collection, use, and disclosure of personal information when you interact with our website or utilize our services. Scope of This Policy This policy applies to all personal information collected by PCG & Associates LLC through our website, email communications, phone conversations, and in-person interactions. Information We Collect Personal Information We may collect the following types of personal information: Full name and title Contact information (email address, phone number, mailing address) Professional background (resume/CV, employment history, educational qualifications) Professional licenses and certifications Salary expectations and job preferences References and recommendations Automatically Collected Information Our website automatically collects certain information, including: IP address and device identifiers Browser type and version Operating system Pages viewed and time spent on our website Referring website addresses Use of Personal Information We use the collected information for the following purposes: Facilitating job placements and recruitment processes Evaluating candidate suitability for positions Communicating about potential job opportunities Improving our services and website functionality Complying with legal obligations and industry standards Legal Basis for Processing We process your personal information based on one or more of the following legal grounds: Consent Contractual necessity Legitimate business interests Legal obligations Data Retention We retain personal information for as long as necessary to fulfill the purposes outlined in this policy, unless a longer retention period is required by law. Information Sharing and Disclosure We may share your personal information with: Potential employers (with your explicit consent) Third-party service providers who assist in our operations Legal and regulatory authorities, when required by law We do not sell, rent, or trade personal information to third parties for marketing purposes. Your Rights and Choices Depending on your jurisdiction, you may have the right to: Access your personal information Rectify inaccurate or incomplete data Request erasure of your personal information Restrict or object to certain processing activities Data portability Withdraw consent (where applicable) To exercise these rights, please contact us using the information provided in the "Contact Us" section. Data Security We implement appropriate technical and organizational measures to protect your personal information against unauthorized access, alteration, disclosure, or destruction. International Data Transfers Your information may be transferred to and processed in countries other than your own. We ensure appropriate safeguards are in place to protect your information in compliance with applicable data protection laws. Changes to This Policy We may update this Privacy Policy periodically. The most current version will be posted on our website with the effective date. Contact Us If you have any questions, concerns, or requests regarding this Privacy Policy or our data practices, please contact us at: PCG & Associates LLC admin@pcglaw.com +1 213-973-7254 Effective Date This Privacy Policy is effective as of January 1, 2024.

< Back Patent Prosecution Counsel Apply Now San Francisco, CA, USA Job Type In-House About the Role Our client, a leading biopharmaceutical company, is seeking talented in-house Counsels for their Patent Prosecution group. These positions will support the company's Oncology, Immunology, and Neuroscience products and be based in offices in the Chicago, San Francisco, or Boston metro areas with a hybrid work model. Key Responsibilities: Develop and implement intellectual property strategies Provide legal advice on IP-related matters Draft, file, and prosecute patent applications worldwide Challenge and defend patents in various proceedings Conduct prior art searches and analyze third-party patent positions (jobref 0021 Requirements JD degree from an accredited law school State bar admission enabling in-house practice Registration to practice before the USPTO 3+ years of experience in patent law Technical background relevant for pharmaceutical patent prosecution Strong legal, analytical, and communication skills Ability to manage complex projects and meet deadlines About the Employer Leading Biopharmaceutical Company Apply Now

< Back Cybersecurity and Data Privacy Associate Apply Now Washington, D.C., USA Job Type Associate About the Role Our client is seeking an outstanding junior to mid-level associate to join its Global Cybersecurity and Data Privacy Practice. Our client's Cybersecurity and Data Privacy Practice assists clients in navigating the rapidly evolving cybersecurity, privacy and technology landscapes. The firm's team serves as a global one-stop shop for their clients’ cybersecurity, incident response, data protection, privacy and related AI challenges. The firm advise on high-stakes cybersecurity and privacy matters on behalf of Fortune 500 and other companies, including private equity firms and their portfolio companies, spanning a multitude of industries, such as aerospace and defense, energy, finance, health care, telecommunications and transportation. The starting base salary for this Washington, D.C. position is expected to be between, $235,000 to $310,000 annually. Actual salary will be determined based on skills, experience (to the extent relevant) and other job-related factors, consistent with applicable law. (job ref - 0007) Requirements Candidates should have two to five years of relevant experience, which includes handling data privacy, cybersecurity, and/or artificial intelligence matters. The ideal candidates will have experience assisting clients with: (i) building compliance data privacy law and cybersecurity programs in the US (including for CCPA, CPA, BIPA, HIPAA, WMHMDA, and other US state and federal privacy laws), (ii) conducting cyber and data privacy due diligence and M&A support; and/or (iii) drafting privacy policies and negotiating data processing agreements. Additional experience that would be beneficial: (iv) regulatory investigations relating to data privacy and cybersecurity issues; and (iv) cybersecurity preparedness and data breach response. High level of academic achievement and solid law firm experience preferred. A strong interest in the field of data privacy and cybersecurity is desired. Work experience in the federal government or law enforcement on cybersecurity or data privacy issues, including non-legal experience, is welcome. About the Employer Leading International Law Firm Apply Now

< Back Corporate Partner Apply Now Tokyo, Japan Job Type Partner About the Role The Japan office of a prominent international law firm is dedicated to ongoing expansion and seeks to enhance its team by recruiting experienced partners who are industry leaders in Japan. The objective is to attract candidates with the necessary expertise and background who meet the firm's standards of excellence and professionalism. The Tokyo office of the firm is well-known for its strategic impact in the area, especially in fields like M&A, corporate finance, intellectual property, and dispute resolution. With a strong presence in Japan, they are recognized for their outstanding reputation in the Asia-Pacific region and globally. Requirements If you are a successful partner with a strong following seeking to join a new team that can leverage your motivation and ambition to make a meaningful difference in your new work setting, you will thrive. (ref# 0014) About the Employer Leading International Law Firm Apply Now

PCG + Associates LLC offers expert guidance on handling placements within the legal sector. We are dedicated to connecting legal talent worldwide by ensuring seamless transitions and professional matches for our clients and candidates. Senior-Level Placement Strategy Our approach to placing partner-level candidates is comprehensive and tailored: Initial Assessment We evaluate the candidate's: Professional experience Career aspirations Motivations for transition Opportunity Identification Present curated opportunities aligned with candidate's goals Refine to create a targeted roster of potential employers Initiate confidential outreach to selected organizations Candidate-Driven Process Present interested organizations to the candidate Candidate maintains control over pursued opportunities Formal introductions proceed only with explicit approval Holistic Matching We consider multiple factors for mutually beneficial outcomes: Organizational culture Practice area compatibility Support infrastructure Financial considerations Long-term career alignment This approach aims to create lasting, successful placements for both candidates and employers. Back Associate-Level Placement Our associate placement strategy is precise and candidate-centric: Assessment: We evaluate the associate's current situation, transition motivations, and career objectives. Opportunity Curation: We present a tailored selection of opportunities aligned with the candidate's goals. Controlled Distribution: Resumes are submitted only to clients explicitly approved by the candidate, ensuring confidentiality and strategic job search management. Continuous Communication: We maintain consistent, transparent updates throughout the process, from application status to interview requests. This meticulous approach facilitates optimal matches between associates and potential employers, ensuring strategic and satisfying career transitions. "At PCG we do what others do but we strive to do it better..."