for Legal Professionals

2017
Salary Guide
 Retain
Hire
News of Biglaw salary increases, for the first time in almost a decade, captured
the headlines of 2016. But, large salary increases were not the norm at the
majority of legal employers like regional or smaller firms as well as corporate
legal departments. Nonetheless, salary adjustments and higher starting salaries
will likely help Biglaw shore up recruiting and retention rates while requiring
corporations or smaller to medium size firms to offer creative compensation
and benefits packages.

What does this all mean? Unless you’re in a market with an usual robust legal
candidate pool, you’ll likely find your firm or corporation doing everything it
can to offer a fulfilling opportunity that includes work-life balance, community
involvement, recognition, and, most importantly, the proper salary.

To help you hire experienced or specialty talent, and even retain your current
general counsel, staff attorneys and support team, our 2017 Salary Guide provides
updated salary trends for the majority of legal employers to help you attract
and retain top legal talent. You’ll find accurate, up-to-date salary and total cash
compensation figures based on company size and geographic area for countless
positions, and job descriptions.

We’re confident our Salary Guide — and our partnership — will help you and your
legal team succeed now and far into the future.

Laurie Chamberlin, President

Contents
2 About the salaries
3 Variances
4 Legal
8 Legal Technology

1
About the salaries
in this guide
The figures in this 2017 Salary
Guide are based on national averages
compiled through Parker + Lynch’s
partnership with CareerBliss, a career
community dedicated to helping
people find happiness in the workplace
and in life. CareerBliss has millions
of salary reports from real employees
that are aggregated and formatted
to be helpful to employers and
employees alike, and their work
has been featured on CNN, CNBC,
Fox Business, Forbes and many
other media outlets.
To further validate the data, each
office in Parker + Lynch’s nationwide
branch network reviewed their local
market data. Based on that review,
some figures were revised to ensure
local accuracy. This comprehensive
approach results in more regionally
accurate data than the public data
that is found in other salary guides.
Salaries may be affected by many
factors, including company size,
benefits offered, location, educational
requirements and local supply/
demand trends. The accurate, up-
to-date data in our guide is broken
into the following categories:
2 parkerlynch.com/legalsalaryguide
Average base salary
by company size
Small: This figure represents
the national average for companies
in all industries with less than
$50 million in annual sales.
Variances for
Medium: This figure represents specific job markets
the national average for companies
in all industries with $50-$200 We realize that salaries in your city
million in annual sales. may not be the same as salaries in
other areas of the country. That’s
Large: This figure represents why we provided variances for all of
the national average for companies the key markets throughout the U.S.
in all industries with greater than These variances provide the most
$200 million in annual sales. accurate salary ranges for your specific
job market. Simply take the average
Base salary base salary for the position you are
Low: Only 10% of the national researching, and multiply it by the
workforce — across all industries variance for your local area.
and company sizes — is paid below
this figure. Here’s an example:
High: Only 10% of the national A Staff Attorney has an average
workforce — across all industries base salary of $96,816. The company
and company sizes — is paid above is based in San Diego, CA, which
this figure. has a local variance of 111.79%.
Average: This figure represents the Here is the calculation
national average across all industries you should use:
and company sizes. $96,816 x 111.70% = $108,230
Total cash compensation The salary for San Diego
Low: Only 10% of the national would be $108,230.
workforce — across all industries and
company sizes — is below this figure,
which includes annual cash incentives.
High: Only 10% of the national
workforce — across all industries and
company sizes — is above this figure,
which includes annual cash incentives.
Average: This figure represents the
national average across all industries
and company sizes and includes
annual cash incentives.
Variances

AZ IL OH
Phoenix 106.00% Chicago 114.08% Cincinnati 107.98%
Cleveland 106.28%
CA KS
Los Angeles 122.60% Kansas City 101.19% OR
Newport Beach 113.87% Portland 117.20%
MA
San Diego 111.79%
Boston 116.93% PA
San Francisco 128.47%
Philadelphia 112.02%
San Mateo 113.01% MD
Pittsburgh 104.21%
Baltimore 111.13%
CO
TN
Denver 107.74% MI
Nashville 102.14%
Detroit 110.74%
CT
TX
Stamford 114.14% MN
Austin 102.36%
Minneapolis 111.68%
DC Dallas 108.50%
Washington 133.19% NC Houston 110.41%
Charlotte 110.65%
FL VA
Raleigh 109.51%
Ft. Lauderdale 104.59% Norfolk 100.19%
Jacksonville 102.29% NJ Richmond 104.18%
Miami 103.09% Parsippany 115.67%
WA
Orlando 99.93% Princeton 118.67%
Seattle 117.52%
GA NY

Atlanta 106.07% New York 125.79%

National variances are based on salary averages. Increases and decreases

of demand for certain positions may impact this percentage.

