jobs

BRB Risk Jobs Board — Associate Director, Client Intake & Compliance (Alston & Bird)

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In this BRB jobs update, I’m pleased to highlight an open role at Alston & Bird: “Associate Director, Client Intake & Compliance” —

  • The Associate Director, Client Intake & Compliance (AD), will lead the firm’s enterprise‑wide conflict‑of‑interest, new business intake, and risk management functions.
  • This leader will have full autonomy to imagine, rebuild, and direct the Conflicts Department—including operational strategy, staffing, technology, governance, workflows, and firmwide training.
  • The AD will partner closely with the General Counsel, firm leadership, and administrative stakeholders to ensure a modern, efficient, and defensible conflicts infrastructure.
  • The AD is expected to serve as a positive role model and mentor for the staff, and to perform all responsibilities with a commitment to providing superior service to the firm’s lawyers, efficient and effective departmental operations, and an atmosphere of teamwork and continuous improvement.

 

ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Execute strategic vision of Director of Business Information Governance and Office of General Counsel
  • Direct the firm’s new business intake, conflicts, and risk compliance on a firm wide basis
  • Serve as point of contact to partnership on client intake and conflicts needs and issues, with escalation to the Director of Business Information Governance and General Counsel as needed
  • Continually assessing technology and staffing needs, advance recommendations to Director of Business Information Governance.
  • Manage direct reports
  • Develop and maintain policies and procedures related to risk including client due diligence, lateral transfer processes, intake and conflicts process, ethical wall process, audit letter process, and matter closing process
  • Oversee training for new and existing personnel
  • Maintain expertise in the full life cycle of business intake policies and procedures, including file closure, and advise firm leadership on best practices and areas for improvement.
  • Align processes across offices and work closely with Office of General Counsel in providing service to partnership.
  • Maintain expertise in risk management policies and procedures, advise firm leadership on best practices and areas for improvement.
  • Develop and maintain internal training manuals and documentation.
  • Respond to inquiries from firm staff and attorneys regarding the new business intake, conflicts, and other risk compliance processes.
  • Apply expertise and experience to develop staff to reach their fullest potential in support of extraordinary service to the partnership and clients.

 

ESSENTIAL SKILLS NEEDED TO BE SUCCESSFUL:

  • Demonstrate project management skills and ability to lead others on potentially lengthy, complex projects and initiatives
  • Superior written communication skills and the ability to draft and execute complex communications including policies and procedures, instructional documents, etc.
  • Superior interpersonal skills, including strong oral communication skills and the ability to communicate potentially detailed and complex information to others
  • Commitment to confidentiality of firm, department and client information
  • Strong organizational skills and attention to detail
  • Ability to manage multiple priorities and adjust to changing priorities in a professional manner
  • Strong leadership and managerial skills
  • Strong research skills, including via internet, databases and other sources
  • Strong service orientation, and an ability to establish and maintain effective working relationships with users, peers, office and firm management, and outside business partners
  • Ability to work well under pressure, facilitate solutions, and meet deadlines and milestones

 

EDUCATION & EXPERIENCE:

  • 10+ years of progressively more responsible new business intake and conflict/compliance experience, preferably with manager or associate director-level experience
  • Bachelor’s Degree/Master of Studies or MBA is preferred

 

About Alston & Bird:

As a leading international law firm, we are dedicated to excellence through impactful communication, collaboration, and community involvement. Our company culture has earned us one of the “100 Best Companies to Work For” for 27 consecutive years. This honor, along with many others, highlights our commitment to innovation and professional development. At Alston & Bird LLP, our foundation is made of trust, reliability, and compassion.

For more about the firm, see their careers page. And see the complete job posting for more details on the job and to apply for this position.

 

And if you’re interested in seeing your firm’s listings here, please feel free to reach out

 

epiq

Epiq Analysis — Industry Survey Highlights Law Firm Risk Investment and Innovation Plans (Sponsor Spotlight)

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Our latest Sponsor Spotlight from Epiq highlights a recent article by Director of Risk Management Mike Guernon. In a bit of circular referencing, he’s parlayed the company’s sponsorship of a popular annual risk survey into permission to publicly share and analyze some of the qualitative responses in contains. Read more from Mike:

 

Independent Risk Survey Highlights Law Firm Investment and Innovation Plans for 2026 and Beyond” —

  • “Because the report was sponsored by Epiq (my employer) I was fortunate to be granted access to and permission to share some of the response data, which I’m presenting in this update along with my own thoughts and analysis.”
  • “For those interested in reading the complete report, which features detailed compensation data and over 20 pages of commentary across six broad operational risk themes, I’d note that as a survey sponsor, Epiq has special rights to share copies with qualified firms.”