3
 on the horizon
hides big changes
Steady growth

Top-line data shows that hiring

and job growth in the legal profession
remains stable and healthy.
The U.S. Bureau
of Labor Statistics
continues to see
the long-term job
growth for lawyers
at 6 percent by 2024,
which roughly paces the broader
economy and represents a
substantial improvement over
the more challenging market
of the late 2000s and early 2010s.

A rebalancing and decline in law

school enrollment has helped keep
the labor pool competitive but not
drastically over-supplied.

But those figures oversimplify

the shifts legal professionals face
in the immediate future. On the
next page we discuss the areas that
are expected to be of particular
importance to legal practitioners
over the next year.

4 parkerlynch.com/legalsalaryguide

Key
trends:
privacy, security
and shifting
priorities
The “boomerang” trend is on the rise
and the legal profession is already
adapting to meet it. Even leaving the
hallowed halls of a Biglaw firm is no
longer considered a one-way ticket.
Employers are increasingly aware
of the often hidden costs of hiring
and onboarding new personnel.
Re-hires already have advantages
in understanding culture, internal
networks, and best practices.
Because law is such a heavily
relationship-driven business, they
also typically bring back with them
important connections with long-
term clients, as well as opportunities
for new business development.
Legal departments are also
transforming the structure and
responsibilities of a number of
support roles. As technological
advisors and hybrid paralegal/legal
secretary combinations take on
greater responsibilities in both
firms and departments, practitioners
will need to learn how to make the
best use of these internal resources.
New
New rules:
priorities: higher base salaries,
new pricing models
expanded rights,
new security
2016 saw the first Biglaw associate
pay increase in eight years, when
responsibilities Cravath, Swaine & Moore announced
a $20,000 increase in base salary for
Workplace law practitioners will
increasingly have their hands full
first-year associates and comparable
increases for longer-tenured attorneys.
as the legal implications of a number Most major firms were quick to match
of crucial rulings and executive Cravath. In 2017, we will see the
orders relating to marriage rights and market digest the effects of this salary
LGBT non-discrimination practices increase. Clients will be wary of any
find their way into real-world changes in cost structure as a result
practice. From reworking gender- of this estimated 12.5 percent increase
specific language related to marriage in associate salaries.
and marital benefits, to reducing risk
exposure for businesses with public Finally, pricing and delivery models
facilities such as restrooms and locker are under pressure from a wide variety
rooms, human resources law specialists of independent counsel and market-
should expect more active demand places. Lawyers should prioritize
for their services from clients in the understanding the new expectations
year ahead. clients have for transparent pricing
and fast availability of legal resources.
Data is more than just a technology
matter. Virtually every organization
in the nation now has access to
potentially sensitive information
about customers and employees
alike, and business realities demand
tapping into new sources of data
all the time just to stay competitive.
Lawyers will be increasingly tasked
to limit risk in privacy and security,
and to advise clients when data
collection and sharing practices are
straying from accepted norms and
regulatory requirements.
5
 Elite legal
talent
expects
salaries
to suit
their skills.