 

TREND 1: An AI Imperative — Harnessing New Technology for Greater Efficiency in Conflicts Review and New Business Intake Process Execution

As expected, risk leaders flagged AI as a key theme. Responses suggested that when it comes to AI in the context of risk, many firms are at the exploration and experimentation stage, though others suggest more developed efforts including defined initiatives. Sampling of responses:

  • “We are AI focused. Looking any efficiencies that can be gained through AI.” (500-999 Lawyers)
  • “I just started an AI working group within the department to explore uses of AI for efficiency.“ (500-999 Lawyers)
  • “Focus on how AI can assist in clearance process, particularly in analyzing and summarizing the conflicts reports.” (1000+ Lawyers)

 

TREND 2: Intapp Immensely Important — Modernizing Risk and Compliance Infrastructure Through Cloud Adoption and Workflow Automation

For the many firms utilizing Intapp for risk and compliance, cloud migration is critical path to adopting the rich AI capabilities that platform offers. Survey responses suggest that while many firms have made the move to the cloud, others are prioritizing migrating their on-premises infrastructure to the cloud, driven not only by the promises of future AI adoption, but also by the short term functional and operational benefits a cloud model provides. Sampling of responses:

  • “We are moving IntApp from on-prem to the cloud this year.” (250-499 Lawyers)
  • “Moving to the cloud in 2026/2027, updating processes to gain efficiencies and finding ways to use AI.” (500-999 Lawyers)
  • “We will be revamping our Intake and Conflicts system with Intapp and process with a focus on qualitative risk at intake.” (250-499 Lawyers)

 

TREND 3: Client Guidelines and Engagement Letters Increasingly Critical — Managing Client-driven Risk Complexity at Scale

On a thematically related note, many respondents noted specific areas of risk workflow process and technology investment, including enhancing their existing software systems, or implementing new software product modules. Two sides of the client compliance coin — Outside Counsel Guidelines (OCGs) and Engagement Letters — show up prominently and repeatedly as areas of investment focus. Sampling of responses:

  • “The Compliance team is currently focused on the development and pilot implementation of an automated engagement letter system. This initiative marks a significant advancement in streamlining client onboarding processes and enhancing consistency in documentation.” (500-999 Lawyers)
  • “We have owned [Intapp] Terms for a few years, but other projects keep getting prioritized ahead of it so we haven’t started using it. We are hoping to get it deployed in 2026. Separately, we are excited about Intapp’s external forms for laterals.” (250-499 Lawyers)
  • “Looking at OCG software, getting a new screens program.” (100-249 Lawyers)

 

TREND 4: Structuring and Staffing for Success — Continued Shift to Centralized Conflict Clearance Models

While technology investments offer boosts in risk team productivity and process efficiency, firms are also looking to improve how they staff and organize risk teams. Several noted moves towards a centralized model of conflicts review and clearance, which is a trend that’s been growing for several years. Many highlighted efforts to either grow headcount generally, improve staff skill, or create new specialist focused roles within the risk team.Sampling of responses:

  • “We are expanding our conflicts attorney count from 1 to 3, and moving to a model where the conflicts attorneys clear conflicts (rather than the requesting attorney).” (1000+ Lawyers)
  • “We would like to add a Conflicts Attorney or 2 to start a new workflow of centralized conflict clearance.” (250-499 Lawyers)
  • “To hire two additional team members. Create training opportunities for team members to be able to contribute more and streamline processes and expand our services to more timekeepers.” (250-499 Lawyers)

 

See the complete article for more samples of participant survey responses

  • For firms interested in reviewing the complete survey, including comprehensive risk salary benchmark data, please reach out to Epiq’s Law Firm Advisory practice here. As a sponsor, Epiq has a limited number of copies available for internal use by qualified organizations.
Risk Update

Conflicts — Judge’s Mediator Must Recuse in Subsequent Matters, Co-Conspirator Representation Ruled Conflict

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David Kluft asks: “Can I represent co-conspirators in a drug distribution criminal case?” —

  • “A VA attorney was appointed to represent Defendant A, who was alleged to have traveled to WV to purchase illegal drugs from Defendant B, with whom he has a close relationship. The same attorney later agreed to also represent Defendant B.”
  • “The Court was concerned about this because ‘[e]ach co-conspirator likely has confidential information about other co-conspirators, which a lawyer cannot advise a client to reveal if that information is adverse to another client.'”
  • “The lawyer argued that there was no real conflict because both his clients were refusing to cooperate with the government so revealing information was not an issue.”
  • “But the Court stated that ‘[t]he obligation to advise a client of their legal options does not end when a client decides not to cooperate,’ and continues through the length of the case into sentencing. Because the clients’ interests were inherently antagonistic, the court doubted any lawyer’s ‘ability to advise both fully without violating his duties to the other.’ ‘Because of these conflicting duties,’ the court concluded, ‘lawyers do not undertake the representation of co-conspirators.’ The lawyer was disqualified from both representations.”
  • Decision: here.