6 parkerlynch.com/legalsalaryguide
 2017 Salary Guide

Base salary by company size Base salary Total cash compensation

SMALL MEDIUM LARGE LOW HIGH AVERAGE LOW HIGH AVERAGE

Law Firm
Junior Associate 107,007 122,293 147,771 81,529 163,058 127,389 101,911 178,345 132,485

Mid-level Associate 127,389 137,580 173,249 101,911 183,440 142,676 122,293 203,822 147,771

Senior Associate 142,676 152,867 203,822 122,293 214,014 157,962 137,580 244,587 168,153

Staff Attorney 81,529 91,720 101,911 76,433 117,198 96,816 78,675 119,440 99,058

Counsel 147,771 163,058 178,345 127,389 229,300 163,058 132,485 254,778 188,536

In-House
Counsel 122,446 135,207 153,180 110,820 191,193 150,173 114,873 227,280 164,999

Senior Counsel 156,077 167,635 178,805 139,971 220,752 184,015 152,204 288,287 225,229

Associate/Assistant General Counsel 189,054 191,552 203,989 145,878 252,302 190,480 170,462 327,666 226,813

General Counsel/Chief Legal Counsel 213,254 255,418 307,220 180,030 440,064 296,428 199,061 659,264 385,101

Law Firm Staff Attorney Senior Counsel

Junior Associate
Assists with preparation for closings,
hearings, trials and corporate meetings.
Juris doctor, state bar admission and
1-3 years of law firm experience required.
Mid-level Associate
Assists with preparation for hearings
and trials, and personal practice planning
of the law firm. Juris doctor, state bar
admission and 3-5 years of law firm
experience required.
Senior Associate
Provides senior level expertise, as well
as coaching and mentoring of junior
associates. Assists with personal
practice planning and risk management
of the law firm. Juris doctor, state bar
admission and at least 6 years of law
firm experience required.
Provides legal services to clients and
supervising attorneys. Provides factual
and legal research and analysis. Juris
doctor, state bar admission and 3 years
of prior associate-level experience in
a particular area of expertise required.
Counsel
Practices law on behalf of the firm.
Assists with the preparation and
management of a specific case. Is not
a partner or associate. Juris doctor,
state bar admission and a minimum
of 5 years of experience required.
In-House
Counsel
Drafts, reviews and negotiates contracts
for various departments. Helps manage
corporate risk during litigation, mergers
and acquisitions. Relies on knowledge
of commonly used corporate concepts,
practices and procedures to accomplish
goals. Requires a juris doctor and at
least 3 years of relevant legal experience.
Provides primary legal support for the client
and supervises counsel as appropriate.
Requires a juris doctor, state bar admission
and at least 8 years of relevant substantive
legal experience. May lead and direct
the work of others.
Associate/Assistant
General Counsel
Assists General Counsel with policy
making and corporate legal strategy.
Conducts legal research and presents legal
findings to stakeholders in the organization.
Juris doctor, state bar admission and
over 8 years of experience required.
General Counsel/
Chief Legal Counsel
Oversees and identifies all legal issues
throughout an organization, including
governance and policy making. Sets and
guides strategy for litigation. Juris doctor,
state bar admission and at least 10 years
of experience required.

7
 + the Law
Tech trends
Not all apps are
fun and games
This year has seen an explosion of
interest in augmented reality (AR)
and geo-location games and apps.
By creating incentives and virtual
rewards for people to venture out
and engage with their smartphones
in locations that may be unsafe or
off limits, app publishers are looking
for ways to insulate themselves from
liability in the event players experience
harm while playing. These apps are
also causing landlords, property
owners, and tenants to bristle at the
unwanted attention that apps can
drive to (and inside) their doors.
8 parkerlynch.com/legalsalaryguide
eDiscovery
in the Spotlight
The eDiscovery discipline was
already a key focus area for legal
professionals. Now, serious venture
capital dollars are flowing into
eDiscovery development firms, giving
them both the marketing and the
research dollars they need to refine
their products and bring them into
the mainstream. By pairing data
mining, predictive analytics, and
natural language processing with
Do synthetic
the tools law firms need to organize attorneys generate
high volumes of evidence and billable hours?
present a case, eDiscovery can change
the way associates, paralegals, and As acceptance for the artificial
partners attack client problems. intelligence (AI) aides found in
some eDiscovery practices gain
Because eDiscovery can streamline in acceptance, so too will the role
the workflow in legal departments of stand-alone AI agents. Already,
and law firms, eDiscovery experience solutions exist to enhance contract
will be an important differentiator review and due diligence procedures.
for job seekers. At the same time, Soon, AI may just be an understood
employers may find that potential part of any major client team.
candidates will expect to work in
an environment where they are
supported by the eDiscovery toolkits
they are already comfortable and
familiar with.
 2017 Salary Guide