Judge’s Use of Divorce Mediator Requires 2-Year Recusal From Mediator’s Cases, Subject to Remittal: Judicial Ethics Opinion 25-200” —

  • “Facts/Issue: A judge and his/her spouse retained a mediator to prepare the papers for their recent uncontested divorce, including a previously-negotiated separation agreement. The judge’s ex-spouse paid the mediator once the papers were filed; the divorce was granted shortly thereafter. The judge asks if he/she may review and approve other uncontested divorces where the papers are submitted by that same mediator, or if there is a two-year waiting period.”
  • “Discussion: We have previously addressed a scenario where a judge and his/her spouse hire a law firm to mediate their divorce negotiations. Because the topics and information foreseeably shared during a divorce mediation may be highly sensitive and confidential, we concluded that during the mediation and for two years after the mediation relationship completely terminates and all fees are paid, the inquiring judge must disqualify from all cases in which the law firm appears. In our view, this applies equally to uncontested matters.”
  • “Since disqualification on this basis is subject to remittal, we also include a brief reminder of the applicable principles: Remittal requires both full disclosure on the record of the basis for disqualification and the voluntary, affirmative consent on the record of all parties and their attorneys, if represented, to waive or remit the judge’s disqualification. Thereafter, provided the judge concludes he/she can be fair and impartial and is willing to preside, the judge may participate in the proceeding.”
  • “Conclusion: Where a judge and his/her spouse retain a mediator to prepare the papers for their uncontested divorce, the judge is disqualified, subject to remittal, in all matters where the mediator appears, including uncontested matters. This obligation lasts while the mediation relationship is ongoing and for two years after the mediation relationship completely ends and all fees are paid.”
Risk Update

Law Firm Conflicts Considerations — “Stale” Conflict Waiver Leads to Law Firm DQ, Divorce Work Doesn’t Conflict Lawyer in Criminal Matter, Law Firm Arbitration Clause Voided

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Law Firm’s Arbitration Clauses Voided Over Conflict Disclosure” —

  • “McGrath Kavinoky LLP, which represents hundreds of sexual abuse victims, forfeited its right to compel arbitration on two clients when it failed to disclose conflicts of interest in cases involving a UCLA gynecologist convicted of sexual abuse, a California appeals court ruled.”
  • “The law firm can’t force the clients into arbitration since McGrath’s engagement agreements violate California public policy, Justice John L. Segal said in an opinion on Monday. The California Courts of Appeal affirmed a trial court ruling that the firm can’t enforce its arbitration agreement on two Jane Doe plaintiffs.”
  • Decision: here.

Louisiana Court DQs Baker Donelson in Suit Against Governor, Calling Waiver ‘Stale’” —

  • “A Louisiana state judge Monday ordered Baker Donelson Bearman Caldwell & Berkowitz to be disqualified from representing a group suing to stop Louisiana Gov. Jeff Landry’s planned school funding cuts because the firm also represented the governor in a separate case.”
  • “Baker Donelson maintained in a court filing in the case in Baton Rouge that a waiver signed by Landry when he served as state attorney general in 2023 had allowed the firm to defend the state in one case while representing clients taking legal action against the state in unrelated cases.”
  • “But Judge Richard ‘Chip’ Moore of Louisiana’s 19th Judicial District Court granted Attorney General Elizabeth Murrill’s emergency motion to disqualify Baker Donelson from the case and lift a June 18 temporary restraining order on the funding cuts designed to provide money to give teachers raises.”
  • “Moore agreed that Baker Donelson needed a new waiver from Landry and couldn’t use a ‘stale’ waiver signed by a previous attorney general to litigate against the state.”
  • “He also ordered Baker Donelson to ‘forfeit the fees it billed the state during the period of conflict’ in an amount to be determined at a future hearing—though a spokesperson said the plaintiffs had voluntarily dismissed the suit against Landry ‘ending this case.'”
  • “In addition, the state canceled all its contracts with the firm so it is no longer representing Louisiana in any cases in state or federal courts.”
  • “When the 2023 waiver was signed, the firm was representing the state of Louisiana in some pharmaceutical companies’ legal challenges to a new state law that required drugmakers not to interfere with deliveries to pharmacies serving low-income residents—for which Baker Donelson earned $350,000 in Fiscal Year 2025, according to state records.”
  • “Baker Donelson then began representing Louisiana in 2024 in a federal class-action lawsuit—in which it filed a motion June 12—alleging the state’s foster care system has been deficient in caring for children in its care, according to the motion by state attorneys to disqualify the firm.”
  • “On June 18, clients represented by Baker Donelson sought a restraining order to stop Landry’s executive order that proposed school funding cuts to provide money to give teachers raises.”
  • “In a court filing seeking the firm’s disqualification, Principal Deputy Solicitor General Zachary Faircloth stated that the firm failed to tell Landry it was representing a group challenging his order until 15 days after it was first contacted to do so.”

David Kluft asks: “Can I represent a criminal defendant if I previously represented his wife in divorcing him?” —

  • “A MI lawyer was appointed to represent a client charged with possession of methamphetamine. After conviction, the client claimed ineffective assistance on the grounds that the lawyer had represented the client’s wife in divorcing him years before.”
  • “The client speculated that the lawyer tanked his criminal case because he made her ‘look bad in court’ during the divorce. The lawyer claimed she hadn’t even remember him from the divorce (because he had defaulted and all she did was file a motion for default judgment).”
  • “The Court found that the divorce matter and the criminal matter were not substantially related, and therefore not a conflict. The client also claimed that the lawyer was ineffective for failing to strike the client’s former accountant from the jury (she was the foreperson), but the lawyer credibly testified that the client never told her about this issue during the trial.”
  • Decision: here.