Base salary by company size Base salary Total cash compensation

SMALL MEDIUM LARGE LOW HIGH AVERAGE LOW HIGH AVERAGE

Legal Technology
eDiscovery/Litigation Support Analyst 60,256 64,184 83,026 57,391 87,305 72,348 58,197 90,002 72,915

eDiscovery/Litigation Support Manager 104,831 110,863 112,788 102,793 108,927 105,860 104,849 111,067 107,958

Help Desk/Desktop Support Specialist 57,404 61,180 61,697 43,875 74,661 57,545 45,931 78,550 59,947

Information Security Engineer 86,744 107,909 130,476 90,013 142,218 114,815 91,602 146,418 116,773

IT Manager 83,643 111,386 141,557 84,770 151,608 115,746 91,671 153,018 118,737

IT Director 125,362 167,736 212,036 130,540 228,998 179,476 135,140 252,214 185,785

Knowledge Manager 71,713 96,981 122,399 71,434 122,709 98,642 75,006 128,844 103,574

Legal Application/Software Support Specialist 65,718 67,091 67,372 49,500 79,422 65,262 53,084 90,419 69,088

System/Network Administrator/Engineer 61,043 78,653 99,340 61,913 101,991 80,172 64,216 108,082 86,045

Trainer/eLearning Specialist 60,096 63,149 66,216 58,054 64,167 61,111 60,092 66,217 63,155

eDiscovery/Litigation Information Security Engineer Legal Application/

Support Analyst
Analyzes business data requirements
and risks to determine safe and efficient
data systems. Consults management on
data retention and sharing best practices.
Requires a master’s degree in a related
field, demonstrated IT literacy and
3-5 years of data industry experience.
eDiscovery/Litigation
Support Manager
Oversees the support provided to the
organization’s litigation efforts through
the use of technology. Responsible for
designing, implementing and maintaining
litigation databases. Provides training
to the end users on database use and
document management. Confirms the
accuracy of the documents and exhibits
for trial. Requires a bachelor’s degree
and at least 5-7 years in the field.
Help Desk/Desktop
Support Specialist
Provides technical support related to
computer software, systems or hardware.
Runs diagnostic utilities to identify
problems and determines and implements
solutions. Requires a high school diploma
or equivalent, 1-2 years of experience
in computer/network operations and
excellent customer service skills.
Develops and oversees information
systems security. Manages IT security
analysts to ensure that all applications are
functional and secure. Relies on extensive
knowledge and professional discretion to
achieve goals. Requires a bachelor’s degree
with at least 6-8 years of field experience.
IT Manager
Manages the IT department. Develops
and executes plans that support the
organization’s IT needs. Ensures proper
functioning of the information processing
system and oversees necessary upgrades.
Requires a bachelor’s degree and at least
5 years of relevant experience.
IT Director
Plans and implements additions, deletions
and major modifications in pursuit of
IT and business goals. Assesses needs to
determine strategies for meeting business
objectives. Requires a bachelor’s degree
in a related area with at least 8 years
of field experience.
Knowledge Manager
Develops and maintains organizational
knowledge repository. Trains internal and
external clients on knowledge repository
capabilities. Promotes organization-wide
knowledge sharing practices. Requires a
bachelor’s degree and 2-4 years of content
or knowledge management experience.
Software Support Specialist
Analyzes and resolves incoming technical
and operational software issues. Monitors
resolution process and communicates
status. Requires a high school diploma
or higher and 1-3 years of experience
working in a software support or customer
service role. May require familiarity with
industry-specific applications.
System/Network
Administrator/Engineer
Oversees the installation, configuration
and ongoing maintenance of networked
information systems. Uses knowledge
of LAN/WAN systems to help design
and install internal and external networks.
Tests and evaluates network systems to
make improvements. Requires a bachelor’s
degree in area of specialty and 2-5 years
of relevant experience.
Trainer/eLearning Specialist
Designs, develops and evaluates online
training content. Conveys learning concepts
to those being trained. Must possess strong
technical knowledge to identify problems
are they arise and recommend possible
solutions based on their expertise with
e-learning tools. A bachelor’s degree in
communication, information technology,
education or a related field is typically
required for this position.

All salaries are in US$

